Robert M. McCann
In the last 20 years or so, the field of intergenerational communication as seen from an intergroup perspective has evolved to encompass a wide range of social, cultural, and relational contexts. Research into communication and age in organizations represents one particularly exciting and rapidly changing area of investigation within the intergenerational communication domain. The workplace, by its very nature, is rich with intergroup dynamics, with age in/out group distinctions being but one of many intergroup characterizations. Stereotypical age expectations—by management and coworkers alike—can serve as powerful harbingers to behavioral outcomes such as ageist communication, considerations of (early) retirement and reduced and/or lost training among older workers, and even reduced intentions among young individuals to take up careers involving older people. Ageist behaviors (including communication) are also at the core of many types of discriminatory practices toward older (and sometimes younger) workers. Age diversity strategies, which include intergenerational contact programs, cross-generational mentoring, age diverse teams, and the use of positive symbols of older age, are becoming more common in organizations.
George Cheney and Debashish Munshi
Alternative organizational culture is an evocative yet ambiguous term. In disciplines like communication, sociology, anthropology, management, economics, and political science, the term leads us not only to consider existing models and cases of organizing differently from the norm but also to imagine paths and possibilities yet to be realized. The ambiguity and referents of the term are important to probe. The term and its associations should be understood historically as well as culturally. Alternative organizational culture also implies certain dialectics, leading to questions about both principles and applications.
Since the 1990s there has been an increasing interest in knowledge, knowledge management, and the knowledge economy due to recognition of its economic value. Processes of globalization and developments in information and communications technologies have triggered transformations in the ways in which knowledge is shared, produced, and used to the extent that the 21st century was forecasted to be the knowledge century. Organizational learning has also been accepted as critical for organizational performance. A key question that has emerged is how knowledge can be “captured” by organizations. This focus on knowledge and learning demands an engagement with what knowledge means, where it comes from, and how it is affected by and used in different contexts. An inclusive definition is to say that knowledge is acquired theoretical, practical, embodied, and intuitive understandings of a situation. Knowledge is also located socially, geographically, organizationally, and it is specialized; so it is important to examine knowledge in less abstract terms. The specific case engaged with in this article is knowledge in hazardous industry and its role in industrial disaster prevention.
In hazardous industries such as oil and gas production, learning and expertise are identified as critical ingredients for disaster prevention. Conversely, a lack of expertise or failure to learn has been implicated in disaster causation. The knowledge needs for major accident risk management are unique. Trial-and-error learning is dangerously inefficient because disasters must be prevented before they occur. The temporal, geographical, and social scale of decisions in complex sociotechnical systems means that this cannot only be a question of an individual’s expertise, but major accident risk management requires that knowledge is shared across a much larger group of people. Put another way, in this context knowledge needs to be collective. Incident reporting systems are a common solution, and organizations and industries as a whole put substantial effort into gathering information about past small failures and their causes in an attempt to learn how to prevent more serious events. However, these systems often fall short of their stated goals. This is because knowledge is not collective by virtue of being collected and stored. Rather, collective knowing is done in the context of social groups and it relies on processes of sensemaking.
A community of practice (CoP) situated in a health and risk context is an approach to collaboration among members that promotes learning and development. In a CoP, individuals come together virtually or physically and coalesce around a common purpose. CoPs are defined by knowledge, rather than task, and encourage novices and experienced practitioners to work together to co-create and embed sustainable outputs that impact on theory and practice development. As a result, CoPs provide an innovative approach to incorporating evidence-based research associated with health and risk into systems and organizations aligned with public well-being.
CoPs provide a framework for constructing authentic and collaborative learning. Jeanne Lave and Etienne Wenger are credited with the original description of a CoP as an approach to learning that encompasses elements of identity, situation, and active participation. CoPs blend a constructivist view of learning, where meaningful experience is set in the context of “self” and the relationship of “self” with the wider professional community. The result is an integrated approach to learning and development achieved through a combination of social engagement and collaborative working in an authentic practice environment. CoPs therefore provide a strategic approach to acknowledging cultural differences related to translating health and risk theory into practice.
In health and risk settings, CoPs situate and blend theory and practice to create a portal for practitioners to generate, shape, test, and evaluate new ideas and innovations. Membership of a CoP supports the development of professional identity within a wider professional sphere and may support community members to attain long range goals.
The critical study of cultural and creative industries involves the interrogation of the ways in which different social forces impact the production of culture, its forms, and its producers as inherently creative creatures. In historical terms, the notion of “the culture industry” may be traced to a series of postwar period theorists whose concerns reflected the industrialization of mass cultural forms and their attendant marketing across public and private spheres. For them, the key terms alienation and reification spoke to the negative impacts of an industrial cycle of production, distribution, and consumption, which controlled workers’ daily lives and distanced them from their own creative expressions. Fears of the culture industry drove a mass culture critique that led social scientists to address the structures of various media industries, the division of labor in the production of culture, and the hegemonic consent between government and culture industries in the military-industrial complex. The crisis of capitalism in the 1970s further directed critical scholars to theorize new dialectics of cultural production, its flexibilization via new communications technologies and transnational capital flows, as well as its capture via new property regimes. Reflecting government discourses for capital accumulation in a post-industrial economy, these theories have generally subsumed cultural industries into a creative economy composed of a variety of extra-industrial workers, consumers, and communicative agents. Although some social theorists have extended cultural industry critiques to the new conjuncture, more critical studies of creative industries focus on middle-range theories of power relations and contradictions within particular industrial sites and organizational settings. Work on immaterial labor, digital enclosures, and production cultures have developed the ways creative industries are both affective and effective structures for the temporal and spatial formation of individuals’ identities.
Brenda L. Berkelaar and Millie Harrison
Broadly speaking, cybervetting can be described as the acquisition and use of online information to evaluate the suitability of an individual or organization for a particular role. When cybervetting, an information seeker gathers information about an information target from online sources in order to evaluate past behavior, to predict future behavior, or to address some combination thereof. Information targets may be individuals, groups, or organizations. Although often considered in terms of new hires or personnel selection, cybervetting may also include acquiring and using online information in order to evaluate a prospective or current client, employee, employer, romantic partner, roommate, tenant, client, or other relational partner, as well as criminal, civil, or intelligence suspects. Cybervetting takes advantage of information made increasingly available and easily accessible by regular and popular uses and affordances of Internet technologies, in particular social media. Communication scholars have long been interested in the information seeking, impression management, surveillance, and other processes implicated in cybervetting; however, the uses and affordances of new online information technologies offer new dimensions for theory and research as well as ethical and practical concerns for individuals, groups, organizations, and society.
Kimberly A. Kaphingst
Direct-to-consumer advertising of prescription drugs (DTCA) is a multibillion-dollar industry in the United States, affecting the health-care landscape. DTCA has been controversial, since a major increase in this type of advertising resulted from re-interpretation of existing regulations in the late 20th century. Health and risk communication research can inform many of the controversial issues, assisting physicians, policymakers, and the public in understanding how consumers respond to DTCA. Prior research addresses four major topics: (1) the content of DTCA in different channels, (2) consumers’ perceptions of and responses to DTCA, (3) individual-level factors that affect how consumers respond to DTCA, and (4) message factors that impact consumers’ responses. Such research shows that the presentation of risk and benefits information is generally not balanced in DTCA, likely affecting consumers’ attitudes toward and comprehension of the risk information. In addition, despite consumers’ generally somewhat negative or neutral perceptions of DTCA, this advertising seems to affect their health information seeking and communication behaviors. Finally, a wide range of individual-level and message factors have been shown to have an impact on how consumers process and respond to DTCA. Consumers’ responses, including how they process the information, request prescription drugs from providers, and share information about prescription drugs, have an important impact on the effects of DTCA. The fields of health and risk communication therefore bring theories and methodologies that are essential to better understanding the impact of this advertising.
Colleen E. Arendt and Patrice M. Buzzanell
Feminist organizational communication scholarship can be framed in four ways. The four frames display how feminisms encourage: (a) questioning gender difference; (b) performing/queering organizing; (c) disrupting online and offline organizations and their alternatives; and (d) challenging macro-Discourses and structures of gender inequality. In discussing discourses and structures, it is important to include how feminist organizational communication scholars generate knowledge(s) within and across particularities and unities, engage contradiction, and unveil neoliberalism, especially meritocracy and ideal worker norms. In discussing feminist organizational communication, the emerging trends in discovery, learning, and engagement focus on: (a) contradiction, (b) context, (c) difference, and (d) resistance through and by human and nonhuman agents.
Hans J. Ladegaard
Although there is no exact definition of globalization, and relatively little empirical evidence on how it affects people’s lives, most scholars argue that it reflects an increasingly mobile and interconnected world. People travel for pleasure or work, or they migrate to other parts of the world. They also communicate with linguistic and cultural others, either face-to-face or via modern communication technologies, which requires them to use a global lingua franca (English). This leads to greater interdependence and a sense of sharedness, but also to more intergroup conflicts. Thus, the world has become more interconnected, but also more fragmented, and social and economic inequality both within and across nation-states has become more visible.
The importance of culture as an analytical concept in (intercultural) communication research is another pertinent topic in the literature. Some scholars have argued that culture has lost its potency as a meaningful analytical concept and therefore should no longer take center stage in communication research. Others claim that culture will always be salient and influence behavior. How and to what extent globalization changes culture has also been discussed extensively in recent years. Some scholars argue that globalization leads to sameness and uniformity, and ultimately to the end of the nation-state. Others disagree and posit that globalization leads to a strengthening of the nation-state and of the cultural values we associate with it.
A meaningful way to test theoretical assumptions about globalization and culture is to analyze communication and work practices in global organizations. Research from these contexts suggests that globalization has not led to cultural assimilation and uniformity. Employees in the global workplace and student sojourners use national stereotypes as a frame of reference when they communicate with cultural others, and they demonstrate high awareness of cultural differences and how they impact their communication, study, and work practices.
Recent research on cultural change and globalization has included a critical dimension that questions a world order where the increase in power and cultural and economic wealth in developed countries happens at the expense of poor people with no voice and little visibility living in developing countries. Critical (intercultural) communication research considers these imbalances and also provides a critique of Anglocentric research paradigms, which do not include the cultural and linguistic experiences of non-Western cultural others.
Dennis Myers, Terry A. Wolfer, and Maria L. Hogan
A complex web of attitudinal, cultural, economic, and structural variables condition the decision to respond to communications promoting healthy behavior and participation in risk reduction initiatives. A wide array of governmental, corporate, and voluntary sector health-related organizations focus on effective messaging and health care options, increasing the likelihood of choices that generate and sustain wellness. Researchers also recognize the significant and multifaceted ways that religious congregations contribute to awareness and adoption of health-promoting behaviors. These religiously based organizations are credible disseminators of health education information and accessible providers of venues that facilitate wellness among congregants and community members. The religious beliefs, spirituality, and faith practices at the core of congregational cultural life explain the trustworthiness of their messaging, the health of their adherents, and the intention of their care provision.
Considerable inquiry into the impact of religion and spirituality on health reveals substantive correlations with positive psychological factors known to sustain physical and psychological health—optimism, meaning and purpose, hope, well-being, self-esteem, gratefulness, social support, and marital stability. However, the beliefs and practices that create receptivity to health-related communications, care practices, and service provision can also be a deterrent to message impact and participation in healthy behaviors. When a productive relationship between spirituality and health exists, congregational membership offers rituals (e.g., worship, education, mission) and relationships that promote spiritual well-being. Research demonstrates increased life satisfaction and meaning in life, with health risk reduction associated with a sense of belonging, enriched social interactions, and shared experiences.
Congregations communicate their commitment to wellness of congregants and community members alike through offering a variety of congregationally based and collaborative wellness and risk reduction programs. These expressions of investment in individual and community health range across all age, gender, and ethnic demographics and address most of the prominent diagnostic categories. These programs are ordered along three dimensions: primary prevention (health care messaging and education), secondary prevention (risk education), and tertiary prevention (treatment). Applying the dimensions of sponsorship, goal/mission, focus, services, staffing, and intended outcome highlights the similarities and differences among them. Several unique facets of congregational life energize the effectiveness of these programs. Inherent trust and credibility empower adherence, and participation decisions and financial investment provide service availability. These assets serve as attractive contributions in collaborations among congregations and between private and public health care providers.
Current research has not yet documented the best practices associated with program viability. However, practice wisdom in the planning, implementation, and evaluation of congregationally based and collaborative health-related programs suggests guidelines for future investigation. Congregational leaders and health care professionals emphasize well-designed needs assessment. Effective congregational health promotion and risk reduction may be linked to the availability and expertise of professionals and volunteers enacting the roles of planner/program developer, facilitator, convener/mediator, care manager/advocate, health educator, and direct health care service provider.