American Red Cross
March 9, 2015
American Red Cross
“The American Red Cross was founded by Clara Burton and associated in Washington, Dc on May 21, 1881” (www.redcross.org). The American Red Cross was created to provide care for victims of natural disasters. I will briefly discuss the culture of the chosen organization, noting whether the organization’s espoused values align with its enacted values and to what extent is communication in an organization determined by the organization’s culture. I will describe the role communication plays in perception and organizational culture, and how misalignment between espoused values and enacted values can affect perceptions within an organization. I will be identifying the role of conflict in group communication and how the American Red Cross might use conflict to improve communication within and among groups. Mission and Values
According to the text, the American Red Cross’s mission is “to prevent and alleviate human suffering in the face of emergencies by mobilizing the power of volunteers and the generosity of donors.” (www.redcross.org) The values of the American Red Cross are: “We aspire to turn compassion into action so that all people affected by disaster across the country and around the world receive care, shelter and hope; our communities are ready and prepared for disasters; everyone in our country has access to safe, lifesaving blood and blood products; all members of our armed services and their families find support and comfort whenever needed; and in an emergency, there are always trained individuals nearby, ready to use their Red Cross skills to save lives” (www.redcross.org) . After doing some research on the American Red Cross, the espoused values of the organization is aligned with it their enacted values. For example, Hurricane Katrina hit New Orleans and destroyed the entire coast, the American Red Cross played a major role in rebuilding process. The American Red Cross provided thousands of evacuation shelters across the United Stated for the victims. They provide almost 70 million hot meals and direct assistance to over a million families that was displaced Hurricane Katrina. In addition to those programs, the American Red Cross created the Hurricane Recovery Program to help with the long term needs of the displaced families. The American Red Cross collects blood from donors, test it and donate to persons that are in need of a blood transfusion at over 2,700 hospitals across the country. Organizational Culture
The organization culture plays a major role in the organization’s communications in many ways. According to the text, organizational culture sets an “organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations” (www.buisnessdictionary.com). In addition, the culture provides guidelines for employees to follow to be successful at their job. The culture helps managers to communication effectively to their employees. The culture effects the way and what type of information is passed throughout the organization. The organization communication is determined by the organization’s culture because the culture is the way they run the business. Organizational Communication
What is Organizational Communication? According to the text Organizational Communication is “A process by which activities of a society are collected and coordinated to reach the goals of both individuals and the collective group. It is a subfield of general communications studies and is often a component to effective management in a workplace environment” (www.businessdictionary.com). Communication helps the growth of an organization by clarifying and informing the members about how their jobs are to be completed and their expectations. Communication is need when making decision for the...
References: Beebe, S. A., & Masterson, J. T. (2009). Communicating in small groups: Principles and practices (9th of ed.). Boston, MA: Pearson.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper Saddle River, NJ: Pearson- Prentice Hall.
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