Skip to main content
Social Sci LibreTexts

Glossary

  • Page ID
    71878
  • \( \newcommand{\vecs}[1]{\overset { \scriptstyle \rightharpoonup} {\mathbf{#1}} } \) \( \newcommand{\vecd}[1]{\overset{-\!-\!\rightharpoonup}{\vphantom{a}\smash {#1}}} \)\(\newcommand{\id}{\mathrm{id}}\) \( \newcommand{\Span}{\mathrm{span}}\) \( \newcommand{\kernel}{\mathrm{null}\,}\) \( \newcommand{\range}{\mathrm{range}\,}\) \( \newcommand{\RealPart}{\mathrm{Re}}\) \( \newcommand{\ImaginaryPart}{\mathrm{Im}}\) \( \newcommand{\Argument}{\mathrm{Arg}}\) \( \newcommand{\norm}[1]{\| #1 \|}\) \( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\) \( \newcommand{\Span}{\mathrm{span}}\) \(\newcommand{\id}{\mathrm{id}}\) \( \newcommand{\Span}{\mathrm{span}}\) \( \newcommand{\kernel}{\mathrm{null}\,}\) \( \newcommand{\range}{\mathrm{range}\,}\) \( \newcommand{\RealPart}{\mathrm{Re}}\) \( \newcommand{\ImaginaryPart}{\mathrm{Im}}\) \( \newcommand{\Argument}{\mathrm{Arg}}\) \( \newcommand{\norm}[1]{\| #1 \|}\) \( \newcommand{\inner}[2]{\langle #1, #2 \rangle}\) \( \newcommand{\Span}{\mathrm{span}}\)\(\newcommand{\AA}{\unicode[.8,0]{x212B}}\)

    Example and Directions
    Words (or words that have the same definition) The definition is case sensitive (Optional) Image to display with the definition [Not displayed in Glossary, only in pop-up on pages] (Optional) Caption for Image (Optional) External or Internal Link (Optional) Source for Definition
    (Eg. "Genetic, Hereditary, DNA ...") (Eg. "Relating to genes or heredity") The infamous double helix https://bio.libretexts.org/ CC-BY-SA; Delmar Larsen
    Glossary Entries
    Word(s) Definition Image Caption Link Source
    Accuracy of information How truthful a message is that has been received.        
    actors Term used in social networking research to refer to an individual participating in a communication network.        
    actual exit step Step in the disengagement process when an organizational members actually leaves the organization.        
    actual exit step Step in the disengagement process when an organizational members actually leaves the organization.        
    adaptive instability Challenging Albert and Whetten’s thesis that organizational identity is enduring, Dennis Gioia and his colleagues argued that identity has the quality of adaptive instability as external feedback and events trigger challenges to an organization’s image and the organization responds by reflecting on how it sees itself and how others see it.        
    adaptive instability Challenging Albert and Whetten’s thesis that organizational identity is enduring, Dennis Gioia and his colleagues argued that identity has the quality of adaptive instability as external feedback and events trigger challenges to an organization’s image and the organization responds by reflecting on how it sees itself and how others see it.        
    affective coaching The coaching process associated with the acquisition or enhancement positive emotional reactions to an individual’s work and working environment.        
    affective coaching The coaching process associated with the acquisition or enhancement positive emotional reactions to an individual’s work and working environment.        
    Ambivalents Organizational orientation described by James C. McCroskey and Virginia Richmond that depicts a follower who is disgruntled by the existing hierarchical structure, the tasks they are assigned, and/or the organizational goals.        
    Ambivalents Organizational orientation described by James C. McCroskey and Virginia Richmond that depicts a follower who is disgruntled by the existing hierarchical structure, the tasks they are assigned, and/or the organizational goals.        
    analyst Role taken on by a human performance improvement specialist when he or she helps determine relevant gaps that exist in individuals’ behavior, knowledge, and/or attitudes        
    analyst Role taken on by a human performance improvement specialist when he or she helps determine relevant gaps that exist in individuals’ behavior, knowledge, and/or attitudes        
    announcement of exit step Step in the disengagement process when either a dissatisfied organizational member officially makes it known that he or she is leaving (voluntary disengagement), or when the organization makes it known that the organizational member will be leaving (involuntary disengagement).        
    announcement of exit step Step in the disengagement process when either a dissatisfied organizational member officially makes it known that he or she is leaving (voluntary disengagement), or when the organization makes it known that the organizational member will be leaving (involuntary disengagement).        
    anticipatory socialization The period of time before an individual actually joins an organization.        
    anticipatory socialization The period of time before an individual actually joins an organization.        
    Articulated/upward dissent Form of organizational dissent involving the expression of dissent to one’s leaders up the formal chain of the hiearchy.        
    Articulated/upward dissent Form of organizational dissent involving the expression of dissent to one’s leaders up the formal chain of the hiearchy.        
    authority When an individual’s orders are voluntarily obeyed by those receiving them.        
    authority When an individual’s orders are voluntarily obeyed by those receiving them.        
    authority-compliance management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a high concern for task and a low concern for relationships.        
    authority-compliance management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a high concern for task and a low concern for relationships.        
    auto-communicative As George Cheney and Lars Christensen noted, an organization’s identity shapes how its leaders and managers diagnose and address problems; thus, since corporate issue management is self-referential, corporate communication (advertising, marketing, public relations) that seems directed to external audiences may actually be auto-communication as the organization in reality talks primarily to itself.        
    auto-communicative As George Cheney and Lars Christensen noted, an organization’s identity shapes how its leaders and managers diagnose and address problems; thus, since corporate issue management is self-referential, corporate communication (advertising, marketing, public relations) that seems directed to external audiences may actually be auto-communication as the organization in reality talks primarily to itself.        
    axiology Philosophy of what is worth knowing. Some researchers only accept knowledge gained empirically through observation and measurement of aggregate behaviors; others believe that people’s perceptions must be analyzed.        
    axiology Philosophy of what is worth knowing. Some researchers only accept knowledge gained empirically through observation and measurement of aggregate behaviors; others believe that people’s perceptions must be analyzed.        
    binary An opposition such as male/female, cause/effect, rational/emotional, leader/follower, win/lose, public/private. Feminist theory holds that binary thinking in organizations leads to the domination of “masculine” values such as competition over “feminine” values such as cooperation.        
    binary An opposition such as male/female, cause/effect, rational/emotional, leader/follower, win/lose, public/private. Feminist theory holds that binary thinking in organizations leads to the domination of “masculine” values such as competition over “feminine” values such as cooperation.        
    bureaucracy Ideals that organizations should try to attain. It also refers to selecting authority based on criterion and standards rather than by popularity or family relation. Hence, it makes organizational decisions harder to execute but it also protects’ workers from mistreatment, because there is order and structure to the communication.        
    bureaucracy Ideals that organizations should try to attain. It also refers to selecting authority based on criterion and standards rather than by popularity or family relation. Hence, it makes organizational decisions harder to execute but it also protects’ workers from mistreatment, because there is order and structure to the communication.        
    business concerns organization Organization focused on doing well profitably for the organization and its stakeholders.        
    business concerns organization Organization focused on doing well profitably for the organization and its stakeholders.        
    career Post of employment for an individual who is pursuing lifelong ambitions and goals related to one’s chosen occupation.        
    career Post of employment for an individual who is pursuing lifelong ambitions and goals related to one’s chosen occupation.        
    change manager Role taken on by a human performance improvement specialist when he or she coordinates implementation and execution of solutions while building buy-in and support from all levels of an organizaiton’s hierarchy.        
    change manager Role taken on by a human performance improvement specialist when he or she coordinates implementation and execution of solutions while building buy-in and support from all levels of an organizaiton’s hierarchy.        
    channel The means by which a message is carried from one person to another.        
    channel The means by which a message is carried from one person to another.        
    Charisma Unique leadership trait where an individual has the ability to influence and inspire large numbers of people to accomplish specific organizational goals or tasks.        
    Charisma Unique leadership trait where an individual has the ability to influence and inspire large numbers of people to accomplish specific organizational goals or tasks.        
    Closed boundaries When an organization insulates itself from what is occurring within its external environment.        
    Closed boundaries When an organization insulates itself from what is occurring within its external environment.        
    cluster network Type of informal communication network where the source of the message chooses a number of pre-selected people with whom to communicate a message, and then the secondary people then pass on the message to a group of people who have also been pre-selected to receive the message.        
    cluster network Type of informal communication network where the source of the message chooses a number of pre-selected people with whom to communicate a message, and then the secondary people then pass on the message to a group of people who have also been pre-selected to receive the message.        
    coaching The process of providing advice, instruction, or support in an attempt to help an individual be more efficient or productive in the workplace.        
    coaching The process of providing advice, instruction, or support in an attempt to help an individual be more efficient or productive in the workplace.        
    coaching leader Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use high supporting behavior and high directive behavior.        
    coaching leader Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use high supporting behavior and high directive behavior.        
    coercive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior reflecting abuses of power or authority resulting in the diminishing of another person’s autonomy.        
    coercive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior reflecting abuses of power or authority resulting in the diminishing of another person’s autonomy.        
    cognitive-based coaching The coaching process associated with the acquisition or enhancement of recognition and recall of information and the development of intellectual abilities and skills.        
    cognitive-based coaching The coaching process associated with the acquisition or enhancement of recognition and recall of information and the development of intellectual abilities and skills.        
    commonsense “The commonly understood, taken-for-granted assumptions about the way the world works and expected communicative behaviors one will meet in navigating that world in daily life” (Arnett et al., 2009, p. 62).        
    commonsense “The commonly understood, taken-for-granted assumptions about the way the world works and expected communicative behaviors one will meet in navigating that world in daily life” (Arnett et al., 2009, p. 62).        
    commonweal organizations Organization designed to benefit society at large.        
    commonweal organizations Organization designed to benefit society at large.        
    Communication norms Standards or patterns of communication regarded as typical within an organization.        
    Communication norms Standards or patterns of communication regarded as typical within an organization.        
    communication overload When workers are provided too much information to complete their jobs.        
    communication overload When workers are provided too much information to complete their jobs.        
    communication rule A standard or directive governing how communication occurs within an organization.        
    communication rule A standard or directive governing how communication occurs within an organization.        
    Communication underload When workers are not provided enough information to complete their jobs.        
    Communication underload When workers are not provided enough information to complete their jobs.        
    communicative action An approach to critical scholarship that examines how dominant interests distort communication processes to sustain their domination by foreclosing alternate expressions. But legitimate communication may be restored, it is argued, through greater democratization of the workplace.        
    communicative action An approach to critical scholarship that examines how dominant interests distort communication processes to sustain their domination by foreclosing alternate expressions. But legitimate communication may be restored, it is argued, through greater democratization of the workplace.        
    Conflict The discord among group members. This can be primary or secondary.        
    Conflict The discord among group members. This can be primary or secondary.        
    content analysis Form of social-scientific research based on taking a series of artifacts and numerically coding information contained within the artifacts to see if a discernible pattern emerges.        
    content analysis Form of social-scientific research based on taking a series of artifacts and numerically coding information contained within the artifacts to see if a discernible pattern emerges.        
    control and command Organizations must limit their communication to precise and explicit words for task design and implementation. At the same time, communication is not spontaneous and is more centralized in a classical organization.        
    control and command Organizations must limit their communication to precise and explicit words for task design and implementation. At the same time, communication is not spontaneous and is more centralized in a classical organization.        
    country club management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a low concern for task and a high concern for relationships.        
    country club management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a low concern for task and a high concern for relationships.        
    critical A scholarly tradition that theorizes communication as discursive reflection, or reflection on the ways that discourses create dominant and marginalized voices.        
    critical A scholarly tradition that theorizes communication as discursive reflection, or reflection on the ways that discourses create dominant and marginalized voices.        
    culpable silence When someone purposefully prevents information from being given to receivers who need the information.        
    culpable silence When someone purposefully prevents information from being given to receivers who need the information.        
    cultural control In Tompkins and Cheney’s theory of organizational control, management’s attempts to inculcate common values and practices around which members form their interests and relationships is called cultural control.        
    cultural control In Tompkins and Cheney’s theory of organizational control, management’s attempts to inculcate common values and practices around which members form their interests and relationships is called cultural control.        
    cybernetic A scholarly tradition that theorizes communication as information processing.        
    cybernetic A scholarly tradition that theorizes communication as information processing.        
    deceptive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior reflecting a willful perversion of the truth in order to deceive, cheat, or defraud.        
    deceptive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior reflecting a willful perversion of the truth in order to deceive, cheat, or defraud.        
    deconstruct Postmodernists believe that an organization is a “text” that can be “read.” Deconstruction is the method by which analysts trace back the discourses that have formed the power relations within an organization.        
    deconstruct Postmodernists believe that an organization is a “text” that can be “read.” Deconstruction is the method by which analysts trace back the discourses that have formed the power relations within an organization.        
    delegating leader Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use low supporting behavior and low directive behavior.        
    delegating leader Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use low supporting behavior and low directive behavior.        
    demagoguery Person who has no concern for the best interests of a receiver or group of receivers and seeks to gain compliance by exploiting people’s fears, prejudices, or areas of ignorance.        
    demagoguery Person who has no concern for the best interests of a receiver or group of receivers and seeks to gain compliance by exploiting people’s fears, prejudices, or areas of ignorance.        
    destructive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior that attacks a receivers’ self-esteem, reputation, or deeply held feelings.        
    destructive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior that attacks a receivers’ self-esteem, reputation, or deeply held feelings.        
    directing leader Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use low supporting behavior and high directive behavior.        
    directing leader Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use low supporting behavior and high directive behavior.        
    disciple Type of follower described by Roger Adair believs both in her or his work and in the overarching goal(s) of the organization, so this follower is highly satisfied and productive.        
    disciple Type of follower described by Roger Adair believs both in her or his work and in the overarching goal(s) of the organization, so this follower is highly satisfied and productive.        
    disengaged Type of follower described by Roger Adair doesn’t see the value in her or his work so he or she opts to do the minimum necessary to ensure her or his employment.        
    disengaged Type of follower described by Roger Adair doesn’t see the value in her or his work so he or she opts to do the minimum necessary to ensure her or his employment.        
    Disengagement The process an individual goes through when considering a separation and then separating oneself from an organization.        
    Disengagement The process an individual goes through when considering a separation and then separating oneself from an organization.        
    disgruntled Type of follower described by Roger Adair who has encountered some event within the organization that has left them feeling detached, angry, or displeased, which leads to low levels of job satisfaction and productivity.        
    disgruntled Type of follower described by Roger Adair who has encountered some event within the organization that has left them feeling detached, angry, or displeased, which leads to low levels of job satisfaction and productivity.        
    displaced dissent Form of organizational dissent that occurs when an employee feels that dissent in the workplace could be harmful, so he or she express dissent to friends and family members outside the boundaries of the organization.        
    displaced dissent Form of organizational dissent that occurs when an employee feels that dissent in the workplace could be harmful, so he or she express dissent to friends and family members outside the boundaries of the organization.        
    doer Type of follower described by Roger Adair is highly motivated and constantly looking for bigger and better work opportunities either within their current organization or in a new one.        
    doer Type of follower described by Roger Adair is highly motivated and constantly looking for bigger and better work opportunities either within their current organization or in a new one.        
    Employee silence When employees intentionally or unintentionally withhold information that might be useful to a leader or her or his organization.        
    Employee silence When employees intentionally or unintentionally withhold information that might be useful to a leader or her or his organization.        
    ends Component of ethical analysis where one examines the outcomes that an individual or group of individuals desire to achieve.        
    ends Component of ethical analysis where one examines the outcomes that an individual or group of individuals desire to achieve.        
    enthymeme Aristotelian rhetorical theory (which Tompkins and Cheney reference in their theory of organizational control) holds that argument syllogistically from major premise, to minor premise, to conclusion; a skillful speaker who knows the mind of an audience can omit a well-known premise, which the audience mentally supplies and thus is drawn along to the speaker’s conclusion.        
    enthymeme Aristotelian rhetorical theory (which Tompkins and Cheney reference in their theory of organizational control) holds that argument syllogistically from major premise, to minor premise, to conclusion; a skillful speaker who knows the mind of an audience can omit a well-known premise, which the audience mentally supplies and thus is drawn along to the speaker’s conclusion.        
    epistemology Philosophy of how things are known. Some researchers believe it is sufficient to observe and measure an organization’s aggregate behaviors; others believe that the mindsets and interactions of individuals must also be interpreted.        
    epistemology Philosophy of how things are known. Some researchers believe it is sufficient to observe and measure an organization’s aggregate behaviors; others believe that the mindsets and interactions of individuals must also be interpreted.        
    equifinality The ability of an organization to achieve a given goal in more than one way.        
    equifinality The ability of an organization to achieve a given goal in more than one way.        
    ethical behavior Component of the ethical matrix where an individual employs good means that lead to a good end.        
    ethical behavior Component of the ethical matrix where an individual employs good means that lead to a good end.        
    ethics The philosophical study and evaluation of the means and ends of human behavior.        
    ethics The philosophical study and evaluation of the means and ends of human behavior.        
    ethnography The word literally means “writing the culture.” Organizational ethnographers conduct fieldwork, perhaps spending a year or more to directly experience an organization through participation and observation. The goal is to describe the organizational culture in terms that are faithful its members’ understandings.        
    ethnography The word literally means “writing the culture.” Organizational ethnographers conduct fieldwork, perhaps spending a year or more to directly experience an organization through participation and observation. The goal is to describe the organizational culture in terms that are faithful its members’ understandings.        
    evaluator Role taken on by a human performance improvement specialist when he or she: (1) examines if intervention is actually improving performance, and (2) demonstrates the effectiveness of the intervention to the organization.        
    evaluator Role taken on by a human performance improvement specialist when he or she: (1) examines if intervention is actually improving performance, and (2) demonstrates the effectiveness of the intervention to the organization.        
    executive coaching The establishment of a professional relationship between a hired individual (professional coach or therapist) whose job it is to help an individual within a leadership position and that person within a leadership position become all that he or she can be within an organizational environment.        
    executive coaching The establishment of a professional relationship between a hired individual (professional coach or therapist) whose job it is to help an individual within a leadership position and that person within a leadership position become all that he or she can be within an organizational environment.        
    experiment Form of social-scientific research based on the manipulation of some facet of a participant’s experience to determine how that participant responds.        
    experiment Form of social-scientific research based on the manipulation of some facet of a participant’s experience to determine how that participant responds.        
    face According to Erving Goffman, constructing your self is like a drama; that is, you are like an actor who presents a face to an audience and, as in a play, stages a life-story that you hope will gain social acceptance.        
    face According to Erving Goffman, constructing your self is like a drama; that is, you are like an actor who presents a face to an audience and, as in a play, stages a life-story that you hope will gain social acceptance.        
    Feminist theory Not a single theory, but an approach to organizational communication scholarship that sees organizations as gendered and as sites for configuring gender roles.        
    Feminist theory Not a single theory, but an approach to organizational communication scholarship that sees organizations as gendered and as sites for configuring gender roles.        
    followership The act or condition under which an individual helps or supports a leader in the accomplishment of organizational goals.        
    followership The act or condition under which an individual helps or supports a leader in the accomplishment of organizational goals.        
    followership style The concept of different leadership styles has prompted the complementary concept of different followership styles; the literature on management generally presupposes that strong organizational identification is a component of the followership style that effective managerial leadership should produce.        
    followership style The concept of different leadership styles has prompted the complementary concept of different followership styles; the literature on management generally presupposes that strong organizational identification is a component of the followership style that effective managerial leadership should produce.        
    functional approach Approach to leadership that posits that it’s not a series of leadership characteristics that make a leader, but rather a leader is someone who looks like, acts like, and communicates like a leader.        
    functional approach Approach to leadership that posits that it’s not a series of leadership characteristics that make a leader, but rather a leader is someone who looks like, acts like, and communicates like a leader.        
    gossip communication network Type of informal communication networkwhere one individual who serves as the source of the message who transmits the message to a number of people directly.        
    gossip communication network Type of informal communication networkwhere one individual who serves as the source of the message who transmits the message to a number of people directly.        
    group Two or more people that think they are a group, have a common goals, structure, and interactions to achieve their desired goals.        
    group Two or more people that think they are a group, have a common goals, structure, and interactions to achieve their desired goals.        
    Group building and maintenance roles Roles taken on by a group or team member to help foster a sense of community and purpose within the group itself.        
    Group building and maintenance roles Roles taken on by a group or team member to help foster a sense of community and purpose within the group itself.        
    groupthink The group’s inclination to defer critical thinking and accept solutions without much consideration.        
    groupthink The group’s inclination to defer critical thinking and accept solutions without much consideration.        
    Hawthorne Effect Workers behaviors were affected by the attention they receive rather than by other variables like lighting or temperature. Once workers felt like they were being noticed or recognized, it influenced their productivity. Group norms were also affected.        
    Hawthorne Effect Workers behaviors were affected by the attention they receive rather than by other variables like lighting or temperature. Once workers felt like they were being noticed or recognized, it influenced their productivity. Group norms were also affected.        
    hierarchy A categorization system where individuals/departments are ranked over other individuals/departments based on skills, centrality, and status.        
    hierarchy A categorization system where individuals/departments are ranked over other individuals/departments based on skills, centrality, and status.        
    historical The notion that we perceive theories in terms of the period in which they were created and were popular.        
    historical The notion that we perceive theories in terms of the period in which they were created and were popular.        
    Horizontal or lateral communication Messages that are transmitted to other individuals on the same rung of the organizational hierarchy.        
    Horizontal or lateral communication Messages that are transmitted to other individuals on the same rung of the organizational hierarchy.        
    human communication The process whereby one individual (or group of individuals) attempts to stimulate meaning in the mind of another individual (or group of individuals) through intentional use of verbal, nonverbal, and/or mediated messages.        
    human communication The process whereby one individual (or group of individuals) attempts to stimulate meaning in the mind of another individual (or group of individuals) through intentional use of verbal, nonverbal, and/or mediated messages.        
    human performance improvement A results-based, systematic process used to identify performance problems, analyze root causes, select and design actions, manage workplace solutions, measure results, and continually improve performance within an organizations” (Beich, Holloway, & McGraw, 2006, p. 1)        
    human performance improvement A results-based, systematic process used to identify performance problems, analyze root causes, select and design actions, manage workplace solutions, measure results, and continually improve performance within an organizations” (Beich, Holloway, & McGraw, 2006, p. 1)        
    hygiene factors The list of factors that led to negative job attitudes according to motivation theorist Frederick Herzberg.        
    hygiene factors The list of factors that led to negative job attitudes according to motivation theorist Frederick Herzberg.        
    identification Ashforth and Mael defined identification as a cognitive construct (or mental picture of one’s self as intertwined with a group) as opposed to a set of behaviors or emotions; further, identification attaches the self to a social categories (“I am”), while internalization attaches the self to guiding principles (“I believe”).        
    identification Ashforth and Mael defined identification as a cognitive construct (or mental picture of one’s self as intertwined with a group) as opposed to a set of behaviors or emotions; further, identification attaches the self to a social categories (“I am”), while internalization attaches the self to guiding principles (“I believe”).        
    identity The state of being or believing that you are the same person or thing described or claimed by those with power.        
    identity The state of being or believing that you are the same person or thing described or claimed by those with power.        
    identity regulation Matt Alvesson and Hugh Willmott argue that, as means of organizational control, managerial interests engage in identity regulation through discursive practices that shape the processes of employees’ identity formation and thus “produce” the “appropriate” employee.        
    identity regulation Matt Alvesson and Hugh Willmott argue that, as means of organizational control, managerial interests engage in identity regulation through discursive practices that shape the processes of employees’ identity formation and thus “produce” the “appropriate” employee.        
    ideographic An approach to knowledge that takes each case on its own terms by considering qualitative data such as ethnographic fieldwork, interviews, journals, and diaries.        
    ideographic An approach to knowledge that takes each case on its own terms by considering qualitative data such as ethnographic fieldwork, interviews, journals, and diaries.        
    ideologies The beliefs, myths, and doctrines that guide an individual, group, or organization.        
    ideologies The beliefs, myths, and doctrines that guide an individual, group, or organization.        
    ideology critique An approach to critical scholarship that employs theory to expose how dominant interests distort meaning, thought, and consciousness to simulatenously legitimize and hide their domination.        
    ideology critique An approach to critical scholarship that employs theory to expose how dominant interests distort meaning, thought, and consciousness to simulatenously legitimize and hide their domination.        
    implementer Follower type described by Ira Chaleff who will be more than happy to support her or his leader in any way possible, but the implementer will not challenge the leader’s behavior or policies even when the leader is making costly mistakes.        
    implementer Follower type described by Ira Chaleff who will be more than happy to support her or his leader in any way possible, but the implementer will not challenge the leader’s behavior or policies even when the leader is making costly mistakes.        
    impoverished management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a low concern for task and a low concern for relationships.        
    impoverished management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a low concern for task and a low concern for relationships.        
    Impression management The process (either conscious or unconscious) where an individual deliberately attempts to influence the perceptions and opinions of others.        
    Impression management The process (either conscious or unconscious) where an individual deliberately attempts to influence the perceptions and opinions of others.        
    indifferent Organizational orientation described by James C. McCroskey and Virginia Richmond describing followers who go to work and do their jobs in order to get a paycheck, these followers really sees life as something thatbegins once they leave the workplace        
    indifferent Organizational orientation described by James C. McCroskey and Virginia Richmond describing followers who go to work and do their jobs in order to get a paycheck, these followers really sees life as something thatbegins once they leave the workplace        
    individualist Follower type described by Ira Chaleff who will provide little to no support for her or his leader but has no problem challenging the leader’s behavior and policies.        
    individualist Follower type described by Ira Chaleff who will provide little to no support for her or his leader but has no problem challenging the leader’s behavior and policies.        
    Indoctrination The process of instilling an employee with a partisan or ideological point of view.        
    Indoctrination The process of instilling an employee with a partisan or ideological point of view.        
    informal communication Organizational communication that occurs outside the the structure of the formal organizational hierarchy.        
    informal communication Organizational communication that occurs outside the the structure of the formal organizational hierarchy.        
    Information Any data that is necessary for an organization to possess in an effort to create knowledge.        
    Information Any data that is necessary for an organization to possess in an effort to create knowledge.        
    Information giving The types of information a new employee provides to coworkers and superiors during organizational entry.        
    Information giving The types of information a new employee provides to coworkers and superiors during organizational entry.        
    Information seeking A new employee’s proactive search for information.        
    Information seeking A new employee’s proactive search for information.        
    Inputs Those resources that an organization brings in from the external environment in order for the organization to accomplish its goals.        
    Inputs Those resources that an organization brings in from the external environment in order for the organization to accomplish its goals.        
    Interdependency Mutual dependence or depending on one another.        
    Interdependency Mutual dependence or depending on one another.        
    interests Whether or not an individual (or group of individuals) has a clear advantage or advancement of a personal or group agenda that is not necessarily clearly articulated to everyone within an organization.        
    interests Whether or not an individual (or group of individuals) has a clear advantage or advancement of a personal or group agenda that is not necessarily clearly articulated to everyone within an organization.        
    intervention specialist Role taken on by a human performance improvement specialist when he or she determines what would be the most appropriate method for getting the organization to its goal or decreasing the performance gap.        
    intervention specialist Role taken on by a human performance improvement specialist when he or she determines what would be the most appropriate method for getting the organization to its goal or decreasing the performance gap.        
    intrusive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior that are used by someone in attempt to monitor another person.        
    intrusive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior that are used by someone in attempt to monitor another person.        
    Involuntary disengagement Form of disengagement that occurs when an individual is forced to leave an organization.        
    Involuntary disengagement Form of disengagement that occurs when an individual is forced to leave an organization.        
    job instructions Explanations from management relating to how they want an employee to perform her or his job.        
    job instructions Explanations from management relating to how they want an employee to perform her or his job.        
    job rationale A basic statement of the purpose of a specific job and how that job relates to the overarching goal of the organization.        
    job rationale A basic statement of the purpose of a specific job and how that job relates to the overarching goal of the organization.        
    latent/lateral dissent Form of organizational dissent consisting of communicative behaviors include complaining to coworkers and voicing criticism openly to others on the same level of the organizational hierarchy.        
    latent/lateral dissent Form of organizational dissent consisting of communicative behaviors include complaining to coworkers and voicing criticism openly to others on the same level of the organizational hierarchy.        
    Leadership The modification of attitudes, beleifs, and values of a group in order to further an organization’s goals, mission, and vision.        
    links The communicative relationship between two people in a communication network.        
    links The communicative relationship between two people in a communication network.        
    low-quality LMX relationships Leader-member-exchange relationships marked by follower suppervision, lack of leadership support, little to no access to decision making, which leads to lower levels of organizaitonal success.        
    low-quality LMX relationships Leader-member-exchange relationships marked by follower suppervision, lack of leadership support, little to no access to decision making, which leads to lower levels of organizaitonal success.        
    Machiavellian ethic Component of the ethical matrix where an individual employs bad means that lead to a good end.        
    Machiavellian ethic Component of the ethical matrix where an individual employs bad means that lead to a good end.        
    maintenance roles Roles that individual group or team members embody that help keep that group-centered identity over the lifecycle of the group or team.        
    maintenance roles Roles that individual group or team members embody that help keep that group-centered identity over the lifecycle of the group or team.        
    management Those individuals who use communication to help an organization achieve its goals through the proper utilization of the organization’s resources (e.g., employees, facilities, etc…).        
    management teams This group is in charge of the daily responsibility of directing the organization.        
    management teams This group is in charge of the daily responsibility of directing the organization.        
    Maslow’s Hierarchy of Needs Model that suggests there are certain levels of human motivation and each level must be met before moving to the next level. Shaped like a pyramid, the model shows that human’s most basic need from lowest to highest is physical, then safety, love/belonging, esteem, and self-actualization.        
    Maslow’s Hierarchy of Needs Model that suggests there are certain levels of human motivation and each level must be met before moving to the next level. Shaped like a pyramid, the model shows that human’s most basic need from lowest to highest is physical, then safety, love/belonging, esteem, and self-actualization.        
    mediated Any message that is sent using some kind of technology (print-form, auditory, visual, electronic, etc…).        
    mediated Any message that is sent using some kind of technology (print-form, auditory, visual, electronic, etc…).        
    Mentoring The transfer of experience or knowledge from a senior individual (the mentor) to a junior individual (the mentee or protégé) in an effort to help the junior individual learn the ins and outs of organizational life.        
    Mentoring The transfer of experience or knowledge from a senior individual (the mentor) to a junior individual (the mentee or protégé) in an effort to help the junior individual learn the ins and outs of organizational life.        
    message The “idea” someone is trying to send to a receiver.        
    message The “idea” someone is trying to send to a receiver.        
    metamorphosis In the last segment of the entry phase of organizational socialization, you experience the metamorphosis of full assimilation as an established member of the organization.        
    metamorphosis In the last segment of the entry phase of organizational socialization, you experience the metamorphosis of full assimilation as an established member of the organization.        
    metamorphosis When an individual transforms her or himself from a new organizational member to an established member of the organization.        
    metamorphosis When an individual transforms her or himself from a new organizational member to an established member of the organization.        
    middle-of-the-road management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a middling concern for task and a middling concern for relationships.        
    middle-of-the-road management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a middling concern for task and a middling concern for relationships.        
    moral balance The philosophical debate that occurs when an individual is faced with the possibility that the outcome of her or his behavior or decisions will lead to a secondary outcome that is equally bad.        
    moral balance The philosophical debate that occurs when an individual is faced with the possibility that the outcome of her or his behavior or decisions will lead to a secondary outcome that is equally bad.        
    mutual benefit organization Organization focused on providing for its membership.        
    mutual benefit organization Organization focused on providing for its membership.        
    negative feedback Feedback to an employee that occurs when a supervisor explains to a subordinate areas that need improvement.        
    negative feedback Feedback to an employee that occurs when a supervisor explains to a subordinate areas that need improvement.        
    nonverbal Any stimuli that could elicit meaning that is not contained in words themselves.        
    nonverbal Any stimuli that could elicit meaning that is not contained in words themselves.        
    Norms The informal expectations about how new employees should behave within the organization.        
    Norms The informal expectations about how new employees should behave within the organization.        
    off-campus face-to-face interview When an organization arranges to have an off-site location (typically in or near an airport) to conduct a round of interviews.        
    off-campus face-to-face interview When an organization arranges to have an off-site location (typically in or near an airport) to conduct a round of interviews.        
    on-campus face-to-face interview When an organization brings the individual to the organization for an interview.        
    on-campus face-to-face interview When an organization brings the individual to the organization for an interview.        
    Onboarding The process of welcoming and orienting new organizational members to facilitate their adjustment to the organization, its culture, and its practices.        
    Onboarding The process of welcoming and orienting new organizational members to facilitate their adjustment to the organization, its culture, and its practices.        
    ontology Philosophy of how things have being. Some theorists believe an organization exists independently from how people perceive it; others believe an organization exists only in relation to the perceptions of its people or in relation to society.        
    ontology Philosophy of how things have being. Some theorists believe an organization exists independently from how people perceive it; others believe an organization exists only in relation to the perceptions of its people or in relation to society.        
    open system A system that is open to its surrounding environment, as opposed to a closed system that is not. A closed system is only concerned with input and output, whereas an open system encompasses input, throughput, and output.        
    open system A system that is open to its surrounding environment, as opposed to a closed system that is not. A closed system is only concerned with input and output, whereas an open system encompasses input, throughput, and output.        
    Organizational anticipatory socialization The process and individual goes through as he or she attempts to find an organization to join.        
    Organizational anticipatory socialization The process and individual goes through as he or she attempts to find an organization to join.        
    organizational communication The process whereby an organizational stakeholder (or group of stakeholders) attempts to stimulate meaning in the mind of another an organizational stakeholder (or group of stakeholders) through intentional use of verbal, nonverbal, and/or mediated messages.        
    organizational communication The process whereby an organizational stakeholder (or group of stakeholders) attempts to stimulate meaning in the mind of another an organizational stakeholder (or group of stakeholders) through intentional use of verbal, nonverbal, and/or mediated messages.        
    organizational disengagement During the third and final phase of organizational socialization you are separated from the organization; the manner of your disengagement is governed by the manner of your exit: whether by retirement, taking another job, or being discharged.        
    organizational disengagement During the third and final phase of organizational socialization you are separated from the organization; the manner of your disengagement is governed by the manner of your exit: whether by retirement, taking another job, or being discharged.        
    organizational identification Blake Ashforth and Fred Mael started with social identity theory—which holds that one’s self-concept combines a “personal identity” based on individual traits with a “social identity” based on group classifications—and originated the concept of organizational identification by defining it as a specific form of social identification or perception of oneness with a group.        
    organizational identification Blake Ashforth and Fred Mael started with social identity theory—which holds that one’s self-concept combines a “personal identity” based on individual traits with a “social identity” based on group classifications—and originated the concept of organizational identification by defining it as a specific form of social identification or perception of oneness with a group.        
    organizational identity In Stuart Albert and David Whetten’s original conception, organizational identity has three dimensions as its reflects the central character of an organization and its own claims of distinctiveness, and as it endures over time; subsequent scholars have explored how organizational identity can change and how an organization can have multiple identities.        
    organizational identity In Stuart Albert and David Whetten’s original conception, organizational identity has three dimensions as its reflects the central character of an organization and its own claims of distinctiveness, and as it endures over time; subsequent scholars have explored how organizational identity can change and how an organization can have multiple identities.        
    Organizational image To distinguish organizational image from organizational identity, Hatch and Schultz defined image as a perspective held by external stakeholders who view the organization as “other” to themselves and interpret the organization based not only on the organization itself but on multiple sources.        
    Organizational image To distinguish organizational image from organizational identity, Hatch and Schultz defined image as a perspective held by external stakeholders who view the organization as “other” to themselves and interpret the organization based not only on the organization itself but on multiple sources.        
    Organizational socialization The process an organization utilizes to ensure that new members acquire necessary attitudes, behaviors, knowledge, and skills to become productive organizaitonal members.        
    Organizational socialization The process an organization utilizes to ensure that new members acquire necessary attitudes, behaviors, knowledge, and skills to become productive organizaitonal members.        
    output The ultimate product or service that an organization disseminates back to the external environment.        
    output The ultimate product or service that an organization disseminates back to the external environment.        
    overdetermined Because postmodernists believe that individuals are not autonomous but are sites where multiple discourses are simultaneously in conflict, then identities of people within organizations are always fluid and partial—and thus overdetermined—rather than stable and continuous.        
    overdetermined Because postmodernists believe that individuals are not autonomous but are sites where multiple discourses are simultaneously in conflict, then identities of people within organizations are always fluid and partial—and thus overdetermined—rather than stable and continuous.        
    parallel teams These teams are created externally from the main organization to work on specific objectives.        
    parallel teams These teams are created externally from the main organization to work on specific objectives.        
    partner Follower type described by Ira Chaleff who will support and challenge a leader because this follower sees her or himself as having a stake in the leader’s decisions.        
    partner Follower type described by Ira Chaleff who will support and challenge a leader because this follower sees her or himself as having a stake in the leader’s decisions.        
    phenomenological A scholarly tradition that theorizes communication as dialogue and the experience of otherness.        
    phenomenological A scholarly tradition that theorizes communication as dialogue and the experience of otherness.        
    post-exit step Step in the disengagement process when an individual who has left an organization makes sense of her or his experiences within the organization and when organizational members make sense of the former colleague’s departure.        
    post-exit step Step in the disengagement process when an individual who has left an organization makes sense of her or his experiences within the organization and when organizational members make sense of the former colleague’s departure.        
    postmodern An approach to organizational communication which holds that organizations come into existence as temporary combinations of interests against the threatening fluidity of larger historical and cultural discourses. As a reflection of these discourses, the organization is a “text” that can be “read” in order to trace back how its hidden power relations were formed.        
    postmodern An approach to organizational communication which holds that organizations come into existence as temporary combinations of interests against the threatening fluidity of larger historical and cultural discourses. As a reflection of these discourses, the organization is a “text” that can be “read” in order to trace back how its hidden power relations were formed.        
    Practices Behaviors people should do habitually.        
    Practices Behaviors people should do habitually.        
    preannouncement step Step in the disengagement process involving any cues or signals one either consciously or unconsciously sent by someone dissatisfied with particular people, work, or the organization.        
    preannouncement step Step in the disengagement process involving any cues or signals one either consciously or unconsciously sent by someone dissatisfied with particular people, work, or the organization.        
    preentry The period of time after someone has been asked to join an organization but before he or she is actually working within the organization.        
    preentry The period of time after someone has been asked to join an organization but before he or she is actually working within the organization.        
    privilege pay A tool managers can utilize with subordinates when the manager provides subordinates departmental information and allows the subordinate to engage in open communication about various departmental issues with the manager.        
    privilege pay A tool managers can utilize with subordinates when the manager provides subordinates departmental information and allows the subordinate to engage in open communication about various departmental issues with the manager.        
    probability communication network Type of informal communication network where one individual serves as the primary source of the message who randomly selects people within her or his communication network to communicate the message, and then these secondary people randomly pick other people in the communication network to pass along the message.        
    probability communication network Type of informal communication network where one individual serves as the primary source of the message who randomly selects people within her or his communication network to communicate the message, and then these secondary people randomly pick other people in the communication network to pass along the message.        
    process The notion that there are no distinct beginnings to communication nor ends.        
    process The notion that there are no distinct beginnings to communication nor ends.        
    project teams Specific and/or specialized individuals are selected to accomplish a goal in a fixed amount of time.        
    project teams Specific and/or specialized individuals are selected to accomplish a goal in a fixed amount of time.        
    prosocial silence Form of employee silence that occurs because employees want to appear cooperative and/or altruistic in the workplace.        
    prosocial silence Form of employee silence that occurs because employees want to appear cooperative and/or altruistic in the workplace.        
    reactive scanning When an organization faces a specific problem or crisis and then either makes sense of data/information it poses or searches the external environment for data or information that could be useful.        
    reactive scanning When an organization faces a specific problem or crisis and then either makes sense of data/information it poses or searches the external environment for data or information that could be useful.        
    receiver The person interpreting and understanding a source’s message.        
    receiver The person interpreting and understanding a source’s message.        
    Reification According to critical theory, the process by which something historical is made to seem natural. Thus, the dominant interests within an organization appear to be natural and self-evident.        
    Reification According to critical theory, the process by which something historical is made to seem natural. Thus, the dominant interests within an organization appear to be natural and self-evident.        
    relational approach Approach to leadership that emphasizes the types of relationships that develop between leaders and followers.        
    relational approach Approach to leadership that emphasizes the types of relationships that develop between leaders and followers.        
    Relationship-oriented leaders Leaders who are focused on creating positive interactions with followers and establishing positive relationships based on mutual trust, respect, and confidence.        
    Relationship-oriented leaders Leaders who are focused on creating positive interactions with followers and establishing positive relationships based on mutual trust, respect, and confidence.        
    Rensis Likert’s Participative Decision Making (PDM) Theory This model has four systems that are based on effectively functioning groups that are related throughout the organization. Hence, Likert felt that with accurate understanding of human performance in variability and contrasts, then organizations could be more productive.        
    Rensis Likert’s Participative Decision Making (PDM) Theory This model has four systems that are based on effectively functioning groups that are related throughout the organization. Hence, Likert felt that with accurate understanding of human performance in variability and contrasts, then organizations could be more productive.        
    resource Follower type described by Ira Chaleff who will not challenge nor support the leader doing only the minimal amount of work to keep her or his job.        
    resource Follower type described by Ira Chaleff who will not challenge nor support the leader doing only the minimal amount of work to keep her or his job.        
    retrospective sensemaking Name given in Weick’s theory to the process of enactment, selection, and retention by which organization members make sense of their environment.        
    retrospective sensemaking Name given in Weick’s theory to the process of enactment, selection, and retention by which organization members make sense of their environment.        
    rhetorical A scholarly tradition that theorizes communication as the practical art of discourse and how persuasion is accomplished.        
    rhetorical A scholarly tradition that theorizes communication as the practical art of discourse and how persuasion is accomplished.        
    risky shift The result that happens when individuals are more likely to make riskier group decisions than individual decisions.        
    risky shift The result that happens when individuals are more likely to make riskier group decisions than individual decisions.        
    Role negotiations The process that occurs when an employee attempts to negotiate with her or his supervisor about communicated expectations.        
    Role negotiations The process that occurs when an employee attempts to negotiate with her or his supervisor about communicated expectations.        
    rules Structuration theory holds that individuals act within a structure by drawing on shared rules to guide their actions and by employing resources (whether material or nonmaterial) to take action.        
    rules Structuration theory holds that individuals act within a structure by drawing on shared rules to guide their actions and by employing resources (whether material or nonmaterial) to take action.        
    Scientific management This type of organization emphasizes management oriented and production-centered perspective of organizational communication. This approach believes that organizations should be run like machines. Worker must do labor and managers must do the thinking. There is limited communication.        
    Scientific management This type of organization emphasizes management oriented and production-centered perspective of organizational communication. This approach believes that organizations should be run like machines. Worker must do labor and managers must do the thinking. There is limited communication.        
    secretive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior that is undisclosed even when disclosing the information could be in an organization’s best interest.        
    secretive Category of unethical acts descrbied by W. Charles Redding (1996) that describes communication events or behavior that is undisclosed even when disclosing the information could be in an organization’s best interest.        
    self-centered Roles that individual group or team members embody that focus on the individual desires of group members and not necessarily on what is best for the group or its decisions.        
    self-centered Roles that individual group or team members embody that focus on the individual desires of group members and not necessarily on what is best for the group or its decisions.        
    self-identity In Alvesson and Willmott’s theory, identity work produces a (precarious) self-identity; the managerial objective in identity regulation is to shape the processes of identity work and this produce appropriate employees.        
    self-identity In Alvesson and Willmott’s theory, identity work produces a (precarious) self-identity; the managerial objective in identity regulation is to shape the processes of identity work and this produce appropriate employees.        
    semiotic A scholarly tradition that theorizes communication as intersubjective mediation by signs, or the ways a sign (including a word) or symbol of a thing mediates the different thoughts that people have about the thing and thus permit meaning to be shared.        
    semiotic A scholarly tradition that theorizes communication as intersubjective mediation by signs, or the ways a sign (including a word) or symbol of a thing mediates the different thoughts that people have about the thing and thus permit meaning to be shared.        
    service organizations Organization whose prime concern is providing products or services for a specific public clientele.        
    service organizations Organization whose prime concern is providing products or services for a specific public clientele.        
    single strand network Type of informal communication network where information travels from one person to the next person.        
    single strand network Type of informal communication network where information travels from one person to the next person.        
    situation favorableness The degree to which a leader can influence her or his followers within a given situation.        
    situation favorableness The degree to which a leader can influence her or his followers within a given situation.        
    situational approaches Approach to leadership that studies leadership as a phenoemnon of differing organizational contexts and situations that lead or enable different types of leadership behavior.        
    situational approaches Approach to leadership that studies leadership as a phenoemnon of differing organizational contexts and situations that lead or enable different types of leadership behavior.        
    skills-based coaching The coaching process associated with the acquisition or enhancement a specific skill that can help someone be more productive or efficient.        
    skills-based coaching The coaching process associated with the acquisition or enhancement a specific skill that can help someone be more productive or efficient.        
    social capital The creation and utilization of communication networks to obtain specific goals.        
    social capital The creation and utilization of communication networks to obtain specific goals.        
    social identity theory Proposed by Henri Tajfel and John Turner, social identity theory (SIT) holds that one’s self-concept combines a “personal identity” based on individual traits with a “social identity” based on group classifications.        
    social identity theory Proposed by Henri Tajfel and John Turner, social identity theory (SIT) holds that one’s self-concept combines a “personal identity” based on individual traits with a “social identity” based on group classifications.        
    social loafing This happens when certain group members do not put forth as much effort in the group compared to when they are working independently.        
    social loafing This happens when certain group members do not put forth as much effort in the group compared to when they are working independently.        
    sociocultural A scholarly tradition that theorizes communication as the production and reproduction of a social order, such as an organizational culture.        
    sociocultural A scholarly tradition that theorizes communication as the production and reproduction of a social order, such as an organizational culture.        
    sociopsychological A scholarly tradition that theorizes communicaiton as expression as expression, interaction, and influence rooted in human psychological processes.        
    sociopsychological A scholarly tradition that theorizes communicaiton as expression as expression, interaction, and influence rooted in human psychological processes.        
    source The individual (or group of individuals) attempts to stimulate meaning.        
    source The individual (or group of individuals) attempts to stimulate meaning.        
    stakeholder Any individual or group who has an interest within the organization.        
    stakeholder Any individual or group who has an interest within the organization.        
    stereotypes Generalizations that ascribe certain traits to all members of a social classification; e.g., older persons are forgetful, women are emotional, the differently abled are helpless, religious believers are judgmental, gay men are effeminate, or persons of a given racial or ethnic heritage are lazy, or unscrupulous, or dirty, or timid.        
    stereotypes Generalizations that ascribe certain traits to all members of a social classification; e.g., older persons are forgetful, women are emotional, the differently abled are helpless, religious believers are judgmental, gay men are effeminate, or persons of a given racial or ethnic heritage are lazy, or unscrupulous, or dirty, or timid.        
    structure How an organization functions in terms of what happens both within the organization itself and within its external environment.        
    structure How an organization functions in terms of what happens both within the organization itself and within its external environment.        
    structure In structuration theory, the interrelationships between human practices.        
    structure In structuration theory, the interrelationships between human practices.        
    structure and agency The debate among theorists about whether people are determined by their environments (structure) or have free will (agency).        
    structure and agency The debate among theorists about whether people are determined by their environments (structure) or have free will (agency).        
    subjective ethic Component of the ethical matrix where an individual employs good means that lead to a bad end.        
    subjective ethic Component of the ethical matrix where an individual employs good means that lead to a bad end.        
    Supervisory coaching The communicative process of helping a subordinate improve her or his performance through direction, encouragement, and support.        
    Supervisory coaching The communicative process of helping a subordinate improve her or his performance through direction, encouragement, and support.        
    supporting leaders Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use high supporting behavior and low directive behavior.        
    supporting leaders Form of leadership discussed in Hersey and Blanchard’s situational leadership theory where a leader use high supporting behavior and low directive behavior.        
    Surveys Form of social-scientific research based on a series of questions designed to measure individuals’ personality/communication traits, attitudes, beliefs, and/or knowledge on a given subject.        
    Surveys Form of social-scientific research based on a series of questions designed to measure individuals’ personality/communication traits, attitudes, beliefs, and/or knowledge on a given subject.        
    tall hierarchies Any stimuli that could elicit meaning that is not contained in words themselves.        
    tall hierarchies Any stimuli that could elicit meaning that is not contained in words themselves.        
    task roles Roles that individual group or team members embody that help a group accomplish its basic task(s).        
    task roles Roles that individual group or team members embody that help a group accomplish its basic task(s).        
    team management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a high concern for task and a high concern for relationships.        
    team management style Managerial style discussed by Blake and Mounton’s managerial grid where a leader has a high concern for task and a high concern for relationships.        
    technical reasoning Reasoning that, according to cri+tical theory, calculates the means and controls needed to accomplish a desired end. In organizations, technical reasoning is made to seem that only rational basis for decisions. For the modern age it has largely replaced practical reasoning which seeks mutual consensus.        
    technical reasoning Reasoning that, according to cri+tical theory, calculates the means and controls needed to accomplish a desired end. In organizations, technical reasoning is made to seem that only rational basis for decisions. For the modern age it has largely replaced practical reasoning which seeks mutual consensus.        
    technologies of the self Four “technologies” or modes for getting things done, theorized Michel Foucault, operate in the modern world; technologies of the self permit individuals to modify their bodies, thoughts, conduct, and ways of being to attain desired ends.        
    technologies of the self Four “technologies” or modes for getting things done, theorized Michel Foucault, operate in the modern world; technologies of the self permit individuals to modify their bodies, thoughts, conduct, and ways of being to attain desired ends.        
    Theory Y This approach is similar to the human relations approach. In this perspective, managers believe that people want to succeed and they can excel if you give them the right to be creative. In addition, people want to work, seek direction, and are ambitious.        
    Theory Y This approach is similar to the human relations approach. In this perspective, managers believe that people want to succeed and they can excel if you give them the right to be creative. In addition, people want to work, seek direction, and are ambitious.        
    Throughput What an organization does with inputs within the confines of the organization itself.        
    Throughput What an organization does with inputs within the confines of the organization itself.        
    time and motion These are methods for calculating production efficiency by recording outcomes and time to produce those outcomes. A researcher can determine how long a worker needs to yield an expected result by measuring workers’ movements over time.        
    time and motion These are methods for calculating production efficiency by recording outcomes and time to produce those outcomes. A researcher can determine how long a worker needs to yield an expected result by measuring workers’ movements over time.        
    time to hire The amount of time that it takes to search for and eventually hire a new employee.        
    time to hire The amount of time that it takes to search for and eventually hire a new employee.        
    trait approach Approach to leadership studies that searches for a series of physical, mental, or personality traits that effective leaders possess that neither non-leaders nor ineffective leaders possess.        
    trait approach Approach to leadership studies that searches for a series of physical, mental, or personality traits that effective leaders possess that neither non-leaders nor ineffective leaders possess.        
    transactional A model of communication which holds that sending and receiving of messages/feedback occurs simultaneously.        
    transactional A model of communication which holds that sending and receiving of messages/feedback occurs simultaneously.        
    transactional leadership Leadership that focuses on an array of exchanges that can occur between a leader and her or his followers in an effort to gain follower support.        
    transactional leadership Leadership that focuses on an array of exchanges that can occur between a leader and her or his followers in an effort to gain follower support.        
    Transformational leadership Leadership approach that utilizes communication in an effort to increase follower morale, motivation, and performance to accomplish organizational goals.        
    Transformational leadership Leadership approach that utilizes communication in an effort to increase follower morale, motivation, and performance to accomplish organizational goals.        
    unethical behavior Component of the ethical matrix where an individual employs bad means that lead to a bad end.        
    unethical behavior Component of the ethical matrix where an individual employs bad means that lead to a bad end.        
    Upward communication Messages that start at the bottom of the hierarchy and are transmitted up the hierarchy to the highest rungs of the hierarchy.        
    Upward communication Messages that start at the bottom of the hierarchy and are transmitted up the hierarchy to the highest rungs of the hierarchy.        
    verbal Specific spoken sounds that represent real phenomena or ideas.        
    verbal Specific spoken sounds that represent real phenomena or ideas.        
    Vocational anticipatory socialization The process an individual undertakes as he or she selects a specific job or career.        
    Vocational anticipatory socialization The process an individual undertakes as he or she selects a specific job or career.        
    Voluntary disengagement Form of disengagement that occurs when an individual decides that he or she needs to look for alternatives elsewhere.        
    Voluntary disengagement Form of disengagement that occurs when an individual decides that he or she needs to look for alternatives elsewhere.        
    work team A group whose members are appointed in the organization.        
    work team A group whose members are appointed in the organization.        
    work-life balance Term often used to describe the issues that arise as individuals attempt to balance the sometimes conflicting demands of their work and their personal lives.        
    work-life balance Term often used to describe the issues that arise as individuals attempt to balance the sometimes conflicting demands of their work and their personal lives.        
    • Was this article helpful?