The Effect Of Organizational Silence On Organization Behavior, Job Performance, And Creativity

Organization is a very diverse and rich place where in different types of personality come in contact. They come from different family background, beliefs, upbringing, attitude etc and other factor that affect the personality. Sometimes conflict arises due to individual differences thus this result to the study of human behavior in organization to better understand each member of organization what contributes to their behavior, how can their attitude/ behavior affects performance and productivity that contribute to the organization as a whole.

In any organization effective communication forms an essential part of the organization’s growth and progress. However, it has been seen that this is not always the case. This istrue in today’s globalized world when one has employees coming from different ethnic, cultural and religious backgrounds working together. If the reasons for communication failure are examined it has been found that they fall in four distinct categories. These are:

Alan’s attitude generates a tense relationship between him and his employees. In the future, they are not going to tell him what difficulties they are having which can decrease productivity. Also, if Alan practice good listening skills, he will be able to have a good communication with his employees to avoid misunderstandings and confusions in the different tasks assigned. In conclusion, Alan’s listening skills can produce a negative environment that can affect not only job performance, but also emotions between his employees.

A leader must listen to its followers and vice versa. Both Gardner and Wooden in their books provide examples that both ineffective and effective communication can affect a group or organization—for better or worse. However, through positive open communication that is produced from the group can lead to positive and effective improvement (Wooden, 2005, p.198-201; Gardner,1990, p.86) for the work environment and respectability between leader and follower.

Sincerity corresponds with silence for when you do speak you want it to be sincere all the time. Industry ensures that you work hard and order giving you more time to complete the rest of the task. This includes justice to help us get along with our fellow humans and moderation and frugality to help us know that to

Those individuals with high job satisfaction tend to have positive feelings towards their job, their colleagues and the company that hired him or her. On the other hand, those who are not satisfied have strong negative notions towards their organization (Robbins and Judge, 2015). Employee involvement has a direct correlation with job satisfaction. Companies that allow their employees to be involved in the decision-making process and give them the freedom to show their talent through their work, has become the forefront of employee engagement. For many years, businesses have been following archaic traditions in the sense of people would go to work, complete their hours under supervision and go home. Today, employees look forward to going to work for a company where the workplace is more friendly and connected (Suma and Lesha,

In general conflict resolution is mostly concentrated on the conflicts that have occurred in the public. In this report I have tried to explain the circumstances that lead to conflict in workplace. This report analyses the situation using organizational behaviour concepts and gives an alternatives to avoid this kind of situations in future and my learning’s.

An organization’s capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business results. Some of the advantages of Engaged employees are • • • • Engaged employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. They will normally perform better and are more motivated. There is a significant link between employee engagement and profitability. They form an emotional connection with the company. This impacts their attitude towards the company’s clients, and thereby improves customer satisfaction and service levels • • • • • • It builds passion, commitment and alignment with the organization’s strategies and goals Increases employees’ trust in the organization Creates a sense of loyalty in a competitive environment Provides a high-energy working environment Boosts business growth Makes the employees effective brand ambassadors for the company

As it may not seem like a conscious choice, any time an employee offers an excuse for a poor performance, he or she is trying to clear themselves of any responsibility. This can create tension between the employee and the manager as the executive’s focus tends to be not on the excuse itself, but on the issue of responsibility. Along with excuses, silence acts in a negative manner for many reasons; it is obvious that it makes the employee feel awkward. Silence can also be used as manipulative power play as well as a means of intimidation which can lead to a multitude of other negativities such as irrelevancies and misconception.

All organisations should explore the engagement within its operations as having a handful of disengaged employees will suddenly multiply and increase tenfold. In order to

The case study NOT AS EASY AS 1, 2, 3 is facing with some significant problems in the organizational behavior that could have negative affect to employees’ performances, motivation, counterproductive behavior, and organizational citizenship etc. Yet, there are several issues in this case study but the author is focusing on six particular problems in ABC Consulting organization described as follows:

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.

Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).

Communication is essential in all facets of an organization. It can aid in decision making, planning and conflict resolution. The ability to effectively communicate allows facilitation of relationships between superiors and subordinates; essentially this creates higher job satisfaction (Dogra, A., 2012). Open communication where employees have opportunity to voice their ideas and concerns, corelates to employees feeling a sense of value within the organization, which creates motivation (Dogra, A., 2012). Furthermore, in conjunction with these ideas, a sense of partnership and loyalty begin to develop between subordinates and superiors. The responses to this are typically seen in greater responsibility being given to the subordinate.

One’s behaviour, social interaction and social relation, are hugely moulded by his/her religion (Abuznaid, 2006). Islam, as a way of life, which derived its knowledge from ontological sources, namely Al-Qur’an and Sunnah, provides a comprehensive guidance that covers every aspects of life, not only as an individual but also as a member of a larger community. In the context of management, an individual behaviour or attitude at workplace plays an important role especially those in a position of authority and influence as it directly shapes ‘corporate culture’ (Hamidi, 2006). In an empirical study conducted in Bangladesh by Hossain, a positive relationship discovered between organisational performance and the knowledge and principles of