11 Facts About Organizational dissent

Organizational dissent is the "expression of disagreement or contradictory opinions about organizational practices and policies".

Since dissent involves disagreement it can lead to conflict, which if not resolved, can lead to violence and struggle.

However, recent studies have shown that Organizational dissent serves as an important monitoring force within organizations.

Furthermore, Eilerman argues that the hidden costs of silencing Organizational dissent include: wasted and lost time, reduced decision quality, emotional and relationship costs, and decreased job motivation.

Management which models the use of articulated Organizational dissent contributes to the use of articulated Organizational dissent among its employees.

However, a supervisor must keep in mind that expressing Organizational dissent can be very difficult and uncomfortable for lower-level managers and employees.

In 2002, Kassing's research found upward Organizational dissent can be beneficial to both the organization and the individuals involved.

Upward Organizational dissent serves as an important monitoring force and allows the organization to identify problems and issues before they become damaging.

Employees who express upward Organizational dissent seem more satisfied, to have better work relationships, and to identify with their organization.

However, when used to express Organizational dissent regarding unethical practices it is considered active–constructive since the Organizational dissent is issue driven.

Organizations need to realize that internal Organizational dissent is not itself a crisis, but rather priceless insurance against disaster.