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翻訳と辞書　辞書検索 [ 開発暫定版 ] スポンサード リンク Organizational dissent ： ウィキペディア英語版 Organizational dissent Organizational dissent is the "expression of disagreement or contradictory opinions about organizational practices and policies".〔Kassing, J.W. (1998) (Development and Validation of the Organizational Dissent Scale )〕 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〔Eilerman, D. (January 2006). (Conflict: Cost and opportunity. ) Retrieved September 17, 2007〕 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. ==Types of dissent== There are three types of dissent: articulated, latent, and displaced (Kassing, 1998). 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Organizational dissent」の詳細全文を読む スポンサード リンク 翻訳と辞書 : 翻訳のためのインターネットリソース Copyright(C) kotoba.ne.jp 1997-2016. All Rights Reserved.