TEXTO 2
Reconceptualizing social skills in organizations
Few researchers have attempted to systematically study competence within the organizational context. Monge, Bachman, Dillard, and Eisenberg (1982) tested a model representing a performance-based (behavioral) approach. The Communication Competence Questionnaire (CCQ) measured two macro-level skills, encoding and decoding. Although this was a positive move toward measuring organizational communication competence the CCQ focused primarily on skills necessary to accomplish work tasks, and did not include relational forms of communication. These researchers consider organizational communication relationships between coworkers or with supervisors as "non-interpersonal" (p. 507), overlooking relational forms of communication as essential to workplace communication.
Jablin et al. (1994) provide a continuum of employee communication progressing from precompetent to overcompetent. The pre-competence stage is when a newcomer to an organization "has not yet developed the capacities necessary to communicate competently in a particular environment" (Jablin & Sias, 2001, p. 828), and threshold competence is achieved when an employee eventually meets basic communication qualifications for his/her specific job description. This approach assumes that through the screening process, socialization, and training in the company, most employees achieve the threshold level. Next, workers move toward a proficient level of competence, in which the employee uses competent scripts to select and perform messages. Finally, Jablin and Sias (2001) describe the overcompetent level as a once- competent communicator who now relies on old scripts instead of developing new scripts for new or changing situations.
Eventually poderia ser substituído por:
