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10 The Voice of Dissent
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THE OLD WAY: Get the critics to shut up.
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This directive exists in organizations that mistakenly believe that things are already as good as they will get. They may not come out and say so in as many words, but thinking it certainly is reassuring for the company’s "ruling class". Citing stability, some would even say that things are perfect in this organization. "We have been doing it like this for a long time" they say, "and the reason for it is because it is the best way possible". In essence, this is a form of managerial control which actually serves to stifle innovation. (Limits Imposed by Management Control Systems) |
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When this sentiment becomes a policy in organizations, it is implemented by silencing the critics. This usually occurs below the surface of employee/employer relations, when employees are made aware that their suggestions and even their questions are unwelcome. When this happens in a more open manner, employees are labeled as "difficult", or "hard to work with", and are penalized for "not coming on-board". |
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In companies like this, uniformity of opinion proves commitment and loyalty. This is the sum total of the expectations in this old-style employment relationship. In this kind of company, employers are leaders, and employees are followers. Supposedly, everything is working smoothly when no one is asking difficult questions or raising objections. |
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This is what was known as "smooth sailing". When someone does ask a difficult question or raise an objection, they are "rocking the boat". In this situation, the first priority of management is to stabilize the boat by silencing the critic. But the practice of silencing critics renders an organization completely unable to improve upon its current practices and itself. (The Value of Negative Feedback) The inevitable result of this "critic-muzzling" is the decline of the organization. (Organizational Decline) |
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