Symbolic behavior
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Symbolic behavior is "a person’s capacity to respond to or use a system of significant symbols" (Faules & Alexander, 1978, p. 5). The symbolic behavior perspective argues that the
History
Symbolic interactionism (SI), a phrase coined by Herbert Blumer as early as 1937, was derived from lectures of early philosophy and sociologist theorist George Herbert Mead's student notes. Mead's notes from a course he taught in social psychology were posthumously transcribed into the book Mind, Self, and Society; 1934.
Symbolic behavior perspective viewpoints
Symbolic behavior perspective proposes that individuals are faced with uncertainty when introduced to an organization. This uncertainty creates a reliance on symbolic messages so individuals can make sense of their environment (Brown, 1986). In order to reduce uncertainty, organizations create sets of
Symbolic behavior perspective propositions
The above discussion can be summarized into 7 major propositions posited by Symbolic Behavior Perspective. The issues of complexity, uncertainty and organizing, cultural creation and maintenance, interpersonal reality, group behavior, leadership, and managing incongruences are addressed in the following propositions (Harris & Nelson, 2008, p. 222):
Complexity
Proposition 1:
Uncertainty and organizing
Proposition 2: Uncertainty promotes a continual process of organizing.
Cultural creation and maintenance
Proposition 3: Symbolic behavior creates and maintains organizational
Interpersonal reality
Proposition 4: Symbols constitute the basis for
Group behavior
Proposition 5: Groups reaffirm the importance of symbolic behavior.
Leadership
Proposition 6: Leadership requires effective symbolic behavior.
Managing incongruences
Proposition 7: Incongruences and paradoxes are managed through acculturation.
Tools of symbolic behavior
According to Harris & Nelson (2008, p. 237), tools consist of anything that provides symbolic meaning to people. Tools can be in the form of verbal or non-verbal communication.
Example communication tools
Stories/myths: As stories are continually repeated, they provide
Dress: Clothing is very important to an organization because it communicates culture (Remland, 2003). Because clothing can
Priorities: The priorities within an organization and the way they are carried out on daily basis carry enormous impact. Individuals can better identify with the organization when management's priorities are in line with those of employees (Harris & Nelson, 2008, p. 238).
Limitations of symbolic behavior
An over-reliance on symbolic activities can lead to significant problems. These include unethical
Unethical manipulation
The use of gimmickry, using
Empty or meaningless actions
Without meaning individuals can get caught up in an activity trap, where styles gets substituted for substance (Robbins 1980). Diversity efforts are criticized for focusing more on comparative statistics generated by sporadic efforts and less on the nature of the issues a clearly thought-out strategic solution (Harris, 1997).
Omnipresence
Symbolic messages can prevent effective change or realistic responses to environmental demands. Cultures create identification and unity (Tompkins & Cheney, 1983), these trained incapacities can occur when values are strong or the culture's influence is too pervasive. Specifically,
Divisions
Symbols can create great divisions in an organization. Culture provides both division and unity, and the symbols used to reinforce the organization can create powerful
Unexpected interpretations
Can be unpredictable because individuals respond to symbolic behavior through their own frame of reference, attempts to use symbolism can have unintended results (Harris and Nelson 2008, p. 244). A judicious use of symbols is necessary or the wrong action based on the right intent can occur. A powerful sense of organizational pride can lead to dysfunctional responses by employees and managers (Harris & Nelson 2008, p. 244).
Performances involved in symbolic behavior
A dramatistic perspective views individuals as actors "who creatively play,
Role performance
Learning to act out appropriate roles is a fundamental aspect of human development and important to organizational success (Harris & Nelson 2008, p. 244). One's own ability to use significant symbols to respond to one's self makes the thinking process possible.
Appropriate front
Putting on an appropriate front (e.g. choice of clothes,
Dramatic realization
Using
Mystification
A certain amount of mystification is required to put distance between the actor and the audience (Harris & Nelson 2008, p. 247).
Types of Rituals
Rituals of arrival
The rituals of arrival include those processes that explain what we must learn in order to be a bonafide member of the organization (Harris & Nelson 2008, p. 248).
Rituals of belonging and exclusion
Once an individual is a part of an organization, there are rituals of belonging and exclusion (Harris & Nelson 2008, p. 248). Belonging rituals are indications that one is being accepted within the organization and or work group (Harris & Nelson 2008, p. 248).
Organizational rites
Organization rites are planned activities that have both practical and expressive consequences (Harris & Nelson 2008, p. 250). When this definition is applied to corporate life, such diverse activities as personnel testing,
Related theories
As mentioned above, symbolic behavior perspective has strong roots in symbolic interactionism perspective. SI described as a movement is devoted to exploring ways people come together, or come to share meaning. Philosopher
References
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