从组织管理的角度分析沉默流行现象作为一个关键因素

Marek Adamski
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引用次数: 0

摘要

近年来,越来越多的组织认识到,效率和效力不仅取决于能否获得合格的人员、技术或资本,还取决于一种使员工能够公开、自由地表达意见的组织文化。管理和质量科学领域的研究和观察表明,许多组织都面临着所谓沉默流行病(以下简称EC)的挑战,即员工避免公开表达自己的意见或分享他们的担忧、想法或创新。作者试图将电子商务描述为一种由特定行为和决策产生的现象,它不仅强烈地影响组织文化,而且还影响效率和有效性。作为一名管理实践者和积极的职业经理人,他认为组织中产生电子商务风险的关键因素,特别强调了人际风险和心理安全(以下简称BP)的概念。因此,提出了旨在在组织中建立成熟的失败和成功文化的可能行动的方向。虽然这篇文章处理的现象强烈植根于社会心理空间,但它应该从管理和质量科学的角度来阅读,根据假设,在当代经济和商业现实中,在管理过程中将系统方面与文化方面分开是错误和危险的。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
THE PHENOMENON OF THE EPIDEMIC OF SILENCE AS A CRITICAL FACTOR IN THE PERSPECTIVE OF ORGANIZATIONAL MANAGEMENT
In recent years, more and more organizations have recognized that efficiency and effectiveness depend not only on access to qualified personnel, technology or capital, but also on an organiza-tional culture that enables open and free expression of opinions by employees. Research and obser-vations in the field of management and quality sciences indicate that many organizations face the challenge of the so-called epidemic of silence (hereinafter referred to as EC), i.e. a situation in which employees avoid openly expressing their opinions or sharing their concerns, ideas or inno-vations. The author has attempted to describe EC as a phenomenon resulting from specific behav-iors and decisions, strongly influencing not only organizational culture but also efficiency and effectiveness. As a management practitioner and active professional manager, he identifies key factors, in his opinion, that generate the risk of EC occurring in an organization, with particular emphasis on the concept of interpersonal risk and psychological safety (hereinafter referred to as BP). As a result, directions for possible actions aimed at building a mature culture of failure and success in an organization have been presented. Although the article deals with phenomena strong-ly rooted in the psychosocial space, it should be read in the perspective of management and quality sciences, according to the postulate that in contemporary economic and business realities, it is erroneous and dangerous in management processes to separate systemic aspects from cultural ones.
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