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Excellent communication during a crisis is crucial because such incidences trigger negative stakeholder responses, which can affect the company’s reputation and the viability of its goals. During my previous internship program, the company received several products recalls. The challenge required positive communication with every stakeholder to retain the organizational image. Leaders were reachable and willing to respond to any concerns that junior employees raised. They demonstrated empathy and care, although it was not easy because they were working under pressure from each department. Additionally, they communicated calm and accurate concerns, emphasizing that the issue was in control and all employees should learn from the situation. Leaders acknowledged everyone’s fears and described each process employed to contain the crisis. However, others were defensive, sending regretful messages instead of feeling sorry about the crisis. Their sense of judgment also created conflict in the quality assurance department. This approach discouraged team spirit and coordination towards remedying the setback.
A non-punitive culture encourages staff to offer their best deliveries in each situation, remaining accountable for their actions. The strategy creates a workplace that focuses on safety while minimizing setbacks (Sepp and Tint 24). When establishing this culture, leaders acknowledge that employees are likely to cause human errors under particular circumstances. They, therefore, encourage them to admit mistakes and work on improving systems and avoiding similar errors in the future (Sepp and Tint 24). In my workplace, I do not feel safe making mistakes unless they are beyond my control. I feel that errors cause some sort of disruption, and therefore, I keep things in perspective to prevent or minimize them. Does the non-punitive culture have any impact on organizational safety? How can it be improved?
Work Cited
Sepp, J., and P. Tint. “The Components of Non-Punitive Environment in Nursing.” Safety of Technogenic Environment, vol. 8, no. 1, 2017, pp. 24–30.
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