Nội dung được dịch bởi AI, chỉ mang tính chất tham khảo
Giọng Nói Được Thực Hiện như là Thất Bại của Quản Lý: Ý Nghĩa của Các Thuyết Tương Thích Sẵn Sàng trong Quản Lý và Chủ Nghĩa Cá Nhân Đối với Giọng Nói Thực Tế của Nhân Viên
Tóm tắt
Các lợi ích của việc nhân viên lên tiếng đối với tổ chức và cá nhân đã được biết đến rộng rãi, nhưng trong thực tế, những người thực hiện quyền lên tiếng đôi khi phải đối mặt với các hình phạt nghiêm trọng. Những căng thẳng xung quanh việc lên tiếng bắt nguồn từ những giả định ngầm về sự tuân thủ sẵn sàng, được nhúng vào các lý thuyết quản lý có ảnh hưởng, đặc biệt là công trình của Chester Barnard và Herbert Simon cùng những người theo truyền thống của họ. Những nhân viên lên tiếng chứng minh rằng quản lý đã thất bại trong việc đảm bảo sự tuân thủ sẵn sàng, hành động mà các nhà quản lý có thể coi là một sự xúc phạm cá nhân. Chủ nghĩa cá nhân phổ biến ở Mỹ có thể làm trầm trọng thêm xu hướng của quản lý trong việc phản ứng tiêu cực và cảm xúc đối với những người thực hiện quyền lên tiếng. Các hành vi trả đũa dẫn đến việc tự kiểm duyệt, hạn chế giọng nói de facto và cản trở phản hồi quan trọng trong tổ chức. Ngoài việc được coi là một quyền lợi và một nguồn phản hồi quan trọng trong tổ chức, giọng nói của nhân viên cần được xem như một cuộc đấu tranh liên tục trong các tổ chức.
Từ khóa
#giọng nói của nhân viên #quản lý #tuân thủ sẵn sàng #tự kiểm duyệt #phản hồi tổ chứcTài liệu tham khảo
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