To: Dr. Steve Flaherty From: Nathan Goodrich Date: 7/5/2017 Subject: Reading Response for “Is Silence Killing Your Company” Introductory Paragraph One of the core values of American culture is the notion of free speech. Americans are able to say whatever we want without fear of retribution from the government, but free speech does not protect workers from reprisal in the work place. According to the authors, silence within an organization comes at a high price to both the organization and the individuals working within the organization. While a lack of open expression may be comforting to both employees and management at times, creativity and productivity are often sacrificed when corporate culture rewards falling in line as opposed to freedom of expression. Summary of Major Points Point 1: The authors discuss the tendency of employees remaining silent in order to keep from damaging their value as opposed to speaking up to increase their value. The article uses the example of …show more content…
To emphasize this point, the author discusses the ramifications of the meeting discussed in Point 1. Linda becomes silent when interacting with Robert, but she beings to tell others within the organization of the poor treatment she received. This caused damage to both Robert and the organization. “Every time we keep silent about our differences, we swell with negative emotions like anxiety, anger and resentment. Of course, we can go on for a long time pretending to ourselves and others that nothing is wrong. But as long as the conflict is not resolved, our repressed feelings remain potent and color the way we relate to other people. We begin to feel a sense of disconnection in our relationships, which in turn causes is to become increasingly self-protective” (Perlow & Williams,
Chapters 5 and 6 in Extraordinary Relationships gave a good introduction into new concepts relating to Human Interactions and Relationships. These new concepts give a better idea in understanding relationship patterns and the various emotions that come along with relationships. Two concepts that stood out to me that were discussed throughout the chapter were relationship patterns and relationship emotions. Over time many relationships develop their own unique patterns. In many cases these patterns have been part of the individual all along. Gilbert (1992) states “Usually what people do in a relationship crises is more of the same thing they have been doing, only more intensely and more anxiously” (pg.36). When individuals go through relationship
In this companion book you will find out why it is important to keep your closest relationships in check because you can lose them over the smallest things.
A healthy flow of upward and downward communication ensures that the communications between managers and employees is complete. For example, in 2010, Kroger surveyed over 200 thousand employees in its “Associate First Tracker survey” and found the feedback both invaluable and “humbling.” Kroger then communicates the findings with their employees who participated which will then generate a new dialog in regard to what the next steps should be (Orgel, 2010). The final channel of communication is the use of horizontal communications between coworkers. This can...
...due to fear. Sometimes an employee may be having an issue but fails to deliver it due to fear if getting sacked bearing in mind that the cost of living is very high. A situation may appear that due to this gap, something might crop up either the employees trying to harm the employers and before it is realized a loss has already occurred. It is good to be open in work places and to have forums where people can state what they think would be the appropriate measures to take for company or organization growth. Information should be shared freely within an organization.
In Maxine Hong Kingston’s essay, “The Misery of Silence,” the style is a mix of repetitive events and experiences the narrator goes through explained with descriptive adjectives written throughout a relatively fast paced essay. The author starts the introduction with an example of how hard it is for the narrator to speak English, “‘What did you say?’ says the cab driver, or ‘Speak up’, so I have to perform again, only weaker the second time.” Another example of a tragic experience is found later in the essay, “I hoped that she would not cry, fear breaking up her voice like twigs underfoot. She sounded as if she were trying to sing though weeping and strangling. She did not pause or stop to end the embarrassment. She kept going until she said
Never become complacent and let my interpersonal relationship becomes stagnant, which can lead to resentment and conflict. Weighing the cost verses the rewards may not always be the solution for my relationship; simply, because the cost may ultimately outweigh the rewards. The need for autonomy can have reverse effects and may not lead to the closeness that’s expected. In, turn the very thing that, I try to be open about in my relationship can inadvertently cause me to protect my feelings in the
The relational turbulence model of Solomon and Knobloch (2004) explains why transitions causes turmoil in a relationship. Relational turbulence is the individual’s tendency to be cognitively, emotionally, and behaviorally reactive to relationship
Within an organization one of the key tools that they use is that of: communication. Communication is a primary key to any organization and without it there is no cohesion, no leadership, and no functionality. As communication begins to diminish, so does the organization – as one article puts it: “These new economic…. imperatives have significantly contributed to the demise of the old classic command-and-control bureaucracy…” (Tiernan et al, 2002, 47-48). From what this article states, the lack of communication has led to a semi-collapse of the mechanistic structure of an organization. Though communication does seem like a huge factor of an organization, communication does not come without its troubles within the inter-organizations; if there is communication going on in a company, there is going to also be a lack of communication. When a company has employed thousands of people (or maybe just a small amount) they are hiring a whole selection of individuals to work as whole group in unity – though this does seem like an amazing idea, these sets of individuals will have quite ...
Karen Horney “Distrust between sexes” proceeds go into the different aspects of Love and Relationships. In this book Horney gives examples on how women deal with emotions which transitions from childhood to adult life. The fundamentals of documentation are displayed in unavoidable ways in most occurrences people run into. People are blind to the fact that love in relationships can be destroyed by overt or covert? In some cases lack of sympathy is then blamed, when relationships don’t work out between two individuals. Some couples fall into social, economic defaults which impacts the relationships. These are issues people never stop to think about, all they want to do is shift the blame to one another in a relationship. Self-preservation is a basic instinct for everyone and is present at birth. This can enhance the natural fear of losing ourselves in a relationship (Horney 1930). In Horney discussions I found that a person only feels despair because of the deep emotions of abundant from “Love” during childhood. That can develop more mixed emotions that turn into mistrust, which causes delusions that tell them they are not getting love from their partner (Horney 1930). With these types of feelings mistrust sips into relationships, starting from a child carries over into adult life. Reasons are when a child comes into the world learns everything it needs to know from its parent. If the child’s emotional needs are not taken care of when the family increases, the child will feel a need to compete for affection from the parents, which could turn into a painful situation. With this being said the child grows into an adult with suppressed aggression. If he/she has not learned how to deal with...
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Sharpsteen Don J. and Lee Kirkpatrick. "Romantic Jealousy and Adult Romantic Attachment" Journal of Personality And Social Psychology Vol. 72 (3) March 1997: 627-640. American Psychological Association
It appears that, when employees who were responsible for sales, could not achieved the desired goals, preferred not to say anything and instead, enroll in unethical behaviors such as opening accounts without the client’s approval. It seems that they decided to handle the situation the way they did because they did not feel comfortable about speaking up and addressed the problems to their supervisors. I looked like they kept silence because they did not want to create any problems or conflicts and preferred to maintained the artificial harmony established within the company. All this behavior led to believe that the whole problem started not with the fear of conflict but with one dysfunction lower, Absence of trust. How do we expect that the employees feel comfortable about speaking up about how they feel and the things they do not feel good about if they don’t trust their supervisors or even their
It is this capability of the management to cultivate communication that is important towards effective engagement with the employee (Albrech, 2011). It is not just a one-sided affair of a company engaging employee, but also mutual loop where the employee is also engaging the company. After all, it takes two hands to clap. “Voice must be approached in a genuine and authentic way, and treated as more than just a cosmetic exercise. An authentic use of voice means that when the employee is invited to speak up, the company in return will both listen and will respond to what the employee says, even if just to explain why they cannot carry out a request for change. Feedback is vital and action must be seen to follow.” (Dromey et al, 2012, p.17).
Let employees at all levels of your organization know that their voices will always be heard, and respond promptly and reasonably to employees’ issues. This can prevent bad feelings from festering and growing into resentment and bitterness. Conflict is best handled quickly and openly. (Ingram, n.d.)
Internal communication is a key to succeed and every company’s internal communication is different some way or the other. Informing employees about salaries, benefits and end of the year bonuses is not consid...