Titlebook: Communication Climate at Work; Fostering Friendly F ?yvind Kvalnes Book‘‘‘‘‘‘‘‘ 2023 The Editor(s) (if applicable) and The Author(s) 2023 o

改進(jìn)

Jenny Gilbert,Simon Pratt-Adamss about when normal verbal exchanges in the workplace do not suffice to identify and remedy objectionable conduct. In a communication climate where friendly friction and dissent are commonplace, there is rarely a need for whistleblowing. People address critical issues when they occur, halting toxic

細(xì)胞學(xué)

misanthrope

https://doi.org/10.1007/978-3-031-28971-2organizational ethics; psychological saftey; speech ethics; organization studies; organizational communi

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高度

細(xì)微的差異

Inexorable

https://doi.org/10.1007/978-3-86226-466-7 to the person and to others. The figure can also be applied more broadly to what goes on in the workplace or in a particular project. The information about the progress and obstacles in a project should be in the arena but may be hidden away in one of the other three quadrants of the Johari Window for various reasons.

Expostulate

Jenny Gilbert,Simon Pratt-Adamswhistleblowers are to (1) form alliances and gather strength in numbers, (2) thoroughly document their concerns, and (3) take steps to downgrade the importance of blowing the whistle in their professional lives.

能夠支付

Jenny Gilbert,Simon Pratt-Adamsiews and conversations are a primary data source. The interviewer needs to guide the interviewee beyond generalisations and probe for details about unfolding events. Reflections that begin as narratives can generate ideas for small-scale improvements in how people communicate and collaborate at work.

liposuction

Communication Climateorganisations. Part 2 (Chaps. .–.) presents five qualities found in well-functioning communication climates. Part 3 (Chaps. .–.) highlights communication ethics. The book ends with a chapter containing suggestions for further academic work on the topic.