CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Organisations are increasingly demanding more and more from their employees such as taking initiative, speaking up and accepting responsibility because of more intensive competition, higher customer expectations, more focus on quality indicating a constant world of change. In order to survive, organisations need people who are responsive to the challenges of the environment, who are not afraid to share information and knowledge, who can stand up for their own and their team beliefs (Maria cited in Tahmasebi et al., 2013).
Employees in an organization are the main source of critical factors for change, production, innovation, and learning, as well as organizational success and productivity. Although most of the employees have some vital thoughts and ideas about the organization, they prefer to remain silent. Organizations, in today’s rapidly changing world, need employees to constantly share their ideas, beliefs, knowledge, and experiences freely (Liu et al, 2009). Even if, an employee seems to be perceived as an example of loyalty and commitment within the organization when silent, recent research indicates that a climate of silence in organization causes an inability to achieve the expected benefits of employees’ job satisfaction and loyalty (Aylsworth, 2008).
Cakici (2008) boldly asserts that, it is worthy to work on situations of employees who are aware of the issues which are essential for organizational development, but are reluctant to share them with the top executives. Modern managerial approach has been offering plenty of chances for information flow and communication in the form of evaluation meetings, suggestion and complaint mechanisms, face-to-face meetings, and open-door policies within the organization. But having some fears such as being labeled as a potential complainant, losing colleagues’ trust and respect, exposure to the loss of the relationship with the institution, losing the job, or risking promotion constrain the flow of information and communication between employees and top executives. Thus, employees choose to remain silent (Cakici, 2008).