stress on ‘voice’ in an organisation’s culture

stress on ‘voice’ in an organisation’s culture

Refrace week 4 dq.His actions however were never authorised by the UBS organisation. There was no communication back and forth .Verhezen (2010) discusses the stress on ‘voice
Write a 3 page essay on Refrace week 4 dq.

His actions however were never authorised by the UBS organisation. There was no communication back and forth .

Verhezen (2010) discusses the stress on ‘voice’ in an organisation’s culture. The members of such a group must have a voice which others can both hear and understand. If this does not happen it could be because they are avoiding communication , a form of passive evasion. It can also be the result of an unwillingness to conform to the group’s usual rules . If this is seen to be important to an organisation then all its members, at whatever level in the company, must be free to raise questions and to discuss the existing guidelines . If implementing of the current guidelines is found to be unfair or biased in some way, then the fact that they are just accepted isn’t a good thing. If the actions such as those undertaken by this trader are judged to be morally wrong, then he is actually taking action against the norms of the organization .

Top management should be the people who keep a company on track and if the actions of those lower down the hierarchy are neither praised of chastised, then this ‘silence’ on the part of the bosses will be interpreted as silently giving support to the action of individuals day by day. When such actions are participated in by large numbers of employees these actions becomes part of the company culture, whatever the official ethos or mission statement. The behaviour therefore becomes considered to be approved of and acceptable until the day comes when disaster strikes, as in this case. Only then do the actions become overt and are labelled as being at the least unethical, and in an extreme case as worthy of a criminal charge The problem is that no one , except their own conscience, polices those at the very top. If top management work only to please the board , without more careful consideration of ethical issues, then control and reputations may well be lost

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