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 standardized meanings depicted by symbols. As symbolic messages are interpreted by individuals, they react collectively within the organizational culture. As organizational cultures are learned, shared, and transmitted a collective social reality emerges (Harris & Nelson, 2008, p. 225). Organizational cultures are created and maintained by symbolic behavior, giving managers an opportunity to create, articulate, and sustain the organization’s values as individuals focus on (Colvin, 2000, p. F-9). The symbolic nature of shared values can also reduce ambiguity and tension within an organization (Harris & Nelson, 2008, p. 233). According to Mead's theory, a social act involves a three-part relationship: an initial gesture from one person, a response to that gesture by another, and a result. The result is what the act means for the communicator (Littlejohn & Foss, p. 160).
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