Establishing and Maintaining Organizational Trust in the 21st Century

Abstract

<jats:p> Recent corporate and academic scandals have led to decreasing levels of trust and confidence in many organizations. Whether the organization is a college or university, a government agency, a private company or a public corporation, the establishment and maintenance of trust is essential to both short-term success and long-term efficacy. This article deals with how managers and leaders can work to establish trust in their organizations via such strategies as fostering behavioural consistency, behavioural integrity, sharing of control, effective communication and demonstration of concern for employees. Also included are strategies of maintaining and enhancing trust, how the level of trust in an organization affects the individual as well as the entire enterprise, and the consequences of losing organizational trust. </jats:p>

Administrative Responsiveness Towards Teachers at Schools

“…According to Whitener et al (1998) administrators should show a genuine care for their employees for the emotions of trust, wealth and loyalty. They should be responsive towards employees' needs and interests, act in a way to protect thir interests and avoid abusing them in favor of the organization (Hunt, Lara & Hughey, 2009). Also, it is understood from the findings of the stduy that school administrators show administrativ responsiveness towards teachers in their mutual relationships at school by being friendly, joining in some shared activities, and listening to them.…”

Belief in a just world and organisational loyalty: Trust as an underlying mechanism

“…Given the mediating role of organisational trust, managers and organisations that are interested in cultivating employees' loyalty may also be advised to create conditions that will elicit employees' trust. For instance, being consistent with the work policies and decisions, and encouraging multilateral communication between peers as well as between employees and leaders (Hunt et al, 2009). Furthermore, as trust is reciprocal in nature (Blau, 2017), it is recommended for supervisors to show trust towards employees, for example, by enabling autonomy and emphasizing shared values at their workplaces.…”

Examining how Employee Characteristics, Workplace Conditions and Management Practices all combine to Support Creativity, Efficiency and Effectiveness

“…In order to promote a culture of creativity, staff have to feel motivated and together with a supporting organizational structure, managers need to maintain openness and trust to welcome new ideas. Organizational trust according to Hunt, Lara, and Hughey (2009) can be achieved when management develops patterns of behavioural consistency, integrity, effective communication and concern for employees. Daft (2010) offer an example of Nestle where the company has trust on their regional managers to make decisions based on local cultures that they know best.…”