Choose one of the following topics and elaborate on it using 200 words
1) Discuss the model of communication as information transfer. Provide a brief definition, underlying assumptions, potential problems, and criticisms.
2) Why is leadership an essential arena for the transactional-process model?
3) Explain the concept of strategic ambiguity. Give an example from an organizational setting in which this strategy could be beneficial and a case in which it might be problematic.
4) Explain the dichotomy of balancing creativity and constraint in organizations.
5) What is meant by the term situated individual? Why is this concept important to our understanding of organizational communication? What role can the situated individual play in constructing organizational reality?
6) Define what dialogue is, and outline the four levels of increasing collaboration associated with this concept. Explain the advantages or disadvantages of each level when considering organizations as dialogues.
7) Explain the difference between mindless and mindful forms of dialogue. Offer some examples of each type.
8) What makes “dialogue as real meeting” so challenging to achieve? What practical limitations keep us from developing authentic relationships and dialogues with others?
9) What does it mean to work with integrity and speak ethically as we engage in organizational communication practices?
Let’s explore Strategic Ambiguity (option 3).
Strategic ambiguity refers to the purposeful use of unclear or vague language to maintain flexibility and adaptability within an organization.
Benefits:
- Flexibility: Allows for different interpretations and adaptations to changing circumstances. For example, a CEO might announce a “new strategic direction” without providing specific details, allowing departments to interpret it in ways that align with their goals.
- Reduced Conflict: Can avoid internal conflicts by not explicitly defining roles, responsibilities, or decision-making processes. This can be beneficial when dealing with complex or sensitive issues.
- Maintaining Unity: Can help maintain a sense of unity and shared purpose among employees, even when specific goals or strategies are not fully defined.
Problems:
- Confusion and Frustration: Can lead to confusion and frustration among employees who are unsure of their roles and responsibilities.
- Lack of Direction: Can hinder progress and innovation if employees lack clear guidance and direction.
- Exploitation: Can be used by management to exploit employees by keeping them uncertain about their job security or future within the organization.
Example:
- Beneficial: A company might announce a new “customer-centric” initiative without explicitly defining how this will be achieved. This allows departments to develop their own strategies for improving customer satisfaction while maintaining a shared focus on the customer.
- Problematic: A manager might use vague language to avoid making difficult decisions or providing clear feedback to employees, leading to decreased morale and productivity.
In essence, strategic ambiguity can be a powerful tool when used judiciously. However, it’s crucial to find the right balance and avoid excessive vagueness that can hinder progress and create unnecessary confusion.
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