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Örgütsel sessizlik, bir konu veya sorun karşısında, çalışanların itaat, korku ve iş birliği güdüleri ile hareket ederek, bilgi, duygu ve düşüncelerini kasıtlı olarak paylaşmamaları olarak tanımlanabilir. Örgüt içinde bir tepki göstergesi olarak kabul edilen, içinde birçok duyguyu barındıran, örgütsel ve bireysel nedenlerle ortaya çıkan örgütsel sessizlik kavramı son yıllarda önem kazanmaya başlamıştır. Örgütsel sessizlik, önlem alınmadığı takdirde hem çalışanlar hem de örgütler üzerinde birçok olumsuz etkiye neden olur. Yöneticilerin, örgütsel sessizlik nedenlerini ortadan kaldırarak, çalışanların her durumda bilgi, duygu ve düşüncelerini korkmadan ifade edebilecekleri bir örgüt yapısı oluşturmaları ve örgütsel sessizliğin örgüt içinde yaygın bir kültür haline gelmesini önlemek için çaba sarf etmeleri oldukça önemlidir. Bu çalışmada, örgütlerin büyük bir çoğunluğunda rastlanan ancak önemi gözardı edilen örgütsel sessizlik kavramının kapsamlı bir tanımı yapılarak, örgütsel sessizliğin tarihsel gelişimi, nedenleri, türleri ve etkilerinden detaylı olarak bahsedilmiştir. Örgütsel sessizlik hakkında teorik bilgilerin verildiği bu çalışma gelecekteki çalışmalara da katkı sağlayabilecektir.
Organizational silence, in the face of a subject or problem, can be defined as the fact that employees do not intentionally share their knowledge, feelings, and thoughts by acting with the motivations of obedience, fear and cooperation. The concept of organizational silence, which is considered an indicator of reaction within the organization, which contains many emotions, arising from organizational and individual reasons, has begun to gain importance in recent years. Organizational silence causes many adverse effects on both employees and organizations if no measures are taken. It is very important that managers, by eliminating the causes of organizational silence, create an organizational structure in which employees can express their knowledge, feelings and thoughts without fear in any situation and make efforts to prevent organizational silence from becoming a widespread culture within the organization. In this study, a comprehensive definition of the concept of organizational silence found in a large majority of organizations but ignored its importance, the historic development, causes, types and effects of organizational silence were detailed. This study, which provides theoretical information on organizational silence, will also contribute to future studies.
Organizational silence can be defined as the fact that employees act with obedience, fear and cooperation motives in the face of a subject or problem and do not deliberately share their knowledge, feelings and thoughts. The concept of organizational silence, which is considered as a response indicator within the organization and contains many emotions and emerges for organizational and individual reasons, has started to gain importance in recent years. Organizational silence causes many negative impacts on both employees and organizations unless measures are taken. It is very important for managers to eliminate the causes of organizational silence, form an organizational structure in which employees can express their knowledge, feelings and thoughts without fear and make efforts to prevent organizational silence from becoming a widespread culture within the organization. In this study, a comprehensive definition of the concept of organizational silence which is found in the majority of organizations, but whose importance is ignored, is explained and the historical development, causes, types and effects of organizational silence are discussed in detail. This study provides theoretical information about organizational silence, may contribute to future studies.
Field : Eğitim Bilimleri; Filoloji; Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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