Özet:

One of the important topics that often start to be included in organizational behavior research is organizational silence. The contradiction of not speaking the truth while the employees know the specific topics and problems within the organization makes it worth researching the question of silence. Organizational silence is a concept that does not deliberately use the members of the organization’s existing abilities and describes their attitude to silence. In our time, organizations pay great attention to methods and practices such as teamwork, self-governing groups, the dissemination of organizational democracy, strengthening, and therefore the various levels and types of meetings become an integral part of the management. Meetings are one of the formal environments that create the opportunity to make voice, which can be reached by authorities. One of the main objectives of the meetings is to more intense information sharing and harmonization between employees. However, the employees who are the meeting participants remain silent and silent in the meetings for various reasons. These silent behaviors prevent new ideas, synergies and creativity from emerging in meetings. The outcome point of the study was often the fact that the intense information sharing in meetings was not provided, the meetings participants prefer to remain silent while discussing the agenda items. Therefore, the study examined the impact of organizational silence on meetings, asked for answers on which topics and why employees prefer silence on meetings, and presented suggestions to try to break the preference of silence on meetings. It is hoped that the research conducted in this context will contribute to the implementation of meetings, and therefore the performance of organizations, and to the work of the field.

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