Overview
3 discussion responses
Initial information: Introduce yourself; offer your educational and professional background as well as any other interesting things you care to share. Next, offer your perspective on transparency. In Chapter 3 of their book Trust and Betrayal in the Workplace, Reina and Reina suggest that although one might "assume that they are obligated to share only what they need to complete specific tasks or projects" (p.45), this couldn't be further from the truth.
Considering the statement above, discuss why leaders might provide information about their activities and decision making, even when employees may not be directly affected? Do you support this notion? Explain why or why not.
In responses to your peers, discuss how your views on transparency compare to those of your peers. Do you think different educational or professional experiences affect those opinions? Use specific examples to support your comparisons.
- 1-My name is Tylisha. I'm currently majoring my master's in human resources management. I currently reside in South Carolina and I'm a regional coordinator for the Department of Public Health. I currently have 4 handsome boys. I'm the first in my family to seek a master's degree. I'm just trying to break my generational curses. Good luck to everyone in accomplishing their goals and I'm praying we all have a wonderful 10 weeks in this course.
- Hello Everyone,
As a leader I choose to share information about activities and decision-making processes for several reasons, even when employees are not directly affected is for building trust, encouraging engagement, and reducing rumors and misinformation. Transparency fosters trust. When leaders openly share information, it demonstrates honesty and integrity, which can strengthen the trust employees have in their leadership. Keeping employees informed can make them feel more involved and valued. This can lead to higher levels of engagement and motivation, as employees understand the broader context of their work. Lack of information can lead to speculation and rumors. By being transparent, leaders can reduce the spread of misinformation and ensure that employees have accurate and reliable information. I support this notion because transparency in leadership can lead to a more trusting, engaged, and collaborative workplace. It helps create an environment where employees feel valued and included, which can enhance overall organizational performance and morale.
2-My name is Safi Umurerwa, I moved to the USA 6 years ago, and I currently reside in Manchester, Nh with my 5 years old son. I work for MCRCnh as a Career Advancement Counselor, this employment is so rewarding because I am able to give back to community that nurtured when I first moved here, One of my responsibilities is to assist NHEP referrals with the skills training they need to get and sustain employment. I work closely with career counselors, recruiters, and HR managers. I find fulfillment in working for people, and I decided to get a master's degree so I can achieve my career aspiration.
Transparency Levels in Management: A Balanced Approach
Effective management necessitates varying levels of transparency within the workplace. While it is not obligatory for managers to disclose all information to every employee, understanding the hierarchy in business operations is crucial. This dynamic is often illustrated through top-down and bottom-up approaches.
Transparency and information sharing are fundamentally built on trust. For instance, consider a company contemplating a merger. If discussions are not finalized, premature disclosure of sensitive information could lead to leaks, potentially harming the merger process. In such cases, it may be prudent to limit information sharing to higher management levels. Conversely, employees may have a right to know, especially if their jobs could be affected by the merger.
Leaders may also benefit from sharing insights about their decision-making processes. This transparency can help employees and fellow leaders understand management strategies and foster collaboration across departments. For example, a department head in engineering observing a meeting in marketing could stimulate innovative ideas and enhance interdepartmental communication.
In academia, professors often audit each other's classes to gain insights and improve their teaching methods. Similarly, cross-departmental collaboration can lead to the sharing of best practices and new perspectives, ultimately enhancing overall organizational performance.
3- Hi,
I'm originally from Ohio, but spent a short time in Statesville, North Carolina, before returning back to Ohio. In 2015, Greg and I moved to Colorado. We'll celebrate our 16th wedding anniversary this year. Fun fact: We first met on a plane! “I hold a Bachelor's degree and a Master's degree, and I'm currently pursuing a second Master's degree. We have two German Sheppard dogs Torrey and Wayne! I have a older brother and sister and they all live in Ohio.
Reina and Reina emphasize the importance of transparency in the workplace, asserting that leaders should share information beyond what is strictly required for task completion. This approach fosters trust and open communication, allowing employees to feel more connected and informed about the company's direction. By sharing insights into their activities and decision-making processes, leaders demonstrate a commitment to transparency and accountability, which can ultimately enhance employee morale and productivity. While some may argue that such transparency is unnecessary, it can be invaluable in building a positive and collaborative work environment where employees feel valued and empowered.