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Silence may prevail as a response to new leadership. The silence often becomes the sound of death knell for someone’s business or career. Silence may not always harm the organisation. Research shows that commitment often brings silence which is good for the growth of the organisation. Silence may change to indifference and gradual abandonment if the commitment-related silence is not duly acknowledged by the leadership. silence, though it is ubiquitous and expected in organisations, exacts a heavy cost to the firm as well as the individual. Heavy cost emanates from contaminated interactions, shutting down creativity that together undermines productivity.

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