Choosing when to speak up and when to remain silent in social conflicts
Moreover, Harry carefully framed the ensuing discussion to avoid blame and instead focus on the larger problem they all faced. Its effect is determined by how it is used and how one relates to it.
It may be fruitless, for example, to raise a tough issue with your boss when you face an impending deadline—unless speaking up is important for the task at hand and there really is enough time to work through the issue.
Tangirala and Ramanujam suggest that organizational pride should be enhanced in the minds and souls of workers. Breaking the Spiral of Silence How do we get ourselves and others to speak up?
Why is it important to speak up when injustice is being done
That doesn't mean that everything in your brain is worth communicating, but with a little discretion and thought, you should be able to bring value in most situations. In the past, employees were handled as machines and less like people. Employee silence causes the most damage when employees and supervisors do not meet on a regular basis. In doing so, managers might conduct interviews with employees and disperse surveys. There are distinct organizational groupings or divisions, such as masculine or feminine, subordinate or dominant, manager or employee, that can influence silence. Can we forgive ourselves and the other for what has happened? Indeed, Are we in Parent, Adult or Child mode?
Individuals are frequently convinced that keeping quiet is the best way to preserve relationships and get work done.
Employee silence causes the most damage when employees and supervisors do not meet on a regular basis. This silence can be intentional or unintentional; information can be consciously held back by employees.
Why is it important to speak up essay
Conversely, the passive-aggressive attitude is more engaged. If our work depends on divergent thinking, these less-effective processes may in turn result in problems that take time and attention to resolve. Explore the Archive Loading Overstretched workers become more overstretched; managers already focused on crises become all the more so. Its effect is determined by how it is used and how one relates to it. Silence can bond or divide. Of course, nobody likes to be the one to break the ice; in the face of personal conflict, passivity always feels safer than action. And so the process continued, as the project fell further behind schedule. Both employee and supervisor need to deal with the situation because employee silence usually stems from higher management down to lower level employees, which is the cause of the indifferent employee. It is frequently difficult for managers, for instance, to give negative performance feedback to subordinates—especially in organizations that place a high value on being polite and avoiding confrontation.
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