As the name suggests, Transparency written by Warren Bennis, Daniel Goleman and James O’Toole, focuses on the concept of honest and accurate information that flows from the top down and the bottom up. The authors contend that information must flow freely throughout an organization that has internalized a culture of trust for it to be truly effective. It is the level of trust among people that determines the type and quality of information they will share with each other. In order to instill trust, the information must be relevant and timely so as to truly capitalize on the talents of all stakeholders. Therefore, an organization must be transparent with the people who work for it in order to be transparent to the people that support it. It is leaders who must cultivate and support this culture of trust and openness as this is a critical aspect to the success of an organization.
For most organizations, perception is reality. That reality is often derived from the communications that are imparted. In relation to schools and school systems what and how things are communicated to s...
After reading chapter three Alternatives to Self-Disclosure I have concluded a benevolent lie is when someone manipulates the truth to benefit the situation, but not with the intentions of harming anyone in the process. This type of lie is better known as the harmless little white lie that is intended to protect those we tell them too. Learning about this topic pointed out how often it happens without notice, for example my little girl just lost her front teeth and asked me if she will look pretty for her school pictures. My reply was “You’re going to be the most beautiful girl in the world!” Don’t get me wrong, she is beautiful to me no matter what, but not to the world. I just want her to have self-confident in her smile. The most common
Leaders who treat their employees with fairness, honesty, and provide frequent, accurate information are seen as more effective. According to Robbins and Judge (2014), “trust is a primary attribute associated with leadership and followers who trust a leader are confident their rights and interest will not be abused” (p.193). The old General Motor Corporation had eleven different CEO’s from 1923 until 2009 each with their own unique leadership style, which directed employees toward the organization goals. Unfortunately, many of the top level managers under the CEO’s had the tendency of filtering out information that did not match up with their pre-conceived notions about a particular issue and they lacked upward communication. One consumer goal of General Motors was to build trust in the company so people would be repeat customers, but building trust between employees and establishing an ethical culture was not a top priority of the organization. Goal directed leadership alone is important, but differs from a structure of leadership based on ethics. It is important to note, that effective leadership may not be the same as leadership founded on ethical principles. Business competence must exist, along with personal leadership accountability in ethical decisions. Within the General Motors organization, ethics and leadership did not interconnect; there were misalignment between the
Only now is evidence emerging testifying to the fact that much of the criticism leveled at public schools is exaggerated and misplaced. It is easy to forget that schools reflect what is happening in society, not cause it. Schools of today have recently shown that they are performing better than ever. Unfortunately, the traditional challenges confronting schools have increased dramatically and broadly as the world and students have changed. Now schools are facing drastic change -- necessary change that must take place quickly so students are able to cope in a dramatically changing world of the future. All of the criticism creates fear in teachers and administrators rather than a desire to embrace change.
A school’s lifeblood is its students however, a school’s lifeline stems from the community partnerships that it forms and retains over the years of its existence in the community. Just as times change, so does the list of potential partners within the community. One of the most valuable resources a school can use in its quest to form community partnerships is the faces, voices, and support of its leadership staff. Schools typically have an internal chain of command; however, the quest for partnerships requires that the chain of command, littered with bureaucratic red tape, be abandoned in exchange for one where those in decision-making positions are more easily accessible to members of the community. The following is a
The general meaning of transparency implies openness, or see-through, which is then applied to socio-politics with regards to accessing information and governmental records to better enable knowledge sharing and accountability. Finel and Lord (1999) define transparency as legal, political, and institutional structures that make internal information about a government and society available to actors both inside and outside of domestic political systems. According to Ann Florini (1998; 2002; 2008), transparency is the opposite of secrecy and a choice encouraged by changing attitudes about what constitutes appropriate behavior. Gupta (2008) and Mason (2008) further highlight the complex, contested, and important nature of transparency as a tool
Employees, investors, suppliers and customers alike eventually reach a decision point in a relationship when they decide where to place their trust and with whom. Leaders are judged on what they do to win trust, and the sincerity and consistency of their effort to retain it. Leaders win trust by communicating openly and often, having a clear and committed communications policy, strategy and processes, initiating formal and informal communications programs and regularly assessing their own communications effectiveness and that of their team and their organization.
Internal reputations, authentic leadership, and transparent communication in an organization are all related. Employees who are managed by fair and authentic leaders described their organization more favorably. A positive internal reputation projects more credibility for the organization. Transparent communication helps employees have a better relationship with leaders and in turn, the organization has a better brand and are more trusted by the public (Men, 2014).
The initial hypothesis for this assignment was that in order for a school to succeed then a mixture of both formal and informal methods of communication are needed. The evidence collected from examining literature based around this subject appears to concur with this idea so the next step was to analyse the data gathered from the questionnaire to see whether staff opinions in school supported my original hypothesis.
Honesty not only encourages open communication between the employer but also with the employees and their co-workers. It typically leads to effective peer team building relationships with in any organization. When workers are honest about the various aspects of their jobs good or bad and need improvement the employer can take the appropriate action and fix certain situations. Employers also have a responsibility to hold up honesty and integrity. Those employers that are open with all of their employees about company policies and changes that affect not just the organization but the employees as well are more trustworthy and tend to have a great employee consistence rate than other employers that do not practice business like
Two key concepts are behind the model. First, trust is built through the disclosure of information about oneself. Secondly, through constructive feedback from peers and subordinates, leaders can learn about themselves and deal with personal problems or faults. This feedback, if given in a constructive manner, can help organizations build teamwork and create...
Growing up in the education system, it is often hard to peek around that curtain separating the daily on goings of school with the organizations and those who oversee students. When I was in high school I got my first glimpse b...
When implementing change a common vision shared by all is crucial. Leadership is one of the key elements in making this transition. Hall and Hord (2006) describe change as a process, not an event. With the complexity of implementing a school improvement effo...
Organizational trust is necessary for businesses, as it benefits both the organization and its stakeholders; a stakeholder being an employee, customer, supplier, or bondholder. In Cheney (2009) reading, he referenced three major communication levels in terms of communication related situations, two of which being deception and concealment. Mistrust in an organization occurs when there is isolation, self-interest, and self-preservation; deception and concealment are a part of a lack of communication that can lead to issues and crisis situations. There is an importance to communicate to develop trust, trust is a necessary component of human life that facilitates cooperation and organization. There are three subcategories of trust (trusting beliefs) that Kodish (2017), highlights in her article that relates to ethical imperatives: competence, integrity, and
In order to be an effective school, all school personnel must work together in a friendly, caring, polite, and respectful manner. There are a number of positions and employees in a school. “A school is a complex social system, and all the people in it contribute to making it run smoothly” (Kauchak & Eggen, 2014, p. 182). It’s important to acknowledge the contributions of all staff and faculty members. The principal, leader of the school is the ...