The issue of trust in the workplace is
extremely important and in fact, it can make or break and organization. There
is often nothing more traumatic as well as destructive than an individual
working in an organization where there is very petite or at times no trust
between the administration and the workers. According to Fulmer & Gelfand (2012), without the
existence of trust, there is the creation of a hostile and toxic work
environment. This greatly hinders the ability of the organization to be
productive (Caldwell, et al., 2010).
Further, it should be noted that no trust further means that there is a
creation of an environment where people are not honoring the professional
standards that they are supposed to uphold. Many experts have often argued that
trust is perhaps one of the most important elements of a successful workplace.
In fact, companies where workers trust each
other create a more affianced workforce and there is high competence. On the
other side, administrations which do not have trust are not prosperous. It is
not unusual in times of economic ache for trust to be lost amongst employees.
In the depression of the 1930’s, this was tremendously clear and it was seen
once more in the year 2007 (Wang, et al., 2018).
Therefore, given the importance of trust in the business environment, it is
imperative to examine its role, and whether it plays a role in the success of a
business. It is surprising that given its importance how different managers
have unfortunately not embraced its importance and this creates a disappointing
picture at the workplace. Further, it is also imperative to understand the
factors that increase or decrease trust in an organization (Schnackenberg & Tomlinson, 2016). Given
the importance of trust in an organization, it would be foolhardy not to
conduct adequate research on the topic and understand the different motivations
that exist for its propagation.
This research will involve several
different topics. However, the bedrock topic will be trust and its importance
in an organization. There exist a lot of factors which can erode the trust that
employees have in their company’s leaders. Experts agree that one of the
biggest factors in communication, and this includes employees not being honest
with their leaders. This is especially the case when it comes to the
communication of bad news (Brühl, et al., 2017).
Further, trust is also eroded when information is not shared, and there is lack
of honesty in words and characters are working inconsistently. In addition to
the communique, there is also the topic of lack of responsibility as well as
exploitation of the management. Research by Whelan
(2018) has shown that administrations which have a low level of trust
management tend to have output rates. It is critical for companies to be honest
with their employees especially when there is economic strife in order to
create an atmosphere of trust in the different untrusting times.
The ability to maintain and build trust
in an organization is critical if an organization is to succeed. In order for
trust to permeate an organization, it is important for trust to start at the
top. This must be nurtured throughout the rest of the corporation (Yang, 2014). It is critical to note that the
administration should set the example and they should show high level of values
in order for all workers to follow. It should also be noted that integrity is
extremely important in that it helps to create an environment of trust in any
relationship (Nilsson & Mattes, 2015).
Excellent as well as open communication is also vital in the progress of trust.
The employees should successfully appreciate the vision of the company and they
ought to also have to plan how they can attain the idea of the corporation.
Communication should include the
allocation of important info and especially harmful information and this shows
the workers that they are respected. The workers in order to increase trust in
a business should be considered as well as treated equally in the corporation
in order to stand-in a sense of a public. Further, the ideas of employees
should be considered in an equal manner. It is also of the essence to note that
employees should be able to effectively empathize with their employees.
Research by Latusek & Vlaar (2017) has
shown that it is often tremendously problematic for a person to trust somebody
who cannot be able to put themselves in somebody else’s shoes. Employees are
known to escalate when a company frontrunner is able to own up to errors and
this helps to move onward trust. Companies must make sure that they take the
time not only to care for the workers but to prioritize the position of trust
in the business in order to efficiently reap the prizes that come with it.
are several problems that lead to trust issues in an organization and it is
imperative to examine these problems in order to create solutions. Ineffective
communication from the management can be described as one of the root causes of
trust issues in an organization. Lack of credibility can often erode trust
faster than anything else (Brühl, et al., 2017).
Employees have often finely honed spin detectors and can be able to understand
when the management is spinning information and is not giving the correct
information. Secondly, there is a need for modeling behavior given that
employees do not fully respect administrative persons that do not lead by example.
Unfortunately, the management which does not demonstrate the actions that they
expect from the employees is not trusted (Kroeger,
2015). It is critical to note that financial pressures often force
management into actions that they would have preferred not to engage in.