Ethical Communication

(CHP 11) Ethical Communication

Address the following questions:,

1. Do you agree that companies should communicate any and all information that may pertain to employees?,

2. Would there ever be a time where it would be more ethical to hold back information from employees? ,

o Use at least 7-10 sentences (or more) to address each question.,       o Include at least one reference to support your discussion properly cited in APA format. This reference can come from the textbook, lecture materials, or additional scholarly research you conduct.

CHP 14 Downsizing Forum

How would you announce the downsizing of a company?  What types of services would you offer victims, survivors, and the community?  What are the possible issues related to downsizing that should be considered?

o Provide a complete answer to each of the questions asked.       o Use at least 7-10 sentences (or more) to address each question.

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Chapter 11 – Ethical Communication

1. Do you agree that companies should communicate any and all information that may pertain to employees?

Yes, I agree that companies should communicate all relevant information that pertains to employees, especially when it impacts their well-being, job performance, or rights. Transparency fosters trust, reduces uncertainty, and strengthens organizational culture. Employees are more likely to be motivated and loyal when they feel respected and informed. Clear communication helps prevent misunderstandings and unethical behavior by making expectations and changes explicit. However, communication should also be clear, timely, and accurate, ensuring that information is delivered in a way that supports employees rather than overwhelming them with irrelevant or incomplete data. Full disclosure, particularly on matters such as job security, workplace safety, or organizational changes, allows employees to make informed decisions. According to Shockley-Zalabak (2015), ethical communication is not just about truth-telling but also about fairness, responsibility, and respect for others. Therefore, withholding important information can be seen as a breach of ethical duty. In summary, ethical communication requires that organizations err on the side of openness, especially when employee interests are at stake.

Reference:
Shockley-Zalabak, P. (2015). Fundamentals of organizational communication (9th ed.). Pearson Education.

2. Would there ever be a time where it would be more ethical to hold back information from employees?

While transparency is generally the ethical standard, there are rare instances where withholding information may be more ethical—but only temporarily and with just cause. For example, during emergency situations where incomplete or evolving information could cause panic or confusion, it may be ethical to delay disclosure until facts are verified. Another case could involve legal constraints, such as nondisclosure agreements or protecting sensitive information during a merger or acquisition. The key ethical consideration is the intent: is the organization protecting the employees or protecting itself at the expense of employees? If the intent is to cause harm, avoid accountability, or manipulate behavior, then withholding information becomes unethical. The ethical framework of utilitarianism can also apply here—if temporarily withholding information serves the greater good without long-term harm, it may be justifiable. However, this must be balanced with respect for employee autonomy and trust. According to Shockley-Zalabak (2015), ethical communication also involves judgment and the ability to recognize when full disclosure may not be the most responsible or respectful course of action. Th