The role of trust in a manager-employee relationship in an organisation

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The role of trust in a manager-employee relationship in an organisation

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The role of trust, manager-employee relationship, organisation, employees, manager

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Trust is known as the psychological state in which a person makes themselves vulnerable to any consequences because they have a positive expectation on their decisions (Robbins & Judge, 2013). Trusting someone means that you are giving a person the right of authority to do something on behalf of you in a particular environment (Robbins & Judge, 2013). This essay will focus mainly on the role of trust in the working environment, more specifically the role it plays in employees and their manager. The stance taken in this essay will show that using trust is a key skill in leadership. This will we accomplished through defining what trust is, its advantages, how it is built and if it has any disadvantages or limitations.

Trust, a psychological state
Trust can be divided into five categories
The key advantages that justifies the need for trust in an organisation
The three levels of trust that must be satisfied in order for trust to develop correctly
Collective trust is associated with the other members in the organisation, mainly the manager
Now that trust is established, the next goal would be to maintain it
If trust is non-existent or fails to be repaired, managers are less likely to be trusted

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[...] Managers' orientation on trust and organizational Performance. Jindal Journal Of Business Research, 153-161. doi: 10.1177 /2278682113476164 Robbins, S., & Judge, T. (2013). Organizational behavior. Boston: Pearson. Schaubroeck, J., Lam, S., & Peng, A. (2011). Cognition-based and affect- based trust as mediators of leader behavior influences on team performance. Journal Of Applied Psychology, 863-871. doi: 10.1037 /a0022625 Sharkie, R. (2009). Trust in leadership is vital for employee performance. Management Research News,32(5), 491-498. [...]

[...] The relationship is then assessed and trust level will increase if the individual finds a beneficial reason to build it further (Welter, 2012). Then there is the three levels of trust that must be satisfied in order for trust to develop correctly. These are personal trust, collective trust and institutional trust. Personal trust is focused around the individual Welter (2012). These include trust propensity, self-efficacy and values. Life experiences affect the individual's ability to trust others, this is known as trust propensity. [...]

[...] doi: 10.1108 /01409170910952985 Sidle, S. (2009). Workplace Incivility: How should employees and managers Respond?. Academy Of Management Perspectives, 88-89. doi: 10.5465 /amp Welter, F. (2012). All you need is trust? A critical review of the trust and entrepreneurship literature. International Small Business Journal, 193-212. [...]

[...] Institutional trust is related to organisation as a whole Welter (2012). A manager and the employees can only build trust properly if the organisation's values is the same as theirs. This means that the organisation must have a clear outline of how communication is processed Welter (2012). They should also have an appraisal practice which grants employees the chance to nominate a co-worker for good performance. Another key element is having new employees welcomed in a manner that demonstrates them how they are supposed to interact. [...]

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