The intent of this phenomenological research was to generate and validate strategies that may effectively encourage employees to use constructive workplace dissent, psychological safety, and joy at work principles to fully support their organization’s mission and vision. The research explored employees’ perceptions of how their voices, talents, knowledge, skills, and experiences were acknowledged, recognized, and utilized in their organizations. The main research question for this research was, How may employees and organizations intentionally and productively use constructive dissenting viewpoints, knowledge, and talents in rewarding ways to benefit an organization’s mission?
The two primary focus organizations for the research were the Ethiopian Berhane Wongel Baptist Church (EBWBC), and the Ethiopian Mulu Wongel Amagnoch Development Commission (EMWACDC). The secondary focus organization was the Society for Human Resource Management in Ethiopia (SHRME). Snowballing helped to reach key informants beyond Ethiopia. One-on-one interviews, focus group discussions, and an online survey were the data collection methods used for this study. A total of 25 key informants participated in one-on-one interviews with 36 in the focus group discussions and 137 respondents in the online survey.
Findings revealed that constructive dissent at work can help both employers and employees to think outside the box and to be creative. The findings also revealed that the workplace needs to be an environment where employees can find joy and actively seek for it. Further, findings revealed the need for a value system in organizations that supports constructive workplace dissent, joy at work, and psychological safety; all in a symbiotic relationship. The study’s results generated the EGH pyramid and EHIP framework for flourishing employee talents. As a result of this study the researcher hopes to create a Centre of Excellence on constructive workplace dissent from the results and products of this research.