Five Theoretical Perspectives: Personally Defined Terms of Organizational Communication

Classical: This perspective focuses on the idea that the function of communication is to provide provide orders or instruction where answers come directly from the boss. Ultimately, communication flows downward from the boss.  Human Relations: This perspective focuses on the idea that communication flows from all directions, although the boss develops the communication system. This approach demonstrates that the boss knows abstract information and answers, however, middle management knows more precise information and answers. Human Resources: This perspective focuses on the idea that tasks and resources must be managed to achieve objectives of productivity. All communication in this concept is multi-purposeful and directional. People are the primary resources, and with that, motivation, communication, knowledge, and participative group problem solving are heavily influenced and collaborative.  Systems Approach: This perspective focuses on the idea that organizations exist only in environments. Living systems create organizational solutions through seamless lines of communication. Here, communication is a constant and on-going process leading to an even distribution of information and knowledge.  Cultural Approach: This perspective focuses on the idea that an organization is defined by what it has and what it is. The cultural aspects found in this approach can be anything from values, traditions, belief systems, practices, to ceremonies, communication systems, and other narratives highlighted by an organization.  Thinking of an organization I have worked for--I'll stick with my current organization. My current organization is a federal government agency. If I had to select one theoretical perspective that highlights my organization, I would certainly say the Human Resources approach is the most relevant choice. The U.S. Office of Personnel Management places a heavy emphasis on Human Resources, as it seeks to have its employees distribute information and communication from all participants. Every employee plays a crucial role in achieving the mission. Within OPM, all employees including myself are the primary resources as we maintain our outreach and services to our customers--our annuitants. Our leadership manages our directives and tasks and places responsibility on its employees to carry out and accomplish those tasks. Each employee has their own thoughts, ideas, and abilities, all of which contribute to the success of the organization on a daily and annual basis. In my organization, the "family" concept runs from our management team to our workers.  Working within the boundaries of this perspective is relatively easy for me to do. I have been a Human Resources Specialist since I was 18 years old and enlisted in the military. Collaborative work in Human Resources is absolutely vital to any organization seeking to accomplish their directives and goals. However, not only does collaborative communication and effort bring any organization closer to success, but the individual contributions to an organization highlight the dual satisfaction of organizational productivity and individual accomplishment. My current and past work experiences operated in this manner and our results are positive. Like members of a "family," an organization may be more productive not only when meeting organizational goals and productivity in a collaborative setting, but when its employees are meeting personal satisfaction, too. In the Air Force and in OPM, I have been part of Human Resources teams that place emphasis on the concern for the organization as well as its employees. With the best of both worlds, it's been an efficient learning curve.