Dissent in Organizations Flashcards
What are problems with past research on dissent?
Only focused it as a discrete event
Only focused on individual not as process involving more than one person
How does dissent differ from gossip, complaining, participation, and solicited feedback?
Subordinate expresses a problem with supervisor, expression of disagreement to boss
What is involved in the author’s perspective of organized dissent as con-construction?
Dissent is a co constructed process. Not just us constructing a message.
What is dissent?
An interactive process that occurs as a result of one or more subordinates expressing disagreement with policies, practices, or imperatives
What are the positives of dissent?
Can increase job satisfaction, employee performance, problem solving skills
what is a triggering agent?
Someone who has to put into plan the notion of dissent.
Something happened to someone that made you want to express your dissent
They then think about what strategies do i want to use to go up the hierarchy.
Have to consider individual differences, org relation differences, and influences
What are individual influences?
Your communicator style
Fear of consequences
What are relational Influences?
relationship with boss
Relationship with coworkers (openness, trust, need others approval, learn from those around us)
Organizational influences?
Relationship with org in general/identification
What happens when others express dissent?
structure of organization
Culture, do others speak up? Is it available?
What are the expressed dissent types?
Articulated- Constructively presented, expressed upward to a supervisor
Latent (lateral)- validation seeking and expression, expressed to ineffective workplace audiences
Displaced- Expressed to external audiences (social media)
When is dissent most likely to occur?
When employees are more invested in organizational functions and have say as how these function will and should be realized.
When employees recognize limitations in managerial invitations to participate (asked for opinion, but doesnt matter)
When employees experience frustration as they navigate organizational terrain where they are either permitted to or restricted from dissenting (terrain, the way things get done, frustrated in the process)
Does identification increase or reduce dissent?
Increase
