Eagle Gift Foundation

Eagle Gift Foundation
Danielle Solomon
Introduction
The identity theory encompasses several views about how the mind and the body relate in various circumstances. These theories of type identity hold that, there are some kinds of mental state that actually that identify or connect to states of the brain. During the late 50s and early 60s, some of the earliest advocates of this theory; U.T. Place, J.J.C. Smart and Herbert Feigl, formulated their own versions of the type identity theories. Then along came David Armstrong, who radically claimed that with all the mental states including those that are intentional by nature, they are all identical with the physical states (Ultraspectra, 2013).
According to Place, the relation of the mind and the body revolved around the relation of composition. As such, events that constituted high-level of events in mentally are actually composed of the low-level physical eventualities. Feigl and Smart on the other hand, argued that identity is more of reference to two senses that are a description of the same thing. Through the years there has been a lot criticism towards this theory.
The identity theory indicates the fact that related to different aspects is orthogonal. As such, when there is an increase in identifying with one of the aspects, it does not mean that there is a diminishing identification with the other. Today, the constructs identification theory in organizations has attracted many interests in the recent past. More and more practitioners are now turning to these concepts in a bid to bring more improvements to the understanding of organizational behavior and the communications aspects in these organizations. When looking at organizations in general, two aspects are strikingly different but are the same thing. The organization can be seen as one aspect that is separate from its employees, but the two are the same thing (Ultraspectra, 2013). The employee, for example; may say they are different from the organization, which is not correct, as without them there is no firm. The same case applies to the management. As such, however either party behaves is central to their identification.
This paper will essentially deliberate on the issues of communication within the Eagle Gift Foundation, one of the most crucially sensitive facets of any organization. Organization identity relates to the employees’ sense of belonging to the specific organization.. The communication protocol in any organization is the backbone of how the employees relate with the management in particular as well as the whole organization in general (Ultraspectra, 2013). Therefore, if the communication protocol is flawed, the self-concepts of the employees towards their place of work. Symbolically, the theory can indicate the considerations that are crucial to the control patterns of the organization.
Theory Development
According to various research findings carried out in the recent past, the identification establishment is a process that takes time. Some of the older findings, by scholars named George Cheney and Philip Tomkins, suggested that work place are not just places one where walk in and accomplish tasks and labor, but it should also be that place that helps reinforce preferred senses as a person. Work should provide the chance to accomplish career and organizational objectives but also build on their personal values as human beings. George a university professor at the Kent State University carried out several researches on communication, organization and identification. Most of his work belabored on the issues of power, identity, control, resistance, peace and ethics. Traditionally, researcher dwelled on individuals’ analysis, but George took a new approach and focused on groups’ interactions and communication.
Organizational communication
As mentioned earlier, communication and management go hand in hand and there are two main approaches when defining the relation between communication and organizing. When defining the term organization communication, will depend on one’s view on the relationship that exists between communication and organization (Steven S, 2013). The first approach is that of the container. In this case, the organization is a different and independent entity to communication, but it serves as a container that has great influence on the communication behavior. The second approach is that of the social constructionist. In this case, communication in the organization creates the form and the shape of the organization in question. For example, where the employees in an organization pass their communications through one person to the relevant authority, they get a lot of power from this centralized kind of information relay.
However, if this scenario changes in to a system that uses several other people to transmit the same information to the authorities, this leads to creation of new organization structures. The container approach will look at a message that passes through a particular channel and onto a receiver. While the social constructionist approach ill look at creating several but different structures by merely using language (Steven S, 2013). To the first approach on the constrains within the organization structures that are pre-existing. The second approach, however, points in the direction of the potential that exist as possibilities for communication to create new organizing possibilities. However, the balance between these constrains and creativities are light in which organizational communication should be viewed under (Ultraspectra, 2013). Therefore, all the individuals within the organizations will have an easier time coping within the constraints of the pre-existing structures of organization while at the same time they are able to promote change and creativity. When an organization is undergoing major restructuring to its organization facets and processes, for example, the best approach would be one that facilitates clear channeling of information while at the same time fosters desired change. The transition through the changes becomes sensitive towards the constraints in the pre-existing structures to drive desired outcomes of restructuring much more smoothly (Steven S, 2013).
Organizational communication areas of study
Organizational communication comprises of several areas of study categorized as the major research fields.
Leadership is one of those areas of study, which by definition refers to the communication process whether said by word of mouth or any form of action, is easily recognized to others as a progress of tasks that is important to them. Effective communication depends on three main principles.
Managing competing goals and tensions
Connecting with the hearts and mind s of the followers
Ability to depend on the context
Teams refers to two or more people with a binding objective, who require coordination to attain their set goals and objectives. Every organization has teams, divided up into task specific forces. For these teams to work efficiently there are four qualities that have been put across by researchers.
Clear elevating goals.
Result driven structures.
Competent team members.
Unified commitment.
Organizational culture refers to the ideologies, values, knowledge and rituals that individuals within a given organization share. There is never a single culture that binds all the individuals in a particular organization, since it is subject to very many subsets. However, the management should concern itself with creating an overarch culture with emphasis to the organizational ethics.
Organizational learning revolves around the capacity of the organization members to foster activities that are coordinated by thinking collectively of new and richer ways forward.
Communication network and media, which is the core of this paper, may be referred to as individuals who have been identified as having shared lines of communication. By definition, these lines connect who talks to whom, what information they shared, when they shared these information and where the event took place. Communication networks are separated into two classes, that is the centralized and the decentralized system. Centralized systems act like funnels, where the information passes through a small number of individuals with the organization. The decentralized network on the other hand, relates to systems that distribute information to many individual...