Pervasiveness Of Absolute Candor Case Study

The purpose of this memorandum is to provide the Director of Human Resources (DHR) with reasoning’s as to why candor is needed in the workplace. The memorandum will provide him with guidance on how this change can be implemented. As the DHR it is important that you express an interest in the morale of your workforce. “The pervasiveness of absolute “candor” as the cultural norm with all Army leaders at all levels at all times in interpersonal relations and in official reports and communications” (Gerras, Kidd, Pricone, & Swengros, 2003).
What the Problem Is
Candor simply doesn’t exist in organizations. The culture of organizations are formed when superiors make decisions and take action based on their personal views of the world. Without

An office without candor leaves employees feeling unsupportive by superior and other team members. A lack of support makes it difficult for task to be completed with confidence. Micro managing will never help build candor, management must be able to trust employees without looking over their shoulder.
This type of behavior can make one feel as though the supervisor thinks he/she is uncapable of performing their duties. “The pervasiveness of absolute “candor” as the cultural norm with all
Army leaders at all levels at all times in interpersonal relations and in official reports and communications” (Gerras, Kidd, Pricone, & Swengros, 2003).
Awareness has to be brought about especially when speaking in terms of “turn-over.” Having a high turnover rate can negatively affect an organization and its employees in many ways. It’s too easy for an organization to lose focus of the true mission when new employees are constantly being hired and trained. Not to mention the “cost” that the organization is occurring. Drug testing, training, and advertising the vacancy can cost the organization millions of dollars. For example, if an employee makes $40,000 per year, then the replacement costs could be as much as half! Numbers like this will cause substantial financial loss to an

His research revealed, “The largest problem with transparency is the spread of untruthful information” (Daniels, J. 2009.) The author went on to express how organizational can address ethical issues, and also offered several recommendations. “Leaders sometimes resist openness and transparency because knowing something others don’t know is a source of power and it also allows leaders to hide mistakes” (Daniels, J. 2009.) That