Defensive Silence Analysis

Lack of organizational political skills, there are five set methods that can comply both comparatively secure and effective: third-party methods, social movement methods, win-win methods, dialogic methods and forcing methods. Dialogic methods may relatively theoretical in reality. In the political-economic aspect, the powerful people get into the corrupt and unethical, the monitor may unwilling to discuss and tend to avoid these issues.

There are three types of silence defined by Van Dyne, Ang & Botero in 2003: Acquiescent Silence, Defensive Silence and Pro-social Silence.

Acquiescent Silence takes place when the other employees keep silence. This is similar to Morrison and Milliken’s collective silence. This type of silence proposes that disengaged

The information, ideas and opinions are keeping for themselves since they scar to share the ideas and challenge by the others. This type of silence is same as the fear factors of Morrison and Miliken’s theory in 2000.

Pro-social Silence is rely on altruism, employees retain their ideas for keeping the information, ideas and opinions that will benefit the other employee, which the ideas are work-related. Compare with the defensive silence, Pro-social silence retain the ideas to benefit the others rather than avoid personal bad outcomes. This is a form of self-protection from external threat and emphasis on personal emotion.

To break the silence climate, the managers should give the permit to employee to express their feeling and ideas, often giving out reward to encourage the sound. For the sensitive topic or issues, employee should have their say on an anonymous channel.

As states by IESE Business School in 2014, to lower down the employee silence, there are four ways to deal with

Lower quite rate will assist the employer to save the cost on recruiting and training new employees within the organization. On the other hand, Hirschman propose that representative participation will lower down the employer profitability, since the representative participation is usually working on improving the working context and condition. For instance the British Airways employee were on strike in 2011, the strike has been settle down by restore the employee travel concessions and award pay deal at 7.5 per cent within two years (BBC News, 2011). From the case study shows that the running cost has been increased and lower down the profit for the