XYZ Corporation: Analyzing Organizational

Communication Approaches

Gulce Guctekin

CMST 342

Kylie Julius

02/ 18/ 25
XYZ Corporation: Analyzing Organizational Communication Approaches

Introduction

These challenges being faced by the organization are very much hindering the growth of

XYZ corporation. The problem of lack of influence over decision-making on the part of

employees, no recognition, high turnover, and poor collaboration have compelled the leadership

team to think of restructuring company communication. This essay analyzes how various

approaches to communication would solve these problems and affect employee satisfaction,

engagement, and overall organizational efficiency.

Classical Approach

The classical approach sees organizational communication in terms of hierarchy,

centralization, and efficiency. In this way, XYZ Corporation would continue to rely on strict

chain-of-command and formal reporting mechanisms. The emphasis shows on maintaining

control over operations and seeing that employees perform within authorized processes and

authorize tasks like in the machine metaphor (Miller, year, p:15). However, it affected positively

in the past, but it would not address the issues of limited employee involvement and a high

employee turnover rate. Mid-level managers and employees will feel a lack of power since they

do not offer input and options in the decision-making process.The classical approach, to make it

beneficial for this situation, could keep the hierarchical structure but could add more formal

feedback structures. For one thing, it would discourage established mechanisms for collecting

employee input, like surveys or suggestion boxes. However, this does not solve the fundamental

disconnect between employees and engagement that requires more participatory and people-

centric approaches.
Human Relations Approach

Improved self-esteem with a focus on good human relations incorporates employee

interaction and satisfies emotional needs. This approach will emphasize resolving the problems

of recognition and employee disengagement facing XYZ Corporation. Management makes a new

priority of creating an environment where employees feel appreciated and recognized like

employee satisfaction programs, continuous reviews, and team-building exercises may work to

retain employees and reduce turnover. Conversely, the leadership team will then change its role

from being one of authority to that of encouragement and sympathy (Harter, Schmidt, and

Hayes, 2002).Additionally, the human relations approach would work on self-esteem, it might

avoid more systemic issues of malfunction and structures of decision-making within the

organization. Therefore, this will help improve employee satisfaction in the short time, but it can

not be use to address structural limitations to effective collaboration and departmental silos.

Human Resources Approach

The human resources approach emphasizes employee involvement, participation, and

innovation. In this approach, XYZ Corporation would get employees involved in decision-

making and problem-solving and would encourage the employees to creatively think of ways to

improve organizational processes. Cross-functional teams would be encouraged amongst

employees to gather the benefits of interdepartmental collaboration, countering today's

innovation-hindering silos.Furthermore, the leadership would be expected to move from a more

traditional top-down direction style to one in which the ideas and creativity of every

employee(Albrecht et al., 2015)..This human resources model is an opportunity to come up with

solutions for lowering turnover, improving culture and developing innovation and employee

engagement. However, this model would involve cultural change that would face resistance,

especially in a leadership side used to a very hierarchical structure. Lastly, the human resources
approach would probably be the best approach to operate on the major challenges of engagement

and innovation.

Cultural Approach

The organization's systems have meanings, values, and beliefs, which shape behavior and

communication patterns. As it refers to XYZ, cultural multiplicity coming from a diverse

workforce could be accepted by fostering respect, inclusiveness, and common values. This

means that management would have to communicate through informal discussions about the

company's core values, ensure that employees from various backgrounds understand these values

and agree with them, and also promote cultural knowledge (Schein, 2010).Additionally,

emphasizing culture, XYZ Corporation could mend ruptures in communication and assist in

collaboration, but this would need to work with programs to elevate employee participation and

also engagement. Besides, this approach would rely on management actively shaping and

reinforcing the culture of the organization using policies, rituals, and communication that

embody the values espoused by the organization.

Systems Approach

The systems approach considers an organization as an interdependent system where each

component or department is compelled to work together to attain organizational goals. The

structure of communication among the departments of XYZ Corporation, which is addressed

hierarchically, is opposite to cooperation and innovation. This will lead departments to sit

together and share information to coordinate goals.The outside pressures of competition and

market forces would also factor in with the systems approach. The leadership team would

strategize to synchronize internal communication with the outside market pressures so that XYZ

would be reactive and responsive to the tech industry dynamics. Through greater collaboration

and reduction of wastage, the systems approach would also assist XYZ Corporation in dealing
with its difficulties while being efficient in operations. However, it would involve skillful

navigation of the complexities and interdependencies of the different elements.

Constitutive Approach

The constitutive approach emphasizes the way organizational identity is built through

communication and daily interaction between employees.In this case, the XYZ Corporation

would then reconstruct its organizational identity and structure not just through policies or

hierarchy but through the employees' shared discourse. By keeping open conversation and idea

sharing, XYZ can potentially reorganize its organizational identity and address issues of

engagement and recognition by employees. Ongoing communication and shared meaning help to

create feelings of belongingness and importance in the firm (Leeds-Hurwitz, 1992, p. 133).

Instead of merely embracing new policies alone, the constitutive approach pushes XYZ

Corporation towards changing its culture and values through ongoing interactions and

conversations among employees. The method would change the identity of the company and

reduce cultural conflict but requires collective commitment to interactive communication and

effective leadership to navigate the process.

Apply Theory to Practice

In the XYZ Corporation, each of the communication approaches presents various

strengths and weaknesses. The Classical Approach shows operational efficiency and structure,

keeping everything purposeful and stable during growth. Therefore it cannot resolve employee

disengagement or lack of recognition since it creates a top-down structure in which decision-

making becomes centralized, and employees are barred from giving their insights. .The Human

Relations Approach shows the satisfaction of employees through employee relationships, which

will allow them to develop appreciation and involvement. These attributes alone would not

challenge the structure inefficiencies or cross-functional collaboration without the company's

innovation, and autonomy that represent solutions to their turnover and engagement matters.

Resistance could particularly be expected during implementation from the top-down to

participatory practices within a long-standing hierarchical company. The Cultural Approach

primarily works toward the creation of respect and a common identity. Nonetheless, it cannot

solve the problem of stakeholder input in decision-making or rapid response to operational

deficiencies. The Systems Approach is interdependence and communication among departments

to promote cooperation and innovation; however, this would take careful planning and

understanding of the organization. Lastly, the Constitutive Approach works consciously on the

transformation of the personality of the organization through relevant and continuing

conversations pertaining to recognition and engagement; however, this will require greater

cultural change and commitment to leadership.

Recommendation

The most effective combination for XYZ Corporation will be a combination of the

Human Resources and the Systems Approach. In this way, the Human Resources approach

addresses issues regarding participation and innovation in employee recognition and promotes

the discharging of functions in the decision-making process. Therefore, it would not only boost

employee engagement but also contribute to turnover reduction and create a more open

environment. The Systems Approach, on the other hand, would address the inefficiencies that

arise when the departments are invaded by departmental silos and encourage better

communication between the teams. By improving internal communication flows and aligning

different departments, XYZ could increase collaboration, innovation, and adaptability to external

factors. Together, these approaches would create a balanced solution that serves improvements

both in employee satisfaction as well as organizational functioning.

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