“White Lies” in Organizational Communication
Lying in interpersonal relationships especially in the workplace can be detrimental to not only fellow employees but also the whole organization in general. For example, an employee once lied and got a promotion in our organization. However, the ethical committee got wind of the incidence and the employee was not only suspended but also fired. Therefore, although lying is perceived as good especially when it is done to avoid confrontation, it is unethical because it can get an individual into an unpleasant situation or cost other people in the workplace. Furthermore, in interposal communication lying affects the level of trust and friendship because no person would be willing to trust someone who lies. In addition, lying can harm other people in the workplace.
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Creating a new culture through the use of organizational communication
Organizational communication in the workplace can be adopted to bring about change in organizational culture and behavior of employees. This can be achieved through face-to-face communication between me and the employees. For example, meetings can be arranged to allow employees to share their views on the new and improved culture. In addition, accommodation and compromise can be part of the communication process adopted in communication a new culture. By accommodating those employees who share my ideals and compromising with the others, I would be in a position to communicate the organizational change more effectively. Personal and all staff meetings are the other communication tools that can be used to communicate a change. Personal evaluations, feedbacks, and assessments can be carried to determine whether communication of new and improved culture has been adopted.