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Mariano Marcos State University

Graduate School

Laoag City

Reporter: Arnel C. Sabuco Jr.Ilocos Norte Agricultural College

Mobile No. 09085530735

Educational Management 209Professor: Dr. Alegria T. Visaya

Organizational Trust in Business

Trust is a vital ingredient in organizations since they represent a type of ongoing

relationship (Robert Galford and Anne Seibold Drapeau ) . Organizational trust- trust that the

organization's policies will be fairly administered and implemented as stated.Personal trust -

trust that subordinates place in their manager to be fair and to look out for their interests.

Trust reduces unproductive rumors and second guessing that distracts employees from

their work. It motivates, stimulates creativity, and helps the organization to attract and retain

great employees.

Modeling Trust

Galford and Drapeau offer the following equation to model trust:

Trustworthiness =C + R + I

S

Where:

C = credibilityR = reliability

I = intimacy

S = self-orientation

These characteristics are described as follows:

Credibilityis earned by expertise, by the ability to obtain the required expertise, and by

being up-front about one's limitations.

Reliabilityis consistency and dependability. Reliable leaders provide a sense of comfort

to their subordinates.

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Intimacy is not about revealing personal details, but rather, making the business of the

organization personal and understanding the sensitivities of others.

Self-orientation is the degree to which one focuses on one's own concerns when

interacting with others. Self-orientation decreases trustworthiness. Those who are

motivated by duty or achievement tend to be more self-oriented than those motivated by

meaning or who gain pleasure from the work itself.

Building Personal Trust

To build personal trust, Galford and Drapeau present a five stage process:

1. Engaging - finding common ground and relating to other people, for example, by

appreciating the key challenges that employees face in their jobs.

2. Listening - builds trust by showing that one cares enough to invest the time to listen.

Asking thoughtful questions, getting clarification when necessary, and giving one's

complete attention to the conversation all send the message that one cares about the other

person.

3. Framing - making sure that one understands the core of what the other person is

conveying, and letting him or her know it.

4. Envisioning - looking to the future and identifying an optimistic and achievable

outcome, and helping the other person to visualize the benefits of that outcome.

5. Committing- both parties agree and commit to moving toward the envisioned future.

Building Organizational Trust

Organizational trust is based on belief in the way things are done in the organization.

While organizational trust requires personal trust in the organization's leaders on an aggregate

basis, it is possible to have an untrustworthy supervisor and still believe in the organization.

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Galford and Drapeau identified five variables on which organizational trust depends, as

shown in the following equation:

Organizational Trustworthiness = (A1 + A2 + A3) x (A4 + A5)

R

Where:

A1= Aspirations

A2= Abilities

A3= ActionsA4= Alignment

A5= Articulation

R = Resistance

These variables are described as follows:

Aspirations- aspirations provide the incentive for people in the organization to wantto

trust each other. Aspirations is another term forbusiness vision.

Abilities- are the resources and capabilities required to fulfill the aspirations.

Actions- actually getting to the task and doing what is needed to reach the organizational

goals rather than losing focus to the distractions that inevitably will arise.

Alignment- having consistency between aspirations, abilities, and actions.

Articulation - communicating the aspirations, abilities, actions, and alignment so that

everybody in the organization knows them and is able to articulate them.

Resistance - building a trusting organization is likely to be met with resistance in the

form of skepticism, fear, frustration, and a "we-they" mindset.

Source:www.thetrustedleader.com/press-equation.html

www.quickmba.com/mgmt/leadership/trusted-leader/

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