We Must Make Good Use Of Gossip In The Workplace.

"They say the new organizational structure will save money, but in fact, it brings a lot of trouble."

"The main reason for the manager to save money in our department is that the company has just allocated a horse for him."

Have you ever heard such talk in the workplace, especially when the organization is facing major changes, such as mergers and acquisitions.

These are by way of face-to-face conversation, e-mail, SMS, personal phone, Internet information and so on. They spread from one department to another, until everyone in the organization knows "news", which is gossip and gossip in the organization, and this informal information circulation channel established by a small group of organizations is the grapevine of gossip and gossip on the basis of survival and dissemination.

In a sense, gossip and gossip are an inevitable part of the organization's operation. It involves the managers in the decision-making level and the ordinary employees at the executive level in their daily work.

Management experts point out that gossip as a gossip and gossip can also become a tool for corporate management. Sometimes, management consciously uses grapevine as a non mainstream channel to spread certain official and authoritative messages in the company.

Professor Grant Michelson of University of Sydney and Professor Suchitra Mouly of Oakland University described chatting as "social secret", because in the organization, gossiping will help colleagues establish good cooperative relationship. "Grapevine" has the function of assisting the official pmission system to pmit the company's decision-making, while building intimacy among employees.

Australian researchers PrashantBordia, Victor Callan, and others believe that seemingly casual gossip actually hides people's conscious social and political purposes.

On the whole, good friendship and social relations in the organization are the purpose of their gossip. They establish an ally and trusted ally in the organization and strive for greater personal and organizational interests through this hidden organization.

Managers in organizations can manage the spread of information with grapevines. Employees can also use gossip to spread rumors that I want. If you have some suggestions for the organization, for example, "I really hope that the logistics manager can get the voice mail system right away. It's not easy to use now, and it's easy to waste working hours."

"Managers sitting in the office don't seem to know the needs of front-line workers. Actually, the workers want the e-mail system to be of no use, because even if they know how to enter the e-mail system, they can't understand the profound meaning of the mail that strangers wrote to them."

"I hope that the boss can let us solve our problems ourselves - I am afraid we ourselves know more about our work." management experts found that such "I hope" rumours can outline the problems that employees encounter, and if they can reach the manager's ears, they can directly lead to the improvement of the productivity, working conditions and working conditions of employees, and also provide the basis for improvement for the whole organization.

Of course, many companies offer feedback from the bottom up, but most people tend to view the "suggestion box" hanging in the company as nothing. Unless the organization manager conducts an investigation and voluntarily collects staff's opinions, the official feedback channels will not achieve much results.

Therefore, for ordinary employees, the offensive "I hope" chat can help you work smoothly.

The relationship between coworkers and small groups will form an interactive growth trend with office gossip and gossip. Bordia and colleagues point out that gossip is closely related to the degree of anxiety people feel at work.

If people feel more anxious in the company, the more likely they are to provide a hotbed for gossip generation.

Studies have shown that under moderate tension and anxiety, people are more likely to pass on the information they believe is correct, otherwise, if they are proved to be wrong, they will easily affect them.

The relationship between them.

But with such high levels of anxiety in organizational change, even the absurd gossip is likely to be passed quickly.

In the study, Professor NancyKurland and Lisa Hope Pelled of South California also discovered the subtle relationship between power and relationship and gossip.

They found that those who were regarded as "chatter" and "those who could not keep secrets" were often those who were isolated from those small groups, but could join the group when chatting.

Similarly, a person who lacks integrity can not be trusted whether he or she is positive or negative, and the information they pmit is unlikely to be pmitted.

Another reason is that colleagues are worried when they hear the news of these kinds of people: will I become the next speaker in his mouth? In fact, this unwelcome person is the object of other colleagues' annoying, and is usually the object of the other coworkers' negative gossip.

On the other hand, a person who often shares positive gossip with others and (or) can get official information through informal information channels can often get a rise in "rumor workshop".

And get their trust and respect among their colleagues.

There is another advantage of positive gossip, that is, through the source of gossip, new employees can gradually understand and learn about the values of the organization, how organizations are established and run in their daily work, and share information of others in the working environment.

The organizational environment of change often determines the spread of gossip, and at the same time is influenced by the spread of gossip.

When an organization is being rebuilt or listed, or when new equipment and processes are introduced, it is the four day of gossip.

The reason is that uncertainty and instability can promote gossip.

When employees are unable to supply the information they want, they share hearsay with each other in order to reduce uncertainty.

Whether these gossip is positive or negative, according to the researchers represented by Prashant Bordia, these messages have the following contents: 1. changes in jobs and working conditions; 2.. The nature of organizational change; 3., changes in performance brought about by organizational change; 4. changes in management; 5..

Negative gossip focuses on possible unemployment and other potentially bad working conditions.