In: Psychology
1. define and explain why an organization will be a defensive communication climate context
A defensive communication climate context is one wherein communication among employees is impeded and restricted, and open sharing of information and concerns is not encouraged.
There are several reasons for why organizations may have and sustain a defensive communication climate context. Typically, organizations with extremely hierarchical setups may face this issue. In such organizations, respect for authority or seniority tends to take precedence over providing authentic information or expressing genuine concerns, and hence communication climate tends to become defensive. A classic example is that of the Armed Forces, wherein deference to orders is encouraged over open communication and sharing of grievances.
Organizations having verbally or emotionally abusive seniors/management, without any action being taken against them, also have such a climate. Herein, employees prefer to preserve their peace of mind and dignity, and may hide important information, facts, or their own concerns for fear of a punitive response or action.
Lastly, organizations with a laissez-faire leadership or management may also happen to develop a defensive communication climate, simply because open communication may not be valued enough or taken seriously enough in such places. If employees feel that transparent communication is getting them nowhere, and not leading to the redressal of their concerns, then they may resort to not bothering with the disclosure of vital information.
A defensive communication climate context is extremely detrimental in an organization. Not only does it lead to poor cooperation and hamper team-based work, it also results in low motivation among employees and negatively impacts feedback loops. All of this ultimately has an adverse effect on the output of the organization, be it physical output (such as the production of goods), or intellectual output (such as research and development).