Importance of Open Communication in the Organization

This presentation discusses the importance of open communication in reducing workplace discrimination and solving problems. It highlights the impact of workplace discrimination on individuals and emphasizes the role of open communication in addressing these issues. The presentation also provides practical advice on how to foster a culture of open communication in organizations.

REFLECTION ON
IMPORTANCE OF OPEN
COMMUNICATION IN
THE ORGANIZATION

INTRODUCTION
Workplace discrimination refers to putting people on
an disadvantageous position based on their religion,
nationality and others (Ashenfelter and Rees 2015).
Open communication is very important to reduce the
impacts of workplace discrimination.
Workplace discrimination is a type of wicked problem
as it further leads to other problems (Cohn 2019).

STORY
Professional experience related to workplace
discrimination based on my nationality was faced by
me and that made me feel very depressed and
affected my productivity (Holliday 2018).
I decided to keep quiet because I had become
accustomed to it.

Proper guidance helped me in this situation and for
that I had to openly communicate about the
problems I was facing.
I told everything I was going through to my Team
leader and he showed me the right direction
(Whitley Jr and Kite 2016).

MESSAGE DRAWN
Message drawn from the experience is that a
culture of open communication in the organization
can help in solving the problems of discrimination in
workplace (Hansen 2018).

The way this learning relates to the audience and
the way it can be used by them is when they will be
faced with similar situation of workplace
discrimination they can adopt the same technique of
open communication (Tolbert and Castilla 2017).

CONCLUSION
 Therefore from the above discussion it can be
concluded that workplace discrimination is a wicked
problem since it further leads to many problems.
However organizations can create a culture of
open communication for overcoming the same to
some extent.

REFERENCES
Ashenfelter, O. and Rees, A., 2015. Discrimination in labor markets (Vol.
1243). Princeton University Press.
Blau, F.D. and Kahn, L.M., 2017. The gender wage gap: Extent, trends, and
explanations. Journal of Economic Literature, 55(3), pp.789-865.
Cohn, S., 2019. Race, gender, and discrimination at work. Routledge.
Hansen, M., 2018. Cultivating change: The relationship between
organizational culture, leadership style and communication style with
organizational change.
Holliday, A., 2018. Understanding intercultural communication: Negotiating
a grammar of culture. Routledge.

Jefferys, S., 2015. The context to challenging discrimination against ethnic
minorities and migrant workers at work. Transfer: European Review of
Labour and Research, 21(1), pp.9-22.
Kingston, G., McGinnity, F. and O’Connell, P.J., 2015. Discrimination in the
labour market: nationality, ethnicity and the recession. Work, employment
and society, 29(2), pp.213-232.
Tolbert, P.S. and Castilla, E.J., 2017. Editorial essay: Introduction to a
special issue on inequality in the workplace (“What works?”).
Whitley Jr, B.E. and Kite, M.E., 2016. Psychology of prejudice and
discrimination. Routledge.