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Field of study in communication studies
Within the realm of communication studies, organizational communication is a field of study surrounding all areas of communication and information flow that contribute to the functioning of an organization Organizational communication is constantly evolving and as a result, the scope of organizations included in this field of research have also shifted over time. Now both traditionally profitable companies, as well as NGO's and non profit
organizations, are points of interest for scholars focused on the field of organizational communication. Organizations are formed and sustained through continuous communication between members of the organization and both internal and external sub groups who possess shared objectives for the organization. The flow of communication encompasses internal and external stakeholders and can be formal or informal.

The field traces its lineage through business information, business communication, and early mass communication studies published in the 1930s through the 1950s. Until then, organizational communication as a discipline consisted of a few professors within speech departments who had a particular interest in speaking and writing in business settings. The current field is established with its own theories and empirical concerns distinct from other fields. Several seminal publications stand out as works broadening the scope and recognizing the importance of communication in the organizing process, and in using the term "organizational communication". Nobel laureate Herbert A. Simon wrote in 1947 about "organization communications systems", saying communication is "absolutely essential to organizations". W. Charles Redding played a prominent role in the establishment of organizational communication as a discipline. In the 1950s, organizational communication focused largely on the role of communication in improving organizational life and organizational output. In the 1980s, the field turned away from a business oriented approach to communication and became concerned more with the constitutive role of communication in organizing. In the 1990s, the rise of critical theory garnered influence within the field as organizational communication scholars focused more on communication's ability to both oppress and liberate organizational members. This shift in thought arose from the French postulations brought about by theorist Michel Foucault. Foucault is often revered as the father of Post modern thought and has been described as a “radical relativist” by contemporaries such as Camille Paglia. From the 2000s onward, organizational communications experienced a “discursive turn”. This turn started in the 1980s with the rise of globalization and explains the changed relationship between organizations and governments. After 1980, interpretive and critical organizational communication research expanded rapidly and combined with functionalist research, creating a much more varied and complex landscape. Governments around the world became increasingly interested in multilateral organizations and began supporting their goals and interests; this factor increased the profits for investors who were able to capitalize on the changes occurring. In the early 2000s, organizational communications saw discoveries of illegality and corruption, which led to the bankruptcies of extremely large organizations (Ex. Arthur Anderson). As a result, it changed how people see ethics and corporate social responsibility in organizational communications. Organizational communication became richer and more fragmented as structural functional perspectives waned. For the future of this field, it is inevitable that diversity will lead to intellectual competition, and that hierarchy will be established among perspectives. In the most recent history of the last five years, organizational communications have seen huge differences in how public opinion sees mass media. This shift has led to began to move away from traditional news sources like the newspaper and rely more on social media like Twitter for their news sources. With this change, communication is more vulnerable to things like “fake news”; however, it gives all members of the public the capability of sharing their stories. With the rapid advancement of technology, there is no telling how far the field of organizational communications will advance in years to come.

Organizational communication refers to exchanging and transmitting information between individuals and groups within an organization. Communication is a central function of organizations, as the success of an organization is reliant on individuals coming together for the benefit of organizational success.

Organizational communication extensively covers what communication techniques are appropriate and effective in specific scenarios with a focus on effective management.

According to Shockley Zalabak, the functional tradition is "a way of understanding organizational communication by describing what messages do and how they move through organizations." There are different functions within this process that all work together to contribute to the overall success of the organization, and these functions occur during the repetition of communication patterns in which the members of the organization engage in. Henri Fayol's work on classical management identifies five elements of management suggesting tasks for managers; planning, organizing, command, coordination, and control; and six principles of management suggesting how managers might enact the aforementioned elements of management; scalar chain, unity of command, unity of direction, division of labor, order, and span of control; relative to this approach.

The human relation approach is based on several different theorists such as: Elton Mayo, McGregors's Douglas, Abraham Maslow, Mary Parker Follett's and Argyris. The main idea of the human relation approach of organizational communication is that the theory compares organizations to a family. As this theory compares organization to a family, it focuses on workers satisfaction and the relationship within the organizations more compared to the work performance element. The human relation approach emphasizes the importance of employee attitudes, and encourage organizations management team to focus on interpersonal relationships, group dynamics, and leadership styles in achieving organizational effectiveness. It attempts to unearth how directing attention at these areas can helps managers and other organizational actors motivative employees in order to increase productivity and organizational functioning.

The systems approach to organizing views organizations as complex organisms and sees interaction with the external environmental as essential to survival. Processes of exchange are central to this approach; the concept of input throughput output identifies how this process is identified within this system. An organizational constitutive approach views communication processes as a means of forming and maintaining organizations. Ideas of communication have evolved throughout history. As a practical solution to contemporary social problems, the constitutive model is presented. For example, traditional ideas and institutions are eroding, cultural diversity and interdependence are increasing, and democratic participation in social reality is in high demand. Similar to the critical approach, feminist theory highlights power relations in organizational structures and institutionalized male domination as an instrument of oppression against women. The underlying assumption in feminist organizational theory is that women generally adapt to male norms within the workplace but are still subject to female stereotypes. The feminist approach aims to identify structural and cultural barriers in the workplace and how to eliminate them.