Organizational Communication is probably the most important type of interpersonal communication a person has to perform in his or her adult life. Communicating with others in the work environment is a process that can not be looked at as a small one, but as a very complex and of utmost significance to a person's life as a whole. We all know communication is a key factor in everyone's life, and communicating in the work place is just a larger key for cultural expectance and normalcy. Everyone communicates with each other in all different aspects of society. When you are younger, school is the main agency for social communication and in later life it is the job you occupy. It is socially stated and seen as a norm that in adult life you should have a job for means of survival. Therefore, another way to put it is the best way to survive in life is to work. Because of this sociological norm, you must be able to adapt to your job. This is the most important aspect of the work environment. And the only way to adapt to your surroundings and be able to participate in everyday work life is to communicate with others.
Organizational Communication is therefore basically broken up into two parts; The Socialization process of communicating, and the later communication between co-workers in everyday situations. First and foremost we will look at the more complex and significannot process of communication socialization. Sociologist J. Van Maanen's definition of organizational communication is "the process by which a person learns the values and norms and required behaviors which permit him or her to participate as a member of the organization" In other words, its learning the ropes of the occupation. Not only any skill you may need, but how co-workers communicate, and understanding the importance of the organization as well. One thing to understand is socialization in an organization is not a temporary process that stops after the first few months on the job, but it is fact a continuos process that will change as the longer a person stays with that organization. All socialization process are broken up into stages, and organizational socialization is not any different. Think back to when you were starting a new job and it will be very easy to see and understand these stages. Remember the first day on a new job, when you probably didn't know any one, and you didn't know how to act, or what actually must be done or expected of you. You knew very little if anything about your co-workers, so conversations must evolve to get to know them. The initial stage is called pre-arrival or anticipatory socialization, which doesn't rely too much on communication with others, except for maybe conversing with the employer. Many times the interview phase of this stage can have a great effect on if the potential employee will take the job offered. More over, in this stage the person forms expectations about the job. Basically the potential new employee has to make a decision on what life would be like on an everyday bases in this organization. Though interpersonal communication is not largely thrown in the picture, much intrapersonal communication must take place by the individual. He or she must think and communicate to themselves on if taking this job will be fulfilling, and if the job is for them. Sociologist J. Porter explained this stage that if the potential employee does in fact make the decision to enter the organization that the "organization's socialization process does not construct a brand new individual so to speak, but rather attempts to reconstruct him" Sometimes in this stage introductory communication with potential co-workers can effect your decision. However the socialization process does not really begin into you can interact and communicate with others that will be in your group. I'm sure everyone remembers this stage. It's a tough decision to make on whether you want to enter the job. There is not...
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