My name is Yaowen Tan, I go by my English name Kingsley. I am
originally from Guangzhou, China. I moved to US since I was 14 years
old. I graduated in St. John's University in Bachelor of Business
Management. I am currently a Branch Operation Manager in JP
Morgan Chase Bank with my 7 years banking experience. I also
enjoying spend time on my church musicianship, and part-time on my
journalist, novelist, and fiction writer-ship in Chinese Literature, and
History, also helping couple antique courts as an unlicensed historian
consultant.
a a Here are my thoughts. Transparency plays an important role in
leadership and decision-making. Reina and Reine (2009) define
transparency as sharing important information with stakeholders.
Transparency and ethics are tied to corporate decision-making.
Managers should be transparent in all their undertakings to provide
vital information to their followers and allow them to be part of the
organizational decision-making process. Leaders should provide all
important resources and information to facilitate inclusive
participation in company activities. I believe employees or followers
should access specific information to enable them to have a sense of
security in their workplace and encourage them to trust their leaders.
The outcomes of an organization’s decision-making process affect the
health of the company and its employees. Thus, there is a need to
bring employees on board when making decisions that affect the
future of the organization to strengthen the relationship between the
organization and the employees. Engaging the employees enhances
respect and instills a sense of responsibility in the workplace.
a a Companies that do not involve their workers when making
important business decisions risk losing employee trust in them.
Involving employees in corporate or business decision-making
processes brings transparency to the workplace (Reina & Reine,
2009). However, I do not think leaders are obliged to share details
that are not relevant to the workers’ job descriptions and duties. For
example, some decisions are left off to the management because
sharing them with individuals outside the organization’s leadership
might lead to negative outcomes. Any information that can damage
the reputation of an organization should not be shared with all
employees. In addition, some decisions require data that is privy to
the company management only. Nonetheless, managers should
educate their employees on business details and operational
processes to promote inter-business employee growth.
Reference
Reina, D. S., & Reine, M. L. (2009).
Trust and betrayal in the
workplace: Building effective relationships in your organization
.
