Running head: SYMBOLIC CONVERGENCE THEORY

Symbolic Convergence Theory in the Literature

Colin J. C. Lippert
Queens University of Charlotte
Colin.lippert@queens.edu

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This review will discuss and examine the past and present
research surrounding the symbolic convergence theory and how this
theory is being discussed, applied and manipulated by researchers in
the field. Four of the scholarly articles will examine the symbolic
convergence theory as it is recognized today, and the final scholarly
article will examine the relationship between symbolic convergence
and organizational culture/performance. The audio presentation
attached to this review will present an everyday example of how
symbolic convergence theory is witnessed and carried out in sports
teams, specifically the fans of the team.
The symbolic convergence theory belongs to Ernest Bormann,
who picked up where Robert bales left off and developed the findings
into more extensive studies (Griffin, 2015). In doing so he discovered
[this] general communication theory that would act as a foundation for
discovering other special and more specific theories. General
communication theories apply to a wide range of situations and often
provide opportunity for more specific theories to manifest (Hirokawa &
Poole, 1996). Symbolic convergence theory explains how small groups
work together to accomplish a shared goal. For example, a group of 4
people who all want to hike and make it to the top of mount Everest
together. What Bormann discovered was people often create and share
fantasies when working together towards a goal, these fantasies act as
shared meaning that can go on to create a group consciousness. This

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dramatization often led to stronger group cohesiveness as well as

social liking towards the other group members (Griffin, 2015).
Nijland, Aarts and Renes (2013) analyzed hands-on experts
working for, or in collaboration with the traveling circus in Netherlands.
The purpose was to get insight on the perceptions of these experts, as
they are concerned with animal welfare. The authors suggest symbolic
convergence theory is relevant for examining how perceptions can
differentiate between people. Within the circus the authors interviewed
trainers/performers, former trainers/performers, veterinarians, and
shelter owners (involved with the circus). They found that each group
had shared values, norms, interests, convictions, and knowledge with
the fellow group members. Suggesting that sharing daily experiences
while working for the circus allowed for members to develop a group
consciousness outside of the other groups. Meaning, there were more
than one set of cultures that affected employees perception towards
animal welfare.
This article does not focus on fantasies or narratives to explain
likeminded perceptions, however, the authors assume that fantasies
and narratives are occurring. This however, is a large part of symbolic
convergence theory and without more emphasis put towards fantasies
the bulk of the attention lies with the effect shared experiences has on
a group. By downplaying the role of fantasies the theory goes from a
general theory to less than. This may have been in part to their notion

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that cognitive dissonance was influencing opinions beyond what

symbolic convergence was doing. Which could be because of the
nature of the context, circuses hold a very negative image in reference
to animal welfare, therefore, the forces coming from social pressure
cause individual internal dissonance rather than prompt thoughts of
your group consciousness (from symbolic convergence theory).

In 1923 Aimee Semple McPherson founded the International

Church of the Foursquare Gospel (ICFG). She was able to use her
charismatic speech to bring people together and spread her teachings
and prayer. Underation (2012) wanted to expand the symbolic
convergence theory to larger groups and he saw Aimee McPhersons
timeless work as a prime opportunity. Timeless meaning her words and
teachings were able to outlive her physical presence on this earth.
Underation (2012) suggested that members of a group would struggle
to find cohesiveness from just completing a shared task. Instead group
members would need shared ideas and meaning in order to
successfully develop a culture within the group. This would allow for
group members to tap into the culture when not completing a task.
Underation (2012) identified and outlined four building blocks
present in Aimee McPhersons strategy for gaining the masses. Her
first building block was to look and imagine beyond the present.
Focusing on the present often triggers thinking about oneself rather

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than the larger community (group) and the big picture. The second
building block was geared towards our imagination and our ability to
create symbols and narratives on our own, as well as being provided
mental images of heaven from Aimee McPherson. The third building
block is geared towards positive change. Aimee discovered that using
hope, as an underlying theme to her symbols would have a stronger
effect than fear. This would allow for people to find purpose past our
present being. The final building block is to live and lead productive
lives within and outside the church. With all of the other building blocks
in place, people would start to see the community as a worthwhile unit
and revel in the opportunity to make it stronger by living productive
lives. For example, helping the disabled people in your town take out
their garbage and recycling could be an example of the fourth building
block.
While these building blocks give an idea of how words and action
are able to manifest within people, its important to mention that there
is another large contributor to Aimee McPherson and the Foursquare
Gospels ability to capture and influence people. The presence of there
being a god figure is not discussed to the extent it plays a part in the
equation. While Underation (2012) may argue God is just a shared
fantasy or drama between members, the truth is that religion has had
an intangible effect on human action since the beginning of civilization.
Something in our genetic makeup is geared towards finding or

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believing in a greater purpose. This does not dispel the symbolic

convergence theory, however it may show the power of symbols in
relation to religious strength.
Finally, business practice and where symbolic convergence
theory intertwines with corporate culture and employee motivation.
Employees within an organization share experiences and goals while
operating within a culture, yet current literature does not go in-depth
into this area. Stock et al. (2013) discerned organizations could
manifest a workplace culture specific to innovation by implementing
values and norms. The culture did not have to be specific to innovation
but this study uses innovation as an example. The authors suggest that
by using leadership to implement values and norms, those values and
norms would manifest into artifacts. Values are the intangible
principles that your mind considers socially and economically
acceptable to live by, for example an employee might unconsciously
think, I believe in forward progress. Norms are the expressions of
your prescribed values, for example, every time an employee
completes a task, they make it a habit to see if there is a more efficient
way of completing the task, to match his value of forward progress.
And finally artifacts, these are the physical manifestations of the
values and norms (2013) These artifacts are symbolic and pilot a
company towards greater innovation, often in the form of stories,
events, and physical constructions. For instance, a plaque in the

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hallway recognizing the most innovative employee of the month would

encourage employees to innovate. Stock et al. (2013) found that
values and norms were necessary because they supported the culture
by giving the employees a foundation to work within, but until those
values and norms transformed into artifacts innovativeness would
struggle. Artifacts provided the employees with a concrete goal or
vision for innovating.
A clear comparison can be made between Bormanns SCT and
Stock et al. (2013) however in the workplace example, physical
constructions are often used as symbols rather than just words. Future
research should look to discover how symbolic convergence plays a
part in the office place. For instance, do physical manifestations create
a stronger or weaker convergence than something intangible? After
exploring the surface of symbolic convergence theory it is apparent
that this really is a general theory (Hirokawa & Poole, 1996) and can be
stretched and pulled to help explain group dynamics in many contexts.
I hope to do further research on how organizations can use this
knowledge to create a stronger corporate culture.

References

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Griffin, Em. (2015). A First Look at Communication Theory, 9th Edition.
[VitalSource Bookshelf Online]. Retrieved
from https://bookshelf.vitalsource.com/#/books/0077842456/
Hirokawa, R. Y., & Poole, M. S. (1996). Communication and group
decision-making: Symbolic Convergence Theory. London: Sage
Publications.
Nijland, H. J., Aarts, N. M., C., & Renes, R. J. (2013). Frames and
ambivalence in context: An analysis of hands-on experts'
perception of the welfare of animals in traveling circuses in the
netherlands. Journal of Agricultural and Environmental
Ethics, 26(3), 523-535. doi:http://dx.doi.org/10.1007/s10806-0109252-8
Stock, R. M., Six, B., & Zacharias, N. A. (2013). Linking multiple layers
of innovation-oriented corporate culture, product program
innovativeness, and business performance: A contingency
approach. Academy of Marketing Science Journal, 41, 283-299.
doi:http://dx.doi.org/10.1007/s11747-012-0306-5
Underation, C. (2012). Seeding the Vision: Symbolic Convergence
Theory and Aimee Semple McPherson. Atlantic Journal Of
Communication, 20(5), 274-289.
doi:10.1080/15456870.2012.728120

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