« Innovation Book Club: Punished by Rewards | Main | What would you ask an innovator? »


Mike Newberry

Organizational dissent is the “expression of disagreement or contradictory opinions about organizational practices and policies” (Kassing, 1998). Since dissent involves disagreement it can lead to conflict, which if not resolved, can lead to violence and struggle. As a result, many organizations send the message – verbally or nonverbally – that dissent is discouraged. However, recent studies have shown that dissent serves as an important monitoring force within organizations. Dissent can be a warning sign for employee dissatisfaction or organizational decline. Redding (1985) found that receptiveness to dissent allows for corrective feedback to monitor unethical and immoral behavior, impractical and ineffectual organizational practices and polices, poor and unfavorable decision making, and insensitivity to employees’ workplace needs and desires. Furthermore, Eilerman (Jan. 2006) argues that the hidden costs of silencing dissent include: wasted and lost time, reduced decision quality, emotional and relationship costs, and decreased job motivation. Perlow (2003) found that employee resentment can lead to a decrease in productivity and creativity which can result in the organization losing money, time, and resources.

Toro 20053

That's funny that Toro shot down a big acquisition because Toro recently purchased Lawn boy. I guess the pitch beat the contra team's argument. It seemed to work Toro is still putting out Lawn boy models, and i know at the store I worked the Lawn Boys began to increase their sale after the acquisition.

The comments to this entry are closed.

Subscribe Heads-Up!

  • Subscribe with Bloglines
Blog powered by Typepad