We highlight conversations at work as an arena of change. Drawing on and extending the psychological safety literature, we offer a new framework to distinguish between productive unproductive forms both voice silence. The framework’s four quadrants – withholding, disrupting, contributing processing outline essential activities in group that advance goals, including organization authors’ own res...

This paper is an outcome of the business ethics course conducted during third semester MBA and aims to examine how a subordinate employee’s response, either by raising concern or being quiet repeated misbehavior leader, impacts organization. Primary data was collected from employees mid-sized IT companies in India using five-point Likert scale questionnaire. Structural equation modeling has bee...

whistleblowing by health professionals is an infrequent and extraordinary event and need not occur if internal voices are heard. mannion and davies’ editorial on “cultures of silence and cultures of voice: the role of whistleblowing in healthcare organisations” asks the question whether whistleblowing ameliorates or exacerbates the ‘deaf effect’ prevalent in healthcare organisations. this comme...

Over the last few years, the number of game players using voice communication to talk to each other while playing games has increased dramatically. Unlike traditional voice-over-IP technology, where most conversations are between two people, voice communication in games often has 5 or more people talking together as they play. We present the rst measurement study on the characteristics of multi...

In the healthcare context, whistleblowing has come to the fore of political, professional and public attention in the wake of major service scandals and mounting evidence of the routine threats to safety that patients face in their care. This paper offers a commentary and wider contextualisation of Mannion and Davies, 'Cultures of silence and cultures of voice: the role of whistleblowing in hea...