Organizational Silence
MM2021 Management & Organization
Individual Assignment
Introduction
In the past decade, many scholars have done a lot of research concerning organizational silence. Their main foci are on the kinds of issues that employees felt unable to talk to people above them and the reasons behind why they think that they should not speak up about concerns or problem (e.g. Milliken, Morrison & Hewlin, 2003). It is, however, not much research has been done to further analyse the underlying cause of organization silence. Therefore, in this paper, I will try to use the nature of human being, selfness, to further analyse and explain the research results done by previous scholars in respect of organization silence.
The main objective of this paper is not to disapprove any existing research results concerning organization silence. On the contrary, the purpose of this paper is trying to provide a deeper explanation of why employees tend to keep quiet when they have problem or issues that concern them at work. Therefore, this paper is a supplementary of those existing research regarding organization silence.
The method I am going to use to support my research consists of two parts. The first part is that based on existing research results concerning organization silence. And the second part is that based on my own interview results of which the interview was specially designed to provide information for this paper. Using the above two components, the underlying cause of organizational silence is going to be further analysed and explained. In additional, other models which are related to organizational silence will be used to justify my findings. At the end of this paper, several suggestions will be provided as my advice for managers to improve the organizational silence.
Review of existing research results
Since this paper is a supplementary of those existing research results regarding organizational silence, so I am going to provide a review of those existing research
Individual Assignment
Introduction
In the past decade, many scholars have done a lot of research concerning organizational silence. Their main foci are on the kinds of issues that employees felt unable to talk to people above them and the reasons behind why they think that they should not speak up about concerns or problem (e.g. Milliken, Morrison & Hewlin, 2003). It is, however, not much research has been done to further analyse the underlying cause of organization silence. Therefore, in this paper, I will try to use the nature of human being, selfness, to further analyse and explain the research results done by previous scholars in respect of organization silence.
The main objective of this paper is not to disapprove any existing research results concerning organization silence. On the contrary, the purpose of this paper is trying to provide a deeper explanation of why employees tend to keep quiet when they have problem or issues that concern them at work. Therefore, this paper is a supplementary of those existing research regarding organization silence.
The method I am going to use to support my research consists of two parts. The first part is that based on existing research results concerning organization silence. And the second part is that based on my own interview results of which the interview was specially designed to provide information for this paper. Using the above two components, the underlying cause of organizational silence is going to be further analysed and explained. In additional, other models which are related to organizational silence will be used to justify my findings. At the end of this paper, several suggestions will be provided as my advice for managers to improve the organizational silence.
Review of existing research results
Since this paper is a supplementary of those existing research results regarding organizational silence, so I am going to provide a review of those existing research
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