Where Disciplines Meet CHANNELS Journal of Undergraduate Research Cedarville University Volume 9 | Number 1
Channels: Where Disciplines Meet Spring 2025 Volume 9, Number 1
Editorial Board Julie Deardorff Director of Library Collection Services; Associate Professor of Library Science, Cedarville University Kathryn Carnegis Digital Services Director, Cedarville University Dr. Mark Owens Assistant Professor of New Testament Theology, Cedarville University Dr. Nicholas Carrington Associate Professor of Professional Writing and Information Design, Cedarville University Sophia Monastra Junior Professional Writing and Information Design Student, Cedarville University Elizabeth Prudhomme Junior English Student, Cedarville University Sarah Mummert Senior Professional Writing and Information Design Student, Cedarville University Channels, an annual undergraduate research journal, consists of faculty sponsored articles from various disciplines across Cedarville University’s campus. Each article is sponsored by a faculty member and will be published in digital and print format. Channels strives to provoke thoughtful discussion among readers. Authors explore new ideas, generate creative solutions to existing problems, and develop knowledge in new ways. CedarCommons provides a publication platform for fully open access journals, which means that all articles are available on the Internet to all users immediately upon publication. However, the opinions and sentiments expressed by the authors of articles published in our journals do not necessarily indicate the endorsement or reflect the views of Digital Services, the Centennial Library, or Cedarville University and its employees. The authors are solely responsible for the content of their work. Please address questions to dc@cedarville.edu. ISSN: 2474-2651
Table of Contents Spring 2025 Volume 9, Number 1 The Language of Organizational Communication 1 Noah Davidson Little Men and Moral Education in Meaningful Spaces 19 Mina Truesdale
1 Channels Vol. 9 No. 1 (2025): 1–18 ISSN 2474-2651 © 2025, Davidson, licensed under CC BY-NC-ND (http://creativecommons.org/licenses/by- nc-nd/4.0/) The Language of Organizational Communication Noah Davidson English, Literature, and Modern Languages Abstract Omragnayn iczoant it oe nx tasl . cHoomwme vu enri ,c taht ieorne iws aas bl irmo ai tde df i er el ds et ahracthhoans tbheee ns pset cui df iice dv oecxatbeunlsai rvye, l yf e ian- tcuorme sm, u snui crar toi uo nn d. Ii ncgo n adtut ci ttueddeas , c aasne ds t uedf fye cotns a on f a dt mh ei s sliaonngsuoafgf ei c e oaft ao rs gmaanlilzpa rt ii ov na tael umni si vs ei or ns ist yc oi nu nt hs ee l Mo risd wa neds t ec or nl l eUc nt ei tde da uSdt ai ot e ds at toa eoxnp l tohr ee i rt hi ins t et or pn iacl . cI oonbvseerrsvaetdi o tnhse aandd- ii nn tt eo raa cctoi or pn us swai nt hd pcroonsdpue cc tt ei vde as tkuedyennetsss aannda tl hy seiisr . fIanmt ihl ii es sc. aI st eh, eInl ot roaknesdc rai tb be do tthh et haeu ad di o- mW ii st shi ot hnes rceosuunl ts se loof rtsh’ ei nkt ee yr ancetsi so na sn awl yi tshi se, aI ccho no st ht reurc at endd at hs euirrvienyt ef roar cat li lo tnhse wa idt mh gi susei os tnss. cs ioounnasl ej al or rgso no nt etrhme st ewaemr e aunsde da lf sr oe qi nu teenrtvl yi eiwn ei ndt et hr nr ea el ccoonuvnesreslaotri os .nIs faomu no dn gt hc oa tu np sr eo lfoe rs s- bn uo nt -ajva or gi doend twe ri mt hs gwu ei tsht sg. uI ea sl st os fbouut nndetvheart wt hi et hc oe ua cnhs eol ot hr es rf.r eAqdudei tni tol ny aul lsye, dI sf po eucni da l itzheadt cz oa tmi opnuatlelra-nmgeudaigaet ewdi tchoimn mt h ue naidc ma t ii sosni oannsdosf mf i cael .l Ft ai nl ka l wl y e, Ir ef okuenyd et lheamt et hnet sc oo uf tnhsee loorrgs af ne li t- tf oh rattatbhl ee , ewnivt ihr oonpme ne na nt da nf rde cquulet un rt ec oomf tmh eu naidc ma t ii sosni ol insst eodf fai cset hweaps rmi moat irvya ftai nc tgoar nf od rctohmi s-. Icna ttihoins spfaopr ebro, tI hf ut hr ti hs esrmdael tl aui nl it vheerssei tvyaar di omu si s fsi inodnisn og sf f iacneda dn ids cout hs se rt hoerigr apnri az ca ttiicoanl si.m p l i - Kgoeny,waodrmdiss:soiorgnasn, kizeaytnioensaslacnoamlymsiusnication, organizational language, professional jar-
2 • The Language of Organizational Communication Channels 2025 Introduction ri sg atnhiez attoi opni ca l o fc oamn mi nucnriec aa st ii onng asemaorcuhnetrosf research. Many re- have explored pe frfoefcetsss i wo ni tahl ijna r gwoonr ki np lpaacretsi c ui nl a rvaanr di o iut ss cb or innt ae x t s& ( J oGneens e, r2a0l o1 v1 a; , M o2h0n1, 91) 9. 7 5O; t hR ee r- roet hs eear rec hl eemr se nht sa voef owr gi da ne liyz a tri oe ns eaal rccohme d- ma l .u, n2i 0c a2t3i o; nS a(nMt reat ,h o2t0, 0290; 2S1c; h Oa lbl ,i s1p9o8 3e )t .. Hs poewc ief vi ce rv, ot hc ae br eu lias r ay , g faepa ti nu roeus t, l ianni dn g s tuhre- roor ug anndiiznagt i oa nt tai tl ucdoems mo fu nt hi cea tliaonng. uTaog ea do -f dcurerrsesntthsistudgyapprinopothsees littheeraftoulrleo,wtinhge qa nu de s vt ioocnasb: uWl a hr ya t o fa rteh et hl ae nkg euya gfee aotfu roers- gs ianngi lzea wt i oo nr ka lg rcooump ma tuan si cma at ilol np r iwv ai tt he i un n ia- vS teartsei tsy? Wi hn a t tahr ee t hMe iedf wf e ec tsst eorfno r gUanniitzead- tainodn awl hl aant gauraeg et hoenl aa nsgi un ag gl ee wa ot tri kt ugdreosu opf, wo rograkneirzsa ttioo wn ?a rTdo i tasdudsraegses wt hiet hs ei n qtuheesi r- tui no invse, r sI i tcyoanddmu ci st es ido nas oc af fsi ce e s(tCuadsya noafv ea, 2v a0t1i o0n) af inedl dr ne po toerst e( dB eolnl , d2 a0t1a4f)r, oamk eoybnseesrs- aa nd ma l yi sssi iso on fs v oo cf fai cbeu l a(rBya kues er ,d 2w0i 1t h4i;n Gt hae- brielatos, 2018), a close-ended qc ouue ns tsieolno nr sa i (r We saugrnveery, 2o f0 1t h0e) , a adnmdi si sni toenrs- vc oi euwnss e l oorf s (t hHroefef m aonf , 2t0h1e 4 )a. dFmo ri stshi oons es ws i sh oi sa ar e t uy pnef a mo f i lliianrg, ut hi set i ck eaynnaelsyss ias ntahl ya t- dq ue teenrtmwi noer ds st hi ne ma soestt oi mf dpaotrat. a n t a n d f r e - Literature Review Professional Jargon as an Element of Organizational Communication Mq uye fsitrisotnsst ewpaisn tdoe ve ex lpolpo irneg l mi t eyr ar et us er ea roc nh oi znaet i oo fn tahl ec oc hmamr aucnt ei crai st it oi cn p—a rptrsoof ef sosri go anna -l jsapragrokne. d Am y s ti nu tdeyr e stth ai nt ehxapdl o r ii nn igt i at lhl ye lt ai onng uwaagseaocf aos regsat nu idzya tbi yo nJ oa nl ec os m( 2m0 1u 1n )i c. Ian- hi ni st hs et ucdoyn, t Jeoxnt eosf ea xcpal soer esdt ujda yr goofna ums aogde- eo rbns ecrovrapt oi orna ,t iao ns u. Hr vee yu,s ae dQ e- st oh rnto, garnadp hi ni c- tuenrfvaime wi l isa. r , F oar Qr e-as odretr s i st h aat rme saeya rbc he mt o estohrot ds tiant ewmh ei cnht spbaar st iecdi poann tt hs eairredaesgkr ee de os tf uadgyr ereemv ee an lte do r tdhias ta g jraeregmo ne n tu. sJaognee si’ ss ob ve er sr wa chreol sms i anng l oy rcgoamn imz aot ni o an ma no nd gt hma et mi t s- ucastaigoenhas a positive effect on communi- within an organization. As hdadriet i no ne gaal ltyi v, eoor pg ai nniiozna st i oo nf tahl e ml aenmg ubaegres dWehs pi l ei t eJ oanc ek sn’ os ws tl euddgyi negx pi tlso er ef fde ctthi ve epnreesss-. et hnec ea tot fi tjuadr ge os no fwmi tehmi nboerrgs atnoiwz aatri do ni tss aunsd- ai ngvee, s t img ayt e tsht ue dsyp e csi fei ec kssh a rteod vfoucrat hb eur- luanriyv earnsdi t yf e aatdumr eiss soi of ntsh e olfaf ni cgeu aagne do f t oa O
Vol. 9 No. 1 Davidson • 3 ec ox up nl osreel otrhse t aotwt iat ur dd et hs ios fl at hn eg uaadgme .i s s i o n s Ir ne saenaor tchheerr ss t uRdeybor ni npa r oaf en sds i oGneanl ej ar ar gl oovna, (s 2i o0n1a9l ) j ai rngvoens t i ag ma t oe nd g t mh ei n eursse, rpari ol wf easy- wd oocrtkoerrss , i no i l Rwu os srikae. r sT, haen da uatmh obrusl a ndcee- scribed professional jargon as sc pi ael cl yi a l idzeetde rvmo ci na be du l a wr yi tuhni ni t s tshpaetc ai arlei zseod- ff ieerl dt os . bI on t ht h si si ncgal se ew, voor cdas baunl da r ayl suon mi t su rl tei -- ww oh redn pu hs er da steosg ewt iht ehr .a Asnp ei dc ii foimc ,mseuacnhi nags “abseiantgal er ovuoncda bt huel abr uy suhn, ”i ti .s Ta hn ee xr ae ms epa lrec ho -f ec or sr r e sf opuonndd t ot hfaotr mjaalr gt eornm s uwn ii tt hs i n t thhaet pc ar lol yf e us sni coonvael rleadn goubaj egcet so ra n“dt epr mr oicneoslsoegsi ”- fraers poount nd u mwbi tehr e dm joarreg o cno umnmi t os nt h al et xci oc ar -l ua rnei t so f(tpe. n6 )c. rIenaot et hd e frowr oorbdj se,cjtasr gaonnd upnriot s- ca el tsesrensa tt hi vaet tl oa cekx isspt ei nc gi f ifco rt emr aml st eorrmass. Aa ns ac opma mr t uonf itchaet i loann, g pu raog fee sosf i oo nr gaal nj iazragtoi onn ai sl c e o rs m . monly used internally among workMc ooms tmoufntihc ae t iroens ehaar cs hb oe ne no cr go anndiuzcattei odnianl tl ihneg cuoi smt imc sufni ei cl da .t iIonn hf ii es l rdersaetahrec rh t shyannt ht hee- sis, Mohn stressed that an it no t es tr ud di syc icpol imn amr uy nai pc ap tri oo anc hw ii st hni ne c feosrsma rayl ot hr ag ta rnei zs ae tairocnhse r( sMi no ht hn e, 11 99 76 50 )s . f oHuen nd ot theadt professional jargons often have their ou wl a nr ys. yMn toahxna lsot na tgesdi d et htahte itrh eoswe n j av rogcoanbs- swt ahbi cihl i zteh eayn db e li odne ng t iaf yn d t ht hea tg rdoeucposd i nt og tehme es en tj sa rcgoomn ms “omn utsot po rr od ci ne ae rdy f rl ao nmg ui tas geel ”- (s pi n. c1e) . tWh eh i1l e9 6t e0csh anno dl o g1 y9 7h0a ss , pt rhoeg rf ue ns sdead- mj a regnot na ls awr ea yf os r mi ne d wa nhdi c uh s epdrionf ef sascieo-nt oa-l face communication have not. Other Elements of Organizational Communication and Its Effects Ca noomt hp eurt eirm- mp oe dr tiaa nt et de lceommemn tu no ifc ma t oi odne rins oa nr gdaGn ii rz ia (t 2i o0n0a9l ) cc oo mn dmu uc tnei dc aat iroenv. i eSwa natnr da at hnea lryesl ai st ioofnms hai np yb es ot wu receens ctoomi npvuet es tri-gma tee- diated communication and organizational effectiveness. They n gfo r ic u o a n w t d i o i t n n h a i h t t s a c s o p m r g e r p s o u e w t n e c n r e - m a a n n e d d d i a c u t o s e n a d g t ie c n o u im n e s m o u u to r - lciovme sm, aonnd tihne y mnaont eyd twh aotr ki tp lias cneos t uf onr- cpol ilcl ea at igouness tt oo usseenedm ma i el ss soar gcehsa tttoi n ge aacph- oi nt gh.e Sr arna tt rhae ra nt hda nG i gr ie tat li snog iunpc l aundde dwtahl ka t- wt i ohni l el accokms pt hu et e rp-hmyes di ciaa lt eadn dc o nmomn vuenri bc aa -l ct hueerse aorfe df ai fcf ee r- teon-tf at ec ex t ucaol ma nmd ugnr iacpaht iioc na l, dt heavti c he es ,l ps urcehp raos deumc eo t si coomn es aonf dt he em of ej ias-, tTuhree sa u ot hf o rf as caer-gt ou -efda cteh a ct oc mo mmpuuntiec rast iaorne. so integrated into daily life, and
4 • The Language of Organizational Communication Channels 2025 pt haartt i cc ou ml a rpluyt et hr el i tbeursaicnye si ss ne en cvei rsos na rmy efnotr, imnednivti.duals in a professional environOi s nsemc aa ltletgaol kr y. Soef voerrgaal nriez saet iaornc ha le lrasnignuoa ng ee ss tmu adlyl st oa lukg hotnt oo rdgeat ne ri zma it ni oentsh ea nedf f etcht eoi rf m se e a m rc b h e e r r s s (Methot et. al., 2021). The re- conducted experience soavme rp lai n gt horfe ee m- wpel eo ky e dp eardi oudl t itnod icvai pd tuuarl es vt haer ni a tci oonn dduact tae fdr ommutl ht iel eivnedl i vaindaulaylssi sa nodf tsht ued dy asthao wc oeldl etcht ea dt .t hTehpeo lriet es ualnt sd or ift utahle- iesmt i cp lno ay teuerse bouf ts mc aanl l atlaslok bi se udpi lsi tf rt iancgt i nf ogr. Al edvde il tsi oonf a sl leyl,f - me mo npiltooyrei negs wwei rt he ahbilgeh et or aBveoyiodnbde itnhge ddi si tf frearcet endt ferloemm et hnet si r owf o trhke. lt ai onng,uiat gies oafl soor gi amnpi zoarttiaonnta tl oc osmt umd yu nhi oc aw- ot hr eg awnoi zraktpi ol ancael s icno mw hmi uc hn iict ai tsi ouns e da.f fMe cutls- tiple researchers investigated omrogtai nv ai ztai ot ino, n aaln dc o pmemd augnoi cgai ct ai ol n ,c o wmoprek- tteeanccheeros fin pCuabbluicyaoelCemityenintatrhye Pschhiloipo-l pr ei ns eeas r c h( Oe rbsi supsoe d eat .d e as cl .r, i p2t i0v2e -3c)o. r rTe lhae- tqiuoensatli o nmneati hr eo, da n da l ot hneg sfiidned i nag s sc ua nr vbe ye ss ut amt emmaerni zt es :d T ihne thhi eg h ef ro l ltohwe i nt ge a cthher rese’ lt ehvee hl iogfhoe rr g tahnei izra tl ieovneal l ocfo wm omr uk nmi c oa tt ii vo an-, toirogna ni si.zTa thi eo nhai gl h e rc ot mh emt euanci chaetriso’ nl ,e v e tl hoef higher their level of pedagogical ct eoamc hp ee rt es ’n lceev eils o. f Awnodr k t hmeo t ihviagthi oe rn , tt hh ee hteinghceerist.heir level of pedagogical compeWp l ahci lee t haef fleacnt gs u a tgheeu s emd owt iivt ha ti ni oan w oarnkd- ct hoemopveet er anlcl ec oufl teumr ep loofy tehees , wi t oarl ks ogar fof ue cptss. Ivne shtei gr astteu d tyh, eS c hwa al ly(s1 9i8n3 ) ws ohui cghh t twooi rnk- gS rhoeu puss ecda nab ef ecauslitbui rl iat yl l y sdt ui fdf eyr eannt di a t er ed-. sr ee sa ur cl ths pseyrnt at hi neisni gs , t ow ht hi ceh s t rpernogdt uh c eodf gc ar onubpeccuol tnusried.eSrcehdasl lt rf oo un ng do rt hwa te ga rkocuupls- tt uh reei rs bma seemd boenr st h es nh ua rme b earnodf r ut hl ees t ihma t- pt hoartt af no rc me aolf rsual ieds , rwu lheisc. hSahree aal sroe sfuolut nodf institutionalization, contribute in- cc ruel tausreed” sdt roeens gnt ho .t Andedc ietsi os anrailllyy ,eaq“usat tr eo nt og ahnealtehfyfecctuivlteureo,r inhethailsthcyasecu, lbtuerineg—aa wvaolurkedcuanltdurceominfowrthaibclhe.employees feel Key Definitions Ft hoer ft ohlel oswa ki ne go df emf iyn si ttiuodny f, rIowmi l tl hbee Eu ns icnyg- clopedia of Communication and Icnofmo rmmuant ii coant i ot on ” :d e“fai n ep r“oocregsasn i tzha rt oi oungahl wtehrpicrhetpeople construct, manage, and in- behaviors and symbols (tewnhteiotnhaelrlyverbal or nonverbal), both in- and unintentionally, trhe rcot )u, g hw iitnhtienr a catni odn a(cmr oe ds si a t epda r toi cr u dl air- organizational contexts.”
Vol. 9 No. 1 Davidson • 5 (“Organizational Communication,” 2s t0a2t e3s) . t hTahte o regnacnyiczlaotpi oe nd ai al caormt i cml eu nai cl sao- teimo np hcaasni z eo cccounrt eant t do irf freerl ea nt ito nl es vhei pl ss . aOnrd- go annti az sakt iso, nsaolc icaol ma smpue nc ti cs ,a taido mn i cnai snt rfaotci vu es fsuenmcitni oant isn, g ,o poerr artei oc ne iavl i nfgu. n cTthi oen sa, r tdi ci lse- dl ai ss tc uc es snet us r oy ragna dn itzhaet iroonl ae l o tf hceoomr ym uo nf itchae- toi rogna na isz awt ei ol ln aa sl cdoi fmf emr eunnt i caaptpi ol inc .a Itni o ands doi -f tion to defining “organizational cgouma gme ”u naisc atthi oen , f”oIl lwo wi l li nbge: d “etfhi nei nwg o“ lradns-, tc ho emi rb pi nr ionngu nt hc ei amt i ouns, eadn da nt hd e umn edtehros dt os oodf bn y. d . )a. Tchoi ms ims ut hnei tdy e” f i (nMi t ei ornr i at hma-tWI ewbi sl lt ebre, rgeufaegreri”nign mtoywsthuedny.I use the word “lanAseftaerrchthoroughly reading previous re- and finding appropriate dc oe nf isntirtui ocnt smf oy romwyn kset yu dt ey r tmo sa, nI sbwe gear nmt oy rf eeas teuarrecsh a qn ud evsot icoanbsu: l aWr yh oa tf tahree l at nh ge u ka eg ye of organizational communication wp riitvhai nt e a usni ni vgel res iwt yo rikn gtrhoeu pMai td wa essmt earlnl , Uo rngi at endi z aS tt iaot ne sa ?l Wl a hnagtu aagr ee t oh ne eaf f escitns gol ef wa t ot irt ku dger so uopf , wa nodr kwe hr sa t t ao rwe atrhde iltasn guus aa gg ee within their organization? Methods Tt ooo ka na s cwaesre smt uyd yr easpepa rr coha c hq uteos teixopnlso, r eI professional jargon, small talk, and omt uh ne ri c af et iaotnu,r e sa so f owreglal n i zaast i o nl aanl gcuoamg e- af ot tciut us edde s osnu rar onu na ddmi nigs si ti.oTnhs e ocfaf iscees tiund ya spmr i ma l la ruyngi voearl soi tf yt hien atdhme i sMs iiodnwsetseta. mT haet tphr ioss up ne icvt ei vres i st yt ui ds et no t rs etaoc ha papnl dy iannf dl u leant ce er cpoamr t mo fi tt htios pa trtoecneds isn, gt h tehyea susneisvse wr shi teyt. hAe sr sbtausdeedn tosna rf eo ramgaolo dc rfiittefroi ra t ha ne du ntihvee rssti ut y- dg ue ni dtas ’n c epaenr sdoansasli s t agnocael st. o sTt uhdeeyn t soaf fnedr ts hi oeni rs ppraorceenstss. Tt hh er ocuags he osut ut dtyh ae p pa dr oma icsh- at ilol onw e du smi neg t o broetshe a r cqhu atlhi ti as t iovreg a n ai znad- qd ui sacnutsi st ae tsi vc ae sme se ttuh do idess. aCsa as na naapvper o( 2a c0h1 0t o) lcihnagruai cs tt ei crsi srtei cs se,a rhcohw. S ht oe hc iognhdl iugchtt st ht heemi r, aa nn dd sthhee i ri n csltur edne gs t ha s s aamn dp l ewsetaukdnye. sTs ehse, tCharseaen cahv ae r adcet secrri si bt iecss oafrcea st eh as tt u tdhi ee sy t he ax t- pd el omr eo npsat rr at itceu il na rt e rbeosut ni dn epda rpt hi ceunl oa rmpe enoa-, pp laer toi cr usliat er sc, oanntde xatr.eI ccl ehaorsley as i tcuaas et e sdt ui nd ya at ipopnr ob ae cc ha utsoe a, nwshwi leer Imwya rseisnetaerrcehs tqeudeisn- tghuea gber,oIasdoeurgthotpai cdoefe op rugna dn ei zras tt iaonndailnlga no -f tahdemlias ns igounasg eo f uf isceed t hwaitt hI twh ae s usntiuvde yr si ni tgy. Ti nhcel umd eedt hoobdsse rI vuastei odn f owr i tmh ya cfai es led sjtouudry- ninatle, rvcieowrpsu. s analysis, surveys, and Ta phpe rfoi rasct hmwe tahso od bosfedr av taat icoonl l ewc itti ho na i nf i me l dy
6 • The Language of Organizational Communication Channels 2025 jcoaumr ne a lf.r oMmy ai n scphi ar apttieorn oi nn tchoi ds ecsh oainc de cc hu os si cees s tbhye Bweal ly(s2 0t h1a4t) ,sipne wa kheircsh chheodoisse- dc ui fsf es er es n t c ol adneg u as wg ei t crheisnogu, r c pe sa.r tHi ceu l adri lsy- rs et uf edrye nocf ian gb ial inndg udails cc ou ms smi nug nGi tayl.’ sI n1t9h7a9t sf iteul dd yn, oGt ea sl tf oi r srte suesaerdc hohbesre rtvaar tgieotn c oa mn d- mthue ncitoymamn du nthiteyn icnonthdeu cmteidd dal es uorvf etyh aotf ymeeatrh oo fd of ob lsl eorwv ea dt i oa ns. i mM iyl ai rn iat pi apl rroeasceha rbceh- cc ao umspea ri ti s oanl l oowf sr efsourl t tsr. i aI nogbusleart vi oend aa nn dd tf ooro kt rfai enlsdc rniopttei osna si nItcooml l eycct eodr pauusd. i o d a t a In iacnaat il oy zne d( Cc oMmC p) —u t ee mr - ma i el , d iGa toeodg lceo mCmh aut-, adni fdf e rae nt et xt ty pgerso uo pf s pc hoakte—n al al onnggusaigdee t ht haet Imoisbssieornvseodffainced. recorded within the adAa nf tde raIu df iinoi s choeldl emc t yi o ni n, i tIi abl uoi bl ts ear vcaotri po nu ss wd ui tcht e dt h ea a ukdeiyon et rsas n sac rniapltyss i sa n db ecf oo rne- mb uoi vl ti nmg yo nc otrop ums yo fni naa l mt wo doe lmbeyt hBo adks .e rI (s 2c r0i 1b 4i n) g. I ac uo dl l ieoc treedc odradt iansgasmi nptl oe st eb xy t t rf ial ens- as on fdt wuaprleo at do ionl gt ht ha te af li ll oe ws st ou sDeerds otoos ei m, a- pr eosret avracrhi o. uI st ht yepne su os ef df i l et hs af to rs oq fut awl iat raet i vt oe ca on na dl yusci st t thhea tk eiydneenstsi f iaensa l tyhsei s , ma ot sytp ei mo -f pI no rct oa nn dt uo rc tki ne gy wmoyr dksewy ni tehsisn at hnea lcyosri ps uos f. tbhrei ecl ao tropsu (s 2, I0f1o8l l)o. wHeeddgi us ci duas ns ecse df riof fme rGe na t- sc tearttiasitni c a l mp reot hbol edmo lsotghi ac at lc a nc oh coci cuersf r o mi n kmeiys nc oe ns sc e pa tni ao lnyss i sa. n dH e p aarl st ioc u al adrdl yr e sesme s- ps ihma ps il zeeasr bt hi ter ai mr ypfor retqaunecnecoy f t hn roet suhsoi lndgt oa da leotne er md oi nees nkoetynneecses s sbaercial yu seeq uf ar et eq ut oe ni mc y- pG oa rbtrai ne lcaet o so or f t ekne yt on eascsc. u rIa t erleyf ei dr eennct ief dy kt heey uvnoi cvaebr suiltayr ya dwmi it shsi ino nt hs eo flfai cneg. uI angaen oa -f ll oy zoiknegd ft oh re s pl aencgi aulai zgeed os yf nttha ixs a loofnf igcsei,d eI tOhnecsepIe cf ii anliiszheeddv mo cya bkuelyanr ye .s s a n a l y s i s , I ivnecyo ri np sotrraut me de nt ht e( sf ei ne d Ai npgps e inndt iox mA y f os ur ra- loi us tt loi nf teh oe fs tuhrev esyu rqvueeys tbi oa ns es d) . Iocnr eaamt e oddaenl bt hyr oWu ga hg n tehr e ( 2f o0u1r0 )s. t eHpes wo fa l ckos n rdeuacdt ienr gs spur or vj eecyt s , r edseesai gr nc hi n, g i nt hc leu ds iunrgv e yp l ai nnsnt irnug- ma neanl yt sz,i nagd mt hien i ds taetrai.n Ag dtdhiet i osnuarlvl ye ,y ,Waangd- nc oemr phai grihsloi gnh t so ft h arte ssuul trsv e yfsroaml l o wo t hf oe rr snoout irncge st hwa ti t chl orsees-ue lnt ds efdr oqmu e ss teilof -nrneapior rets, ac lroes eb-eesnt df eodr qpuuer ss tui oi nngn ao ibr jee sc ut i rvvee yd aotfam. Ay pmai rs tsi icoi np sa notfsf i cwe i gt ha ivne tmh ee aunn oi vpepros ri tt yu nai dt y- tnoo tceosmapnadr e ktehyen fei snsd i an ng as l yf rsoi sm wmi tyh f i ae nl d- spwr oevrisd efdr oimn s i gmhyt s pf raormt i c ti ph ae nat ds .mIits s iaol ns os cLoaus tnl ys e, l oIr sctohnadt uI cdtieddn oi nt ti enrt evri evwi esw . w i t h tuhnrievee rasdi tmy .i s s iSoi nmsi lcaoru n st oe l o rtsh ew i t hs iunr vt he ey
Vol. 9 No. 1 Davidson • 7 itnhset rfui nmdei nngt ,s t hoef qt huee sctoi ornpsu si n ac on rapl yosriast eads wl i setl loafs tthhee siunrt evrevyi e( swe eqAupeps teinodnisx) .BIf of or la- lsoowc ieodl i ngguui di sat ni cc ien bt eyr vHi eo wf f ms . aHno f(f2m0a1n4 p) roon- vr ei ds ee sa rhc ehl p ftuolpgi cu, i d eplliannens i nf ogr sfei el el dc twi nogr ka, ca hnodoos ri ngga nmi zei nt hgoiddse at os auns de di na tfai e. lTdhweo irnk-, teel ircvi itei wn -sd eIp tchoinndf ou rcmt eadt i oa nl l odwi reedc t l my fer o tmo patatrittuicdipeas.nts on their language use and Idni f af enrael ny tz imn ge tt hh oe dvsa, rIi eftoyuonfdd taht ae mf r eo smt hmayt rmoyu glhi tleyr aatlui grnee dr e vwi ei twh , t ahne dc aI t eogrog raineisz eodf mt h ye mf iensd. iInrgesp oa nr tdf i dr si st couns smi oynf iinndt oi n gt hs ersee- lraetpeodr tt oo np rootfhees rs isopneacl i aj al irzgeodn ,v ao nc adbtuhl ea nr yI, dmi if sf es ri oe nn st l ac on ug un as eg leo rf es a tuusree, s at nh da t rt he lea taedd- rs ee sg pmoennste os ff rmo ymf itnhde i inngt se rf ov ci euws es d. Tohne cnoemx t- spmu taelrl -tma lekdai as teelde m ec on mt s mo fuonri gc aa tni iozna t i oannadl ltahneg ue fafgeec ,t sa nodf ot rhgeasne i ztartaino sniat il o lnaendg ui angt oe within the admissions office. Findings and Discussion Tc ohlrl eocutgi ohn m, I ym avda er i soeuvse rma leftihnoddi ns gos fa bdoaut at tchoeu nl saenlgour sa .gWe huisl ee do bbsye r tvhi ne g atdhme iasdsmi o inss- sniootnesd c of ruenqsueel no rt sui ns atghee i or fo faf bi cber, eI vi ni ai tt ii ao lnl ys ab ne dpor tohf ee rs st ieornma sl tj ha ra gt oI nw. oI un l dt hc eo ns sui rdveer yt so, ap lol r toefd tah ve a rai de tmy i os sf i aocnrso ncyomu ns saenl od r os t hr ee r- toetrhmers mtheamt bethrseyofutshee itnetaemrn.aMllyanwy itohf tt rhaens sec rt ieprtms so fwt he er ea ua dl sioo tphraets eI nr et cionr dt ehde dt huer imn go ms t yc soems smi oonns ei nx at mh epol ef fsi cf er o. Smo mt heeoi rf aa nu sdwi oe trrsaannsdc rmi pyt sk ewyenrees sa na naaclryosni sy omf tfho er tahl le onf atmh ee oc of ua nsspeel coirf si c gpi vr ee s teon tgaut ieosnt st, haant as cc hr oo nl ayrms h ifpo r t ht ha et tnhaemue n oi vf e ar s ipt ay r toi cf fuelrasr, “umn iavterri csui tlya)t,e ”t h(ea v“ ea rdbmfios sr i oe nn sr o pl l ri nogc eisns ,a” ai nngd tthhee t“raadnms ci sr si pi ot ndsaftua nfnoer l .t”hIens ee xtaemr mi ns-, aml li sosfi ot hnes m cwo ue rnes ee lxocrl su s iwv ehl ey nu s es dp ebayk ai ndg- it ne taemr n. aTlhl ye i tnot e rovt iheewr s mr eevme ableerds t hoaf t tt hh ee cpor ou fnesseslioornsa l gj ae nr geor na l ltye r mc osn tsoi d be er utsheefsuel ai tnadl l po wo ssi ttihveemi nt ot hsehi ar rwe oi nr kf oprl ma caet iboenc wa ui tshe eTahceh uost he eor fmporroef eesf fsiicoine na lt l yj a. r g o n i n t h e uJ onni ve se ’rss i st tyu’ sd ya d( m2 0i s1s1i )o, n ws hoef rf iec eh er ef fol eu cntds tmh oa nt p raomf eosnsgi o nma le mj a rbgeorns woaf s av e rsyp ec coimf i c- omregma nbiez rast ipoenr caenidv etdh at ht et hj aer goor ng atno ihz aa tvieo na pi no s itthi vee ewf foe rc kt polna cteh. e i rJ acrog mo nm uanmi coant igosnt cvoa wn toargkee ros f asl lhoawr esd t huenmd e rtsot a nt adki ne g a do -f tI ne r tmh se tcoo nc ot emx mt oufnti hc ae t ea dmmoirses i eofnf isc ioefnf itcl ey ,. tphr ee rsee n taartei o nms ,a ns cyh ol leanrgs thhi py s , naanmde so t hf oe rr
8 • The Language of Organizational Communication Channels 2025 tf rhei nq guse ntthl ya ,t s toh ae b cbor ue vnisaetlioornss ti an l kp aar bt ioc uu t- lbayr at hr ee vaedr ymui ssseifounl .sA cl looufnt sheel oj arrsg owna us s ee id- twhaesr parbobf er es vs ii oa nt iaolntse rf mo rs ftohramt aa rl et enromt tsy op r- iEcnagl llyi s h .uSsiemdi l a ri nl y , Rceobmrmi n oa na n dAGmeenrei rcaaln- oj avrag o( 2n 0u1n9i)t sr et hp ao tr tceodr ri ne stphoeni rd sttou df oy rtmh aa tl tt ehramt sc og rr er east lpyo nodu t ntuom bc oemr mj a rogno nl euxni ci tasl tt ee rr mm ss . wJiat hr gi no nw oarsk pslpa ec ce isaol ifzt ee dn sienetme rsntaol fcoi ernmc yf r o mo f a dc eosmi rme ut on iicnact ri oena s. e tI hne etfhf ie- awdemr ei ssshi oo nwsn oi nf f ti hc ee , a ut hdei os et r aj anrsgcor ni p t udnai tt as tt oe abme emx ec lmu sbievresl ya un sde dn ei nv et er r wn ai tl lhy ga umeos nt sg. Ts ahi ed ct ho ua tn stehleoyr s a tvhoai dt Ia ci nr ot enryvmi esw, es dl a nagl l, as int yd owt hi tehr gj auregsot ns . s Tp he ce iyf i cn teov et hr ewuanni vt etro- ct ho onsf ue s et egrumess t sc, oaunl dd t mh eayk fee epl rtohsapt eucst ii nv eg sc toumdee n t so ra n ds ltihgehitrl yf a moi sl itersa cf iezeel du. n wFeolr- es ixtaym’ s pdlien, i ni ngs ht eaal ldboy f i tcsa sl llianngg tnhaemuen iuvseerd- bp yu ss, tt uh de ecnotusn, sf ea lcourl st ya, l lamn da kset as fuf r eo nt o coanml y- raevfoeird atnoc ei to fa jsa r“gtohne wdiitnhi nngo nh- aml le. ”m bTehri ss iosv as ’us p psotrutde yd b(y2 0R1e9b)r, i n ai n a nwd hGi cehn e rt ahle- ruesseeda rt coheexr cs l usdt aet eo utthsai dt ejrasr.gOo nv e irsa l lo, f tt ehne jearregdo nt oo f tbhee aad mp iosssiitoi vnes t et ha imn gi s cboyn stihde- cuos ue dn soenl ol yr si natse rl onna gl l ya sb yi t mc oenmt ibneuress otfo t hb ee admissions team. Imn itsesrieosnt si ncgol uy ,n isne l tohres as va omi de ewd auys itnhga tt haedi r- isnpteecrtni vael j as rt ug od ne nwt sh eann ds p et ha ekiirn gf at mo ipl ireos-, tohne yt hael si ro aalul dv ai erni ecde t hi ne i ro tl ahne gr uwa gaey bs .a sMe dy ks he oy wn eesds tahnaatl yws ihse on f st ph ee a tkrianngs ct or i pg tu edsattsa, tt he rema sd mt h iasts ti oh ne ys nc oe uv en rs eulsoerds wu sheedn csepret aa ki n- itnhgesetotetrhmesowtheerre counselors. Some of discipleship, “community,” “heart,” “passion,” and “c eo xnps ei dr ei erne cde j. a” rTghoens eb we coarudsse wt hoeuyl da nr eo tnboet umseemd bf oe rr s i no tf et rhnea ol rcgoannvi ez ar st iaot ni o. nHso awme vo en rg, tchi fei cyaal lrye us speedc i af ol irz ei ndt teerramc tsi nt gh awt iat rhe ns opne -- mc oeumn sbeelrosr. s Deux rpilnagi n et hd et hi antt etrhvei es ew st e, rtmh es at irceu al apt irnogf eks es iyo na sapl ae nc tds coofntchi see uwnai vy eorfsai try- ac on ud ntsheel oerxsp ae rr ei e tnrcyei nt gh at to t ph reeas de nmt i st os i ot hn es pOrnoes poef ctthi vee csot uu nd se enltosr as ndde tshc er ii br ef admt hi l ei esse. tt he remi ds eanst i“tsyy noef rtghi es t iuc noi vf et rhsei t vy a. ”l uTews oa nodf tt oh led cmo ue ntsheal ot rtsh et hfar te qI uiennt et ruv si eewoef dt hael ss oe wt hoe ri rd sc oinnn toht ea it ri o wn so or kf pt hl aec we ohradss at of f ev catreyd- imn eg md eogr ri eese so, fa sptrheesye na ts as toi coina st e at nh de mmwe ietth- ii nn gt esr. v i eTwh ee d osttha et erd ct hoautn ssehleo r d otehsa tn o tI twhoi nr dk s t ha ta t wtohrek fhr ea qs ucehnatn guesde hoof wt h sehs ee pp el arccee ibv ee cs a ut hs ee ms h eo ut trsui ldye b oe lf i etvhees wi notrhke- experience that she is presenting.
Vol. 9 No. 1 Davidson • 9 Omni ses ioof ntsh ceooutnhseerl owr as yvsa ri ny twh ehiirc hl a nt hgeu aagde- ivse ri nb at lhceoi rmomv ue rnai cl la pt i iot cnhwl he ev ne l isn at enrda cntoi nng- wv i ietwh sd, i fof ne ree cnot ug nu sees ltos r. I dn eosncer iobfetdh eh ienr tseerl -f af esr ae n“ ct hs at umdeel ne tosn a” ni nd hf ae mr ai lpi epsr. oSahceh st toa dt ei fd- tt hh ae t gsuhees ttsr i ewsi ttho w“ mh ao tmc h s thhee me ne ee rt sg .y ”I f oaf ps hr oe swp iel cl tmi vaet csht ut dh ea nt st tsuede emnst ’ vs eerxyc iet xe cmi teendt, wp i ittchh h leerv oe lw na nbdy iunsci nr ega sl ianrgg eh egr eos vt ue rr ea sl l, semx ciilteesm, aenndt . oOtnh et hr en oont hveerr bhaalns dt,oi fc ao npvreoy- supnes cutri ev eo rs tuundi ne nt et r ae ns tde dt hi eni rt hf ea mu ni li yv esresei tmy al envde lt ha ne idr uvsi es i nt , osnhvee rwbial ll sl ot hwaet rc ho me r mp ui tnc ih- co at ht ee rac oc ua lnms e laonrds tshearti oI ui sn t ae tr tvi it euwd ee .d Tdhee- sacdraipbteadble suimseiloafr pitacphparnodacnhoesn.verTbhaliss al asr wy ef ol lra isnttheer aucstei nogf swpiet hc i anloi zne-dmveomc abbe ur s- omf aanny os trug da ni ei sz aotni oonr gaarne i znaotti odni sa cl uc os sme md ui n- no ni c aotri go ann. iTz ha ti si o insa ll i kc oe ml y mb ue cnai cuastei osnt utdy ipeis- caaml loyn fgo cour gs aonni z ai nt itoe nr nma lecmobmemr su, naincda t ti ohne mp oarjaotrei t ye novf i ri no dn imv iednutas l sh wa voer kl ii tntgl e i nt oc onro- ipnatreerda ct toi omne mwbi tehr s onfotnh-emi re omr bg ea rnsi z actoi omn-. Spaunt et rra- ma ne dd iGa ti reid( 2 0c0o9m) ma rugnuiecda ttihoant c ohma s- br oenc omme ne tas .n eTchees ys i tsyt ai nt epdr otfhe as st i oi tnsa luesnavgie- cmoenmt i nb ue ress, teos pg reoc wi a l laymaosn gt ooorlgs a ns ui zcaht i oans ec amt eo t i ci do ne as sa n da nedm oej ims ho teilopntso c tohma tm uanrie- on tohnevrewr bi sael scaonmdptloe nt eel yo f l ov os ti c we iot fh foaucte -tthoe- ff ai ncde i nc og ms tmo ubnei c tartui oe ni. nI mh ayv eo bf os eu rnvda tt ihoeni sr aa nt tdh ii sn tuenrivvieerws ist yo. fI tohbes eardvme di s tshi oa nt tshtee aa dm- mf o irsms iso on fs c ocmo upnusteelro- rms e dailal t euds ec o mv amr iuonuis- cuas tei oenm( aCiMl Ca n) dr e Gg uo loagrlley . CThhaet cdoaui nl ys, e laonrds tphr eoyv ifdr ee quupednattl ey sutsoe t ah et et xe ta gmr owuhpi lcehtarta tvo- epliicnt gu r easn do r eqvueont e st ow i st hh aeraec hh ou tmh oe rr .o uOsf tehme as ei l i tshgreenee rf oa lrlmy tsh eo fmcoosmt pmr oufneiscsaitoi no na l, if no ri t ss cuhseedbuel icnagu saentdh e schoaur ni nsge l owr so ruks-er ei t- lOant eedo fi nt hf oercmo autni os enl, otresmt hpal at tIei sn, t ea rnvdi efwi l eesd. ap lhsroa ss et as t es du cthh aats h, e“ Ptleenads se tcoo nu tsaec tc emr tea i inf yb ouut nn ee ve de r f ui nr t hf ae cr ea- st os i-sf at ac ne c ei n, ”t ei rna ec tmi oani lss. Et imo na i lmies dai ul smo abne tews es eennt itahl ec ocmo umnus enlioc ras- as inodn sptreoasmp euc st ievse Gsotougdl ee nCt sh. a tT fhree qaudemn ti lsy- de mu rai ni l g. Twhoeryk sf oo mr bert oi ma de es r upsue r pi t otsoe ss ht haar ne tbeumt pwl ai l tl easl saon do f tsecnr i putsse, isti mf oirl atrh ti no gesmt haai lt, ca od uml di s bs ieo dn os nceofua nc es e- tl oo -rfsa caer. eF oorf teexna mn po lt ei -, foi re df atmh ri loi ue sg hwGi toho wg l he oCmh atthwe yh ehna vs teumd eenetts- ionf gf isc eh. aCvoeuanr sr ei vl oe rdsaet vt eh ne fursoen Gt do eo sgkl eoCf ht haet wq ui tehsitni otnhse osratmo ea srko oa mn o tt oh ears kc oeuancshe ol ot rh et or come to their desk. These are things that
10 • The Language of Organizational Communication Channels 2025 cwaint h iena stihl ye boef f iccoe m—ma nudn i ct ha tee dc oouunts el loourds oc hf toeons e dtoo ussoe—CbMuCt i ns os tme aedt i mo ef sr a itshi ne yg tShaenitrr av oainc de Go ri r wi (a2l0k 0i n9g) ao cbrsoesrsv et hdes irmo oi lma r. bc oeuhna svei ol or r si n t ht haet i rI riensteearrvcihe w. Ae dl l os tfa tt ehde tahnadt Gt hoeoi rg lues Ce hoaf tC, Mi s Cg, epnaerrt ai cl ul yl aarllly we mo raki-l rsealtai ot ends , owf theinl ei nt hveoilrv ef ascsem- taol-lf at aclek .c o n v e r - Icno umn sye loobrss e, rIv antoi ot ends ot hf atth es ma adlml itsasliko ni ss vs he or ywceodmt mh aot na. Tv he re ya ul adr igoe t rpaonr st icor ni p ot fd taht ae ionf ttehren aa dl mc oins vs ieorns sa tt ieoanms at emn odns gt ombeems bmear lsl ti na il tki .a Wt e hci loen mv earns ya t oi of nt sh ewci ot hu nas ewl oorrsk w- r iel -l loaf tt ee dn tquur ensdt ioown ,n t“hr ea bcboi tntvreari sl sa”t iionnt os t coapn- iwc si t hu ntrherl ae tee do ft ot hweo rc ko .uInns eml oyrisn, t et hr ev yi e wa lsl ai nggr eaenddt ha apt os ms i tai lvl et aal ks pi se cgte no fe rt ahlel yi r uwp loi frtk- ea nc kv ni roown lme de gn et . t h aTt hsem a lcl ot ua lnks ec al onr sb e ddi isd- tsruaccht i nags , de us pr iencgi a l“lfyi ndaunrciinagl abiuds iseerads oa yn s. ”, Br eunt t t hceoyuanl ss eo l ot or lsd ma ree t hdaits cailpl loi fn tehde caunrd- rmeus pc ho n ssimb lael le ntoaul kg h dt uo rni no gt e nt hgoa sgee i nb ut os oy tMi me tehso. t Teht i sa l . m( 2i r0r2o1r )s, itnh ew hf ii nc hd i nt hges r oe -f sweoarrkc ph learcse tf oo ubned u ps lmi f tai lnl g tbaul kt a li sno pt hoe- tael snot i asltl ay t eddi s t trha ac tt i nwgo. rTkheorsse wr ei tshe ahr ci ghheer rs si negl f - mdoins ittroarcitnegd w efrreo ma b l et ht oe iar v o iwd obrek-. According to the admissions counselors tt hh ae ti rI i tnetaemr v—i e ewveedn, a tl hl oe f tmh eo rme e mt a bl keartsi voef oo fn esse—l f -sme eomn i ttoorhi nagv et oa haivgohi de nboeuignhg l edvi se-l tdroanc et e. dH wo wh ee nv et rh, et rhee iys awr oe rakl st oh actommuf os tr tbae- bt el ea me nmgeamg i bn eg r si nw shme na lwl ot ar kl k i swsiltohw o. Tt hhei sr bc oe nh tarvi bi ourt ei ss ot on et hoef ml e vu el tl i polfe c foamc tfoorrst tahnadt ml o rost ifveaetli oi nn tthheaitr twh oe rakdpml aicses.i o n s c o u n s e - At el rl vt iheewasdamn ids si ni otnhse csouur nv se eylso ar sg ri enetdh we ii tnh- tchoemsf ot artteamb leen ta tnhda t mt hoet ii rv awt ionrgk pel ancvei r iosna- ms t ae tnetd. tMh ua tl t, iipnl et h ae di rmoips isni oi onns , tchoeu nb si gegl oe rsst fqaucet on rt l yf o trh tehyi s c oi smhmo uwn iocpa et en l yw iat hn d e farceh- of et ehletrh. aAt l tl hoefyt chaen aadsmk iqsus ei osnt iso nc os uf rneseel lyo tros aq nu ye not lfy tehnec oc uo ur angsee l eoar cs .h Toht he ye r aal snod farsek- et aatci ho nost, h ae nr dh owwotrhke itrr imp se ewt i ne gnst ., pTrheisse ni s- se irms iilna rt ht oe Pt hhei l ei pl epmi neens t tahr ay t sOc hboi sopl ot eeat cahl-. setrusd i efdo ui nn d2 0 2t3h.aItn t hhaitg hs teurd y ,l erevseel sa rc ho-f ol artgeadn i zwa tiitohn a hl i gchoemr m ul enviec last i oonf c wo rorrek- mt e no tciev. aItni omn y sa tnudd y ,pme dual tgiopgl ei caadl mci os smi opnes- ct aosuknss egleonr se r asltl ayt ebde i nt hg a itn ddi ev si dpui tael ttahseki rs wt hiet hy fteheel i trh aotwtnh eri re goi fof ni cse ac nu ldt usrteu idse onnt se, owf htiecahmi swhoi gr kh l ay nmd oot pi veant i cnogmf omr ut hnei cma t. iAodn-, dc oi tui onns ea ll ol yr, s a rt eh onuogt hi n a tpheed a gaodgmi ciaslsri oo nl es, the high levels of organizational
Vol. 9 No. 1 Davidson • 11 choi gmhme ruwn ioc rakt i ocno mapmeot enngc et hbeemc a ul esaedtsh et oy ac or en satbr ul ec ttiov es hc ar irtei c ii ns mf o ramnadt i oa dnv, ipcreo, vaindde ef onrcmo uar awg eo r ke pa cl ahc eo ct huel tru. r eT ht he saet i sf a cc toomr s- fAocrctoa rbdl ei nagntdo mS cohtai vl la(t1i n9g8. 3 ) , t h e c o m f o r t - aa bd lme i sas ni odn s mtoe taimv a’ st i ncgu l tausrpee cmt sa koef i tt h ea hs teraolnt hgyc uc lut lut ruer.e I nb uhte rn os tt u nd ey c, eSscshaarlill ya ra- gr uuleess t hsahtatrheed n bu ym boerrg aa nn idz ai mt i op no ar tl a nmceemo -f bt heer so ri sg awnhi zaat tdi oent e’ sr mc uilnt ue sr et.hI en satdr de int gi ot hn toof bp el ai nc eg chuel at ul trheyo, fI tbheel iaedvme itshsai ot nt sh eo fwf i coer ki s- al ilnseos s tt rhoant gdbi cetcaat ue s he oowf t ht heemaadnmy i gs suiiodnes- ct iovue nssteul od resn tcso ma nmd utnhi ec iart ef awmi ti lhi eps r. oI snp me cy- sc uo ur vnesye l orress uslttast, e da l lt hoaft tthheer ea damr ei sms i aonnys gu us ei dwe lhi ne ens s fpoera tkhi ne gv tooc agbuue lsat rs y. Tt hh ea rt et ha er ye sppr ee sc ei fni ct a wt i oonr ds sa nadn dm epeht ri na gs es sf otrop aurstei c ui n- lparre s epnu traptoi os ne ss ., t Wh eh ea nd mgi si vs ii on ng s sccorui pntseed- ltohresi r aol lwvna pr ye r tshoeniar l ps troe rsieenst aatni od nesx pweirtih- es cnrciepst ,s bt hu at tt ht heer ec oa ur en sceelrotrasi na rl ei neexspienc tt eh de tpoh oandeh cear el l stho a vv ee rlbi naet i-mb y. - Sl ionme feo rtmy paet st i nogf tEhvaetnt hc ae l cl so tuhnasteal or er sl ea sr se geux ipdeecdt esdt i lt lohuasvee. ap acr et irctua li anr l ev ve er bl ioa fg ep rtohfaets sai or en ael ixspme c at endd. Fr eocrt eedx atmo p lnee, v tehre gcuoaurna snet el oer s a na yr et h idnig- wn iht ieens e xt op l a isnt ui ndge nf itnsa. n cTi ahleayi d aorpep oar ltsuo- ihnoswt r ut cot eadp pt roo ancehv elro adni sr e; ctth es yt u adreen tosn il ny pc oenr mt r ii tbtuetde ttoo i na f osrt rmo.nAg l lwoof r tkhpel as ec er uc luels- thui gr eh fl oe vr etlhs eo fa domr giasns ii oz antsi oonf af ilc ec o, ma nmd utnhie- cOantei o no f ctohnet rciobuunt es etloo ras hd ei da l st ht ayt ec ui nl t ut rhee. sa umrov ue yn t t hoaf t s bc reicpatue sde l oa nf gt hu ea gseu, btshtearnet i ai sl pa cottue anltl iya letnog“aggoi nogn aanudt ocpai rl oi nt gr aat bhoe ur tt ht ah ne st ht ue doe fnf itc, ”e bcuut l tt hu irse c iosu gn es ne leorra sl ltyi l lmf eol tt i tvhaat -t imn og t iwv ai tthi o na isnucflfui cdieedn.t Oavme roaulnl , t t ho ef sseulrf -- vp eoys si t iavneda itnt itteurdvei es wt os wr ea vr de atlheed cguelnt ue rr ea l ol yf tt hi oen aa dl lma ni sgsui oa ng es wo fiftihc ei nai nt dd ut eh et ooar gvaanr ii ez tay- oa nf df a oc tpoerns , cionmc l umdui nn gi c atthi oe nc, otlhl aeb of rriaetni vde- ss mh i pa lsl ttahl ka t, at lhaecyk ohfadvrea mf oar,ma ne dd t thher cooumg h- monality of goals. Conclusion Wd ehr si ltea pn rdei nv igotuhser seps ee ca irfci ch vl eofct aabgual ap riyn aunnd- ft ei oant ua rl e sc oomf mt huen ilcaantgi ouna,g e I o fs oourgg ha nt i ztao- rl oewd ui nc ge trheas te agracph bqyu ea sntsi wo nesr:i nWg ht ha et faorle- tl ahne gkueayg ef eoaft uo rr eg sa nainz ad t ivooncaalbcuol ma rmy uonf itchae- tsimo na l lw iut hniinv e ras istiyn gilne wt hoer k Mg irdowu pe s taet r na Uo rngi at endi z aS tt iaot ne sa ?l cWo mh amt uanriec atthi oe neof fne cat ss i no -f gle work group, and what are the
12 • The Language of Organizational Communication Channels 2025 li tasn guus aa gg ee wa tittiht ui nd et sh eoi rf wo rograknei rzsa t ti oo nw?a rI nd tghoins —s t eu sdpye, cI i faol luyn da tbhbartepv ri aotf ieosns si o—n iasl j aarn- eg susaegnet. iIaal l stoy pf oeu nodf t hoar tg tahniisz pa trioofneas ls i ol anna -l jparrogsopne ci st i av ve osi tduedde ni nt sc oa nn dv etrhseaitri of anms iwl i iet sh, w“ c ho iml emout hn ei try ”s p eacni adl i z e“ de xtpeer rmi esn—c es ”u—c ha ar es uveserbdaflrsequaenndtly.pAitdchditiolenvaelllsy, thoef nothne- addi fmf e irsesni ot n sg uceosutns .s eAl ol rosn ga r ewai tdha ppt er do f ef osr- sional jargon, computer-mediated ci mo mp omr tuanni tc attyi op ne s a on fd osrmg aa nl l i zt aa ltki o anrael al al sno- gs mu aagl le twa likt hi inn pt ah ri st i ac ud lma ri sissi oa ncso on ft fri icbeu. tTi nh ge fwa hc ti oc hr tios tchoenas di dme irsesdi otnos bo ef f iccoe m’ s fcourlttaubr lee, ao nr gda mn i oz taitvi ao tni an lg dc ou me tmo ut nh iec ahti igohn l eavme los nogf tsht reo tnega mc u. l Tt uhries dh ue ae l tthoyt hc ue l teuxrtee ni ss i av les oi na- smt ietmu tbi oenr sa l agduhi deer lei .n eOsvteor awl lh, i ct hhea lcl uolft ut hr ee as mn da l l our gnai vnei zr sa ittiyo naadl mliasns igounasg eo f foi cf e tahri es vc ai eswe es tdu pd oy sci at inv ebley obfyg irtesamt beemnbe ef irtst. oTthhies uwnaisv ecrosni tdyuac dt emdi sassi own se lol f af isc emi na nwy hoi ct hh eirt owrograknpi zl aact ei o lnesa dbeyr s porno vhi od wi n gt o i an ps ipgrhota ct ho ob regaabnliez at ot i ounsael t hl aenfgi nu da gi neg. sLoefa tdheirsss tmu da yy tcou l ct ur er east et hsrt rooungghe trhaeni rdahpeparlot ahci ehr t ow ot hr ke language of organizational language. Limitations Tr ehsi es asrtcuhd yd ews iagsnp, rt hi me ai rmi lpy l el immei tnetda tbi oy nt hoef dp aa trat i ccioplal encttsi.oMn ,yadnedc itshieo ns atmo pulsee smi zue l toi -f pv al er ime teyt hoof dqsu oa lf i tdaattiav ec odlal et ac t bi ount yaileslod el idma- ictoeldl e ct ht eed af mr oomu neta cohf md aettah otdh adtuceotuol dt i mb ee cpouns swt raasi netsss. eCnot li lael cbt iuntgddi faf itcau fl ot rb et hc ae ucsoer -I cmoaunl dy ni notte rc aocl ltei oc nt sa uddui eo toor pt er ixvt adc ay t ac oonn- ci netrenrsa. cMt i oynasu dbieot wa ne de nt e txht ec oal ldemc tiisosni oonns ct oo upnr sees leonrtsa tai no nd s gauneds tps hwo ne er ec ar lel ss t. rIi cwt eads nd uo tr ianbgl et ht oe acuhde icok -rienc oprrdo ct eh ses c oo ur ndsuerl oi nr gs pd er invtast ea nmde et ht ienigrs fwa mi t hi l i epsr.o sSpoemc et i voef stthue- ab ul ed di ou ed at ot a t ht he aqt uI adl ii tdy caonl lde cp to ws i at iso nu innugs oa -f mr oyo mm i cwr oi tphh oonbes tirnu ct ht ieo ncse.n tAedr doift iao nl aarl lgye, twhoi sr ks tgurdoyu pf oactuas eudn iovne ras i tsymianl lt hs ep eMc iifdi c- wo regsatne irzna t i oUnna li t el adn g uSatgaet e so, f t hainsd g r otuhpe cgoaunlidzabtieonvse. ryAdsiffearencat sferomstuodthye, r tohre- giteende. ralizability of my findings is limFuture Studies Ft i uo tnuarl e l asnt ug ud ai egse mu saeyd l wo ohke na ti not regr aa nc ti iznag- wt i oi tnhs . iTnhdei v vi daur ay li sn goduet sgirdeee soifn oartgt iatnuidzeas- tmo uwnaircda ttiho ins ct oy pu el dobf eo er gx ap nl oi zr ea dt i of unratlhceormi n- more interviews. These studies could
Vol. 9 No. 1 Davidson • 13 fmo ce un st s o no r u ns ai vl eesr s idt ye paadr mt mi sesni tosn tdoe pgaaritn- fguuratghee r tihnas ti g hmt ei nmt bo etrhse us ps ee c iwa liitzhe dnloa nn -- mt y epme sboefr so r bg ae nc ai zuastei o nmsefmr ebqeures n tol fy itnhtoesre- af ucnt cwt iiotnh onfo nt h- me ier mpbr eorf es sas iso na n. Aeds ds ei tni ot ina-l acollmy,puater-mmoerdeiateidn-depth study on communication (vCe Ma l Ct)h ew iftahcitno rosr gt ha na ti z aatfifoe nc ts mc oeuml db erres-’ dc oemc i smi ounnsi c at ot i ouns ea sC MwCe l l o ra s f atchee-itro -af at tcie- tout hd ee rs st ot uwdai reds cCoMuCl d s epxepc li of ircea l ltyh.e Fdi ni faf el lry-, eo nt hc ee rs bc ue lt twu er ee sn iAnm oe rr gi caanni z ac tui lot nu ar el laannd- gpua ar tgiec u laanr ldy hdoi fwf e r et nh coesse idni f fsemr eanl lc etsa—l k asunldtsjoafrgstoundiuessalgikee—thmisa.y affect the re-
14 • The Language of Organizational Communication Channels 2025 Bibliography Baker, P. (2014). Corpus Linguistics in Sociolinguistics. In J. Holmes and K. Hazen (Eds.), Research Methods in Sociolinguistics. (pp. 107-118). John Wiley & Sons. Bell, A. (2014). The Guidebook to Sociolinguistics. (pp. 103-127). John Wiley & Sons. Casanave, C. P. (2010). Case Studies. In B. Paltridge and A. Phakiti (Eds.), Continuum Companion to Research Methods in Applied Linguistics. (pp. 66-77). Contin- uum International Publishing Group. Gabrielatos, C. (2018). Keyness analysis: nature, metrics & techniques. In C. Taylor and A. Marchi (Eds.), Corpus Approaches to Discourse: A Critical Review. (pp. 225-258). Routledge. Hoffman, M. (2014). Sociolinguistic Interviews. In J. Holmes and K. Hazen (Eds.), Research Methods in Sociolinguistics. (pp. 25-41). John Wiley & Sons. Jones, N. L. (2011). Talking the talk: The confusing, conflicting and contradictory communicative role of workplace jargon in modern organizations (Order No. 1(9510437320157)1. 3)A.vailable from ProQuest Dissertations & Theses A&I. https://www.proquest.com/dissertations-theses/talking- talk-confusing-conflicting-contradictory/docview/914721713/se-2 Merriam-Webster. (n.d.). Language. In Merriam-Webster.com dictionary. Retrieved Oarcyt/olbaenrgua2g2e, 2023, from https://www.merriam-webster.com/diction- Methot, J. R., Rosado-Soloman, E. H., Downes, P. E., & Gabriel, A. S. (2021). Office Chit- c a h t at as a Social Ritual: The Uplifting yet Distracting Effects of Daily Small Talk Work. Academy of Management Journal, 64(5), 1445–1471. https://doi.org/10.5465/amj.2018.1474 Mohn, D. (1975). Socialization into Language and Communication in Industrial Soci- eS toyz. i a lOi sbajtei cotns u no fd Kt ho em mLui nngi kuai st ti oi cns i no fd e rP rI on fdeus ss ti or ineagle s eJ al lrsgcohna. f t . [OS pbrj eakc thel i cdheer fachsprachlichen Linguistik] Muttersprache, 85(3), 169-185. ghut tapgse: /- c/owmwmwu. pnri coaqtui oens /t .dc oomc v/i es cwh/o8l a5r5l0y 3- j5o 1u 0r n/as el s-/2s o c i a l i z a t i o n - i n t o - l a n - Obispo, R. D., Bermudo, P. J. V., & Yango, A. R. (2023). Organizational Communication, WTeoarckheMros tiivnattihoen,DainvdisPioendaogfogCiacbaul yCaoompCeittye.nce of Public Elementary School Technium Social Sciences Journal, 44, 384–415. https://doi.org/10.47577/tssj.v44i1.8930
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16 • The Language of Organizational Communication Channels 2025 Appendix A Survey: Organizational Language (3-5 Minutes) Tz ahtiiso snu. rTvheiys ias nmo ne ay nmt ot uo sc odlal et ac twi ni lpl ubteo un stehde iwn aay llianngguui satgi ce irse sues ae rdc wh ipt ha pi ne ry oounr tohreg akneiy- wthoeradtst,itpuhdreassseus,rraonudnfdeiantguirte.s of the language of organizational communication and 1. What is your role/position within your organization? _________________________________________________________________________________________ 2. Twhhee nf osl lpoewa ikni ng gwtoorpdrsossepeemc t itvoebset uuds ee dn tfsr eoqr ut ehne itrl yf abmy ial idems : i s s i o n s c o u n s e l o r s discipleship, career, community, academic, heart, experience, and passion. On a scale of 1 to 5, how often do you use these words outside of the admissions office? Not at all 1 2 3 4 5 Very Frequently 3. In your opinion, what are some unique or important terms used internally within in the admissions office, and what do they mean? _________________________________________________________________________________________ 4. Isnp eyaokuirn og pt oi npi or no ,s hp oe cwt i ivme ps ot ur dt aenntt sa raensdctrhi peti sr faanmd isl icersi ?p t e d l a n g u a g e w h e n Not important 1 2 3 4 5 Very Important 5. Aderentasnoyrotfhtehire fwamoridlisesordipchtartaesdesbyyoguuuidseeliwnehse?n speaking to prospective stuY N E O S
Vol. 9 No. 1 Davidson • 17 6. If you answered “yes” to the above question, which ones? _________________________________________________________________________________________ 7. Dinog?you consider the culture of your workplace to be positive and motivatY N E O S 8. For the previous question, why or why not? _________________________________________________________________________________________ Thank you for taking the time to complete this survey! Your participation is hIfiyghoulyhvaavlueeadn.y questions about this survey, or if you would like to read the paper tahnastwt ehres awn si lwl reer ms wa iinl l abne ounsyemd of ours,. ePml eaaisl emeenas tu nr eo at hh ad ta vy iodus ohna@v ec eadnas rwvei lrl ee d. e da ul l . rAel -l quired questions before submitting.
18 • The Language of Organizational Communication Channels 2025 Appendix B Interview questions: 1. How would you describe your role within your organization? 2. Hs i oo wn s dcoo uy no suetl ho irns kt os paec cc iof imc pwl iosrhd tshaenodr lgaanngi uz aatgi eo nf e’ sa tguorael ss ?a r e u s e d b y a d m i s - 3. Tl ohr es fwo hl l eo nw si np ge awkoi nr gd st os epermo sepde tcot i bv ee sutsueddefnr tesqaunedn ttlhyebi ry faa dmmi liisessi obnust cnoeuv ne rs e - when speaking to other members of the team: discipleship, career, community, academic, heart, experience, and passion. Why do you think that is? a. Dt hoe ywoauyt hy oi nukt thhi na tk tahbeowu ta yt hyeomu ouus et sti hd ee soef wwoorrdks? aHt owwo sr ko ?h a s a f f e c t e d 4. Htioonwshaanvdemyoeeutainpgpsr?oached learning some of the scripts for your presenta5. Hyoouwadreoetaslykoinugr tlaon?guage within your organization vary depending on who 6. Wt e ahma t caor me smo umnei csai tme si l awr ii tt hi e es aacnhd odt hi f ef er rfeanc cee- tsob- feat cwe eveenr shuoswo tvheer at edcmh insos li oo gnys such as email, text, and Google Chat? 7. Hsioownsdtoeaymou? think that small talk contributes to or detracts from the admis8. Dwoo ryko ue ncvoinr os indme re nt ht ?e Wa dhma itsds oi oynos uo ft fhi ci nekt oa rbeet ah ec ommafionrftaacbtloeras ni nd mm aokt iivnagt ii nt gs o ?
19 Channels Vol. 9 No. 1 (2025): 19-27 ISSN 2474-2651 © 2025, Truesdale, licensed under CC BY-NC-ND (http://creativecommons.org/licenses/by- nc-nd/4.0/) Little Men and Moral Education in Meaningful Spaces Mina Truesdale English, Literature, and Modern Languages Abstract This critical analysis of Alcott's novel Little Men examines how a meaningful educa- tt ihoenr et bhya to tpaekne su pp lna ec ew i pn oisnshi ba bi l ii tt ei eds sf op ra ct ehse icralni v ae lsl .oTwh ei ns de i ivdi edausa, l ws thoi cphuarrseu er etarduitlhy ae nv id- da ne nd tt ri na ntshcee nt edxetn, taarlei s et liuncf li ud ea nt ecde st. hPrroeuvgi oh uisn cf or ri tmi caatl i po enr as pb eo cutti vAelsc ohtat v' se onwo tn eumppbhr ai ns gi zi ne dg tl ehaev iinnsgi ga hgtaspt ht haits sapr at itci al el sset ue kd si etso af inl ld. Idni sacdodui trisoens, tohf i st raarntsi ccleenpdreensteanl itssm h a v e t o o f f e r , Little Men's relevance to modern day readers in light of the ideas it communicates. Key Words: Louisa May Alcott, Little Men, critical essay, education, spatial studies, transcendentalism, 20th century American literature
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