Diagnosis of communication context in companies

Abstract

Organizational culture as a system for identifying and processing information is also defined by Kostera [1999, p. 10]. According to Moran, Abramson and Moran, "any culture is primarily a system for identifying and processing relevant information so most cultural behavior entails communication whether we realize it or not" [Moran, Abramson and Moran 2014, p. 35].The expression of the relationship between culture and communication is also the function that is attributed to organizational culture in terms of communication. [Furnham and Gunter 1993, pp. 70-71]. Sikorski calls facilitating communication among members of the organization a factor integrating its culture [Sikorski 2002, p. 17]. Discussing the importance of culture in the work environment, Jemielniak and Koźmiński emphasize its uncertainty-limiting role, because it allows for quick, efficient and clear communication between participants in the organization, which makes them understand each other well [Jemielniak and Koźmiński 2011, pp. 286-287]. This approach is also presented by Schein. According to the author, problems of internal integration are limited because culture develops and defines a common language and conceptual categories -if its members cannot communicate with each other and understand each other, the group cannot exist as defined [Schein 1985, p. 66].The relationship between organizational culture and communication is indisputable. "Culture is group membership and the inherent map for life that goes along with that membership, whereas communication like a legend on a map is made meaningful by the map and can be used instrumentally to navigate according to that map" [Hall 2014, p. 67]. However, according to Keyton, the statement that culture is communication and vice versa is no longer so obvious and it is related to the place of organizational culture in this relationship. If culture is assumed to be first, it exists and can be formed, then communication is part of that culture. Changes in culture cause changes in communication. The style, form and course of employee communication is the result of culture. The second approach places communicating before organizational culture that changes under the influence of communication. "How individual organizational members communicate matters; they are viewed as having agency in creating the organizational culture, and culture is seen as an outcome of communication". On the other hand, the third type of relationship between culture and communication presupposes that both phenomena exist simultaneously and interact. This means that communication is stimulated and constrained by organizational culture, and culture strengthens or inhibits any new interactions [Keyton 2011, p. 45]. In literature, these approaches are still debated. The view that organizational culture constitutes a variable shaping the communication characteristics of the organization is predominant.Communicating is one of the many issues that diagnose organizational culture. In most cultural models, however, it is not a separate...