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A Three Cultures Model Approach to Understanding Organizational Communication: A A Three Cultures Model Approach to Understanding Organizational Communication: A Case Study of Multicultural Organizations A dissertation presented to the faculty of the Scripps College of Communication of Ohio University In partial fulfillment of the requirements for the degree Doctor of Philosophy Herbert K. Blankson August 2011 © 2011 Herbert K. Blankson. All Rights Reserved. This dissertation titled A Three Cultures Model Approach to Understanding Organizational Communication: A Case Study of Multicultural Organizations by HERBERT K. BLANKSON has been approved for the School of Communication Studies and the Scripps College of Communication by Claudia L. Hale Professor of Communication Studies Gregory J. Shepherd Dean, Scripps College of Communication ii Abstract BLANKSON, HERBERT, K.,Ph.D., August 2011, Communication Studies A Three Cultures Model Approach to Understanding Organizational Communication: A Case Study of Multicultural Organizations Director of Dissertation: Claudia L. Hale Organizational members exist in circumstances that fundamentally shape norms for acceptable behavior. At the same time, the Three Cultures Model developed by Gardenswartz, Rowe, Digh, and Bennett (2003) reminds us that an individual’s national culture and personal culture work in conjunction with organizational culture to influence communication style. In the case of multicultural organizations (MCOs), the cultural differences that exist among organizational members can certainly be sites for creativity and learning, but they can also be sources for misunderstanding and the emergence/exacerbation of conflict. Unfortunately, the tendency within the extant literature is to emphasize one element of culture (adopting a macro level perspective focusing on the culture of the organization or the national cultures of the employees or, alternatively, adopting a micro level perspective focusing on the personal cultures of individual employees) rather than appreciating how organizational culture, national culture, and personal culture work together in influencing behavior and sense-making (Weick, 1995). This research seeks to address a gap in current research by employing the Three Cultures Model in a case study examination of communication and conflict styles within a multicultural organization. The case study approach was adopted due, in part; to the iii advantage that such an approach has in providing an opportunity to understand the perceptions and actions of individuals in context. In this research, I focus in particular on the role that culture (organizational culture, national culture, personal culture) plays in the meanings that organizational members construct to explain each other’s behaviors and reactions in situations they define as involving conflict. Findings of the study supported the need for scholars and practitioners to adopt a holistic approach (three cultures model) when studying intercultural related issues in organizations. Approved: _____________________________________________________________ Claudia L. Hale. Professor of Communication Studies iv Acknowledgments The completion of this dissertation has been a rather long journey. This was due, in part, to the different roles I played during this journey. I was a father, a part time teacher, student, mentor, and a full time worker who worked and lived with students in the Residence halls. I believe many of my friends and colleagues questioned whether I would ever finish my dissertation? As stated earlier, the journey has not just been long. It has been tumultuous with family and health concerns including the financial burden of having three other college dependents. In addition, I also experienced the writer’s block, lost a few jump drives with my academic data and faced a lot of stress managing students. I also experienced what I refer to as a graduate student’s nightmare. My initial advisor and two of my committee members left the institution within twelve months. This resulted in changing my dissertation topic. My dissertation has always been a priority, but sometimes, other priorities rear their heads during any journey. During my proposal stages, I decided to pursue an MBA degree based on my future intentions. Fortunately, I successfully completed that milestone. I have run the race no matter how long and have finished with the help of many others. However, due to space constraints, I will mention a few who played significant roles during my journey and kept me sane. To this select group, I’d like to begin by giving special thanks to Dr. Claudia Hale who stepped in late in the process as my dissertation Advisor and helped push me through. Her flexibility in scheduling, gentle encouragement, sense of humor and relaxed v demeanor made for a good working relationship and served as the impetus for me to finish. Thank you. I would also like to say a big thank you to the remaining members of my dissertation committee; Drs. Anita James, J.W. Smith, and Raphael Obregon. Their academic support and input are greatly appreciated. To Drs. Harter and Titsworth, I say a big thank you for your wise counsel and words of wisdom when I began the program. I could not have come this far without your help. My gratitude goes to my close and extended family members especially my wife Mena, and my children Apreba, Aba and Fiifi for their moral support and affection. I also thank Maanan and Adelina (siblings) for their encouragement and support. Special thanks go to my mum Charlotte Acquaah-Harrison for her spiritual and emotional support throughout this journey. Next, I would like to express my thanks to my friend and colleague Shirley Acquah, for her support, and advice, and for drawing my attention to minute details during my journey. I am grateful. I will also like to thank my friend Delanam for the support and encouragement she offered me. I am grateful. Last, but not the least, I am grateful to the Department of Residential Housing for giving me the opportunity to work with them and for their support. I say a special thank you to Judy Piercy. Judy, this would not have been possible without you. Thank you for your support, direction and motivation. vi Table of Contents Page Abstract .............................................................................................................................. iii Acknowledgments............................................................................................................... v Chapter One: Introduction .................................................................................................. 1 The Three Cultures Model .............................................................................................. 3 Theoretical Framework ................................................................................................... 4 Third Culture Model ................................................................................................... 7 Multicultural Organizations ............................................................................................ 8 Brief Overview of Institutions ...................................................................................... 10 Statement of Purpose .................................................................................................... 11 Rationale for Study ....................................................................................................... 14 Culture as an Endstate ............................................................................................... 18 Constitutive Nature of Communication .................................................................... 20 Definition of Key Terms ........................................................................................... 24 Chapter Summary ......................................................................................................... 25 Chapter Two: Literature Review ...................................................................................... 27 The “Hofstedian” Paradigm .......................................................................................... 27 Hofstede and National Culture .................................................................................. 28 Organizational Culture .................................................................................................. 34 Organizational Conflict ................................................................................................. 36 Personal Culture (Self Construal) ................................................................................. 37 Chapter Summary ......................................................................................................... 39 Chapter Three: Research Method ..................................................................................... 41 Methodological Framework .......................................................................................... 41 Case Study .................................................................................................................... 42 Advantages of Case Study ........................................................................................ 44 Rationale ....................................................................................................................... 45 Data Collection and Analysis ....................................................................................... 46 Locations ..................................................................................................................
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