kheru2006

Opening up may be good may be detrimental

The article ‘Be honest and speak up’ dated June 29, 2019 is referred.

How happy are the staff and employees if leaders are opened and allowing us to speak and accept discussions professionally.

How happy are the students if their problems can be delivered either verbally or in writing without fear, worry, anxious and follow-up does not cause them to be blamed or made a 'scapegoat'.

Organizations or institutions benefit when staff and employees feel comfortable by voicing their opinions, suggestions, or concerns, and organizations are better at addressing threats and opportunities.

But most of them will often keep silent, keep and sift through their opinions, concerns or ideas.

In general, there are two views on why: One of them is the perspective of personality, which indicates that many of us inherently lack the disposition to stand and talk about critical issues, that many may be too 'introverted' or shy and afraid to express clearly their views on troops.

This perspective creates a means of settlement such as taking those who have a proactive attitude and are more likely to talk about the truth than power.

On the other hand, situational or situational perspectives are of the view that many refuse and fail to speak because they feel that their working environment is not conducive to it.

They may be afraid of losing huge social cost by challenging their boss.

This perspective leads to a solution that focuses on how leaders or head of department can create the right social norms that encourage subordinates, co-workers to express fears without fear of sanctions.

If personality is the forerunner of speaking ability, situational factors should not be considered as equally important.

This means that those who are labeled as spokesmen will be the ones who do more often.

On the other hand, if the situation or environment becomes the main benchmark for speaking, then one's personality is less important; there will be those who will speak, regardless of their position, when the working environment promotes the conversation, and they will remain silent when the environment does not allow it.

In a survey conducted on a manufacturing plant in our country in 2014, researchers have collected survey data on 291 employees and their supervisors (from 35 teams in total).

Researchers are asking workers to tell how they are looking for opportunities to emit and express their views on their working environment (also known as psychology as an approach orientation); This is how we assess whether employees have the personal courage to speak.

The finding of data analysis found that both personality and environment had a significant impact on the tendency of employees to talk about ideas or concerns.

Staff with a high degree of orientation, who tend to seek opportunities and take more risks, often talk to the idea as opposed to the orientation of the lower approach.

And trustworthy and confident staff will suggest more ideas than those who do not feel it is part of their job.

But the findings show that strong environmental norms can overwhelm the influence of personality on the desire of employees to speak at work.

Even if someone has a low orientation approach, they will talk when they think it is very necessary for the good at work.

And for someone with a high-approach orientation, they may be less likely to talk because they are worried that when speaking the situation is discouraging or may be badly affected.

The data findings support the perspective of the situation is better than the perspective of personality.

These findings show that if you want employees to talk, work environment and team social norms are important.

Even people who are most likely to raise ideas and suggestions may not do so if they fear their views are denied or punished.

On the other hand, encouraging and rewarding can help more people do it, even though their personality makes them more risky.

Findings also found that workplace environments can affect how employees speak.

If you want your employees to speak boldly and contribute ideas and opinions, you should actively promote this behavior and reward those who do it. 

Azizi Ahmad is a senior educator Sat, Jun 29, 10:34 AM

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