The current interest in learning organizations makes clear the need for more open, more collaborative communication practices in the workplace. "To compete in today's fast moving business environment," says one corporate communication expert, "organization must create a culture of shared understanding" (Locke, 1992,245). However, a major obstacle to facilitating open communication and the generation of new ideas required in learning organizations is the inadequacy of traditional communication models. These models tend to use information for control in organizations; to see information as signals or bits separate from meaning; to see the brain as analogous to a computer; and to seek accurate transmission and replication of messages rather than creation of new information. The purpose of this paper is to show that the confluence model of negotiating differences in interpretation is better suited to understanding interpersonal communication than the traditional cybernetic and information theory models based on Wiener and Shannon and Weaver. Furthermore, it argues that information for control is an outdated model that binds us to old scripts, to replicating traditional patterns rather than creating new ones.

This is the whole item.

Date created

• 1995

Type

• Document

Processing Activity

• Processing documentation available at: https://wiki.albany.edu/display/SCA/Processing+Ingested+Digital+Files

License

• Creative Commons BY-NC-ND Attribution-NonCommercial-NoDerivs 4.0 International

  
  Contact Us for questions or additional rights.

ITEM CONTEXT

Part of

12420ec6bd5f758d2b4dea59aabd75a9

Scope and Contents

Part of

23d738ba88f8333bc39725f9cb5bd0b8

Scope and Contents

Part of

b83f2ce2912343b559f967dd985da515

Scope and Contents

Collection

System Dynamic Society Records

Scope and Contents

Collecting area

• This collection is part of the University Archives