Rumors And Rumor Control

This book offers a thorough examination of rumors and proposes strategies for organizations to use in combatting rumors that occur both internally and externally. Author Allan J. Kimmel explores the rumor phenomenon and distinguishes it as a distinct form of communication. He looks at psychological and social processes underlying rumor transmission to understand the circumstances under which people invent and circulate rumors. In addition, he examines how rumors are spread--both interpersonally and through mediated processes--and offers strategies for organizations to respond to rumors when they surface and methods for preventing their occurrence. Numerous examples are provided of actual rumor cases for which managers either successfully or unsuccessfully coped, including such companies as Procter & Gamble, McDonald's, Snapple, Pepsi-Cola, and Gerber. Intended to serve as a comprehensive compendium of strategies, this book was written with two objectives in mind. The first is to shed light on the often perplexing phenomenon of rumor by integrating disparate approaches from the behavioral sciences, marketing, and communication fields. The second is to offer a blueprint for going about the formidable tasks of attempting to prevent and neutralize rumors in business contexts. With these dual goals in mind--one theoretical, the other applied--this book will be of equal interest to both academics and managers in a wide range of professional contexts. In addition, it will guide organizational and marketing managers in their efforts to combat the potentially destructive consequences of rumors.

This book offers a thorough examination of rumors and proposes strategies for organizations to use in combatting rumors that occur both internally and externally. Author Allan J. Kimmel explores the rumor phenomenon and distinguishes it as a distinct form of communication. He looks at psychological and social processes underlying rumor transmission to understand the circumstances under which people invent and circulate rumors. In addition, he examines how rumors are spread--both interpersonally and through mediated processes--and offers strategies for organizations to respond to rumors when they surface and methods for preventing their occurrence. Numerous examples are provided of actual rumor cases for which managers either successfully or unsuccessfully coped, including such companies as Procter & Gamble, McDonald's, Snapple, Pepsi-Cola, and Gerber. Intended to serve as a comprehensive compendium of strategies, this book was written with two objectives in mind. The first is to shed light on the often perplexing phenomenon of rumor by integrating disparate approaches from the behavioral sciences, marketing, and communication fields. The second is to offer a blueprint for going about the formidable tasks of attempting to prevent and neutralize rumors in business contexts. With these dual goals in mind--one theoretical, the other applied--this book will be of equal interest to both academics and managers in a wide range of professional contexts. In addition, it will guide organizational and marketing managers in their efforts to combat the potentially destructive consequences of rumors.

This volume examines organizational change from the employee's perspective.

Are race-related rumors rooted in the personality traits of the individual? Are they a kind of "improvised news" for a community? Do they come and go at random or form definite, recognizable patterns? What role do the news media play in spreading rumors? These and other questions are treated in this classic study, now available in paperback with a new introduction by the author, of how and why rumors emerge in connection with racial disorders. Included is an examination and critique of the three major models of rumor formation: the psychological approach, emphasizing the emotional needs and drives of the individual; the functional approach, which views rumors as a form of "improvised news"; and the conspiratorial approach, which sees rumors as deliberately planted and not spontaneous. The author's "process model" of rumor formation is based on the premise that rumors cannot "cause" violence and that violence cannot "cause" rumors. Both are viewed as parts of the same process. Rumors are seen as just one of a series of determinants, each of which increases the likelihood of a collective outburst. Among the determinants examined are: conditions of stress; a rigid social structure supported by a racist ideology; and a hostile belief system (or negative set of generalized perceptions) held separately by different groups. Race-related rumors are functionally tied to the latter point and crystallize, confirm, and intensify these beliefs by linking them to actual events. Hundreds of pertinent rumors are documented from local newspapers and investigative accounts. An exhaustive, systematic inquiry is made into the series of disorders that occurred between 1967 and 1970. The role played by rumors during these disturbing times is examined and compared to earlier periods of unrest. Implications for public policy are explored along with a hard look at rumor-control centers. The influence of the police and other public officials as well as the news media are

This book combines two classic topics in social anthropology in a new synthesis: the study of witchcraft and sorcery and the study of rumors and gossip. First, it shows how rumor and gossip are invariably important as catalysts for accusations of witchcraft and sorcery. Second, it demonstrates the role of rumor and gossip in the genesis of social and political violence, as in the case of both peasant rebellions and witch-hunts. Examples supporting the argument are drawn from Africa, Europe, India, Papua New Guinea, Sri Lanka, and Indonesia.

In ""Rumor Psychology: Social and Organizational Approaches"", expert rumor researchers Nicholas DiFonzo and Prashant Bordia investigate how rumors start and spread, the accuracy of different types of rumor, and how rumors can be controlled, particularly given their propagation across media outlets and within organizations. Rumors are an enduring feature of our social and organizational landscapes. They attract attention, evoke emotion, incite involvement, affect attitudes and actions - and they are ubiquitous. Rumor transmission is motivated by three broad psychological motivations - fact-finding, relationship-enhancement, and self-enhancement - all of which help individuals and groups make sense in the face of uncertainty. Rumor is closely entwined with a host of social and organizational phenomena, including social cognition, attitude formation and maintenance, prejudice and stereotyping, group dynamics, interpersonal and intergroup relations, social influence, and organizational trust and communication. Organizational rumors, in contrast with natural disaster rumors, tend to be highly accurate, with accuracy being affected by cognitive, motivational, situational, group, and network factors. DiFonzo and Bordia describe how managers can most effectively manage and refute rumors and infer that employee trust in management inhibits rumor activity.