Communication, Information and Coordination in Organizations
Communication, Information and Coordination in Organizations
In speaking of organizations I believe that how organizations communicate is an extremely key factor in success versus failure. The purpose of this paper is to talk about Communication, Information and Coordination, specifically Vertical and Lateral Coordination in organizations. I will reference the four different organizational frames we have learned about as a reference guide to explain how communication is viewed, as well as which types of organizations are best suited to use either a Vertical or Lateral Coordination methodology.
When we began the term we laid down a foundation on the different types of frames that an organization can take on. I would like to briefly touch on the four frames and then show how communication is defined in each.
The first frame is the Structural Frame, which, “…emphasizes goals, specialized roles, and formal relationships…” (Bolman and Deal p. 14) In this frame the organization ultimately uses “…rules, policies, procedures and hierarchies to coordinate diverse activities into a unified strategy.”(Bolman and Deal p. 14) As you can see with the definition above, communication is being done through a system of symbols, signs and or behavior. The organization creates the method for information to be passed and there is an expectation that it will be followed. In the structural frame communication is used to, “Transmit facts and information.” (Bolman and Deal p.307) You as an employee are simply taking information from the organization and using it accordingly as well as taking information you receive and passing it along. You as an individual are not analyzing the information, drawing any conclusions altering it, You are simply taking the information given to you and acting on it as given.
The second frame is the Human Resource Frame. The Human Resource frame sees the organization, “…much like an extended family, made up of individuals with needs,
In speaking of organizations I believe that how organizations communicate is an extremely key factor in success versus failure. The purpose of this paper is to talk about Communication, Information and Coordination, specifically Vertical and Lateral Coordination in organizations. I will reference the four different organizational frames we have learned about as a reference guide to explain how communication is viewed, as well as which types of organizations are best suited to use either a Vertical or Lateral Coordination methodology.
When we began the term we laid down a foundation on the different types of frames that an organization can take on. I would like to briefly touch on the four frames and then show how communication is defined in each.
The first frame is the Structural Frame, which, “…emphasizes goals, specialized roles, and formal relationships…” (Bolman and Deal p. 14) In this frame the organization ultimately uses “…rules, policies, procedures and hierarchies to coordinate diverse activities into a unified strategy.”(Bolman and Deal p. 14) As you can see with the definition above, communication is being done through a system of symbols, signs and or behavior. The organization creates the method for information to be passed and there is an expectation that it will be followed. In the structural frame communication is used to, “Transmit facts and information.” (Bolman and Deal p.307) You as an employee are simply taking information from the organization and using it accordingly as well as taking information you receive and passing it along. You as an individual are not analyzing the information, drawing any conclusions altering it, You are simply taking the information given to you and acting on it as given.
The second frame is the Human Resource Frame. The Human Resource frame sees the organization, “…much like an extended family, made up of individuals with needs,