Is Trust Earned Among Team Members Research Paper
Is Trust Assumed When Working in Teams or Does Trust Have to be Earned Among the Team Members
Management
June 18, 2008 Is Trust Assumed When Working in Teams or Does Trust Have to be Earned Among the Team Members
Is Trust Assumed When Working in Teams or Does Trust Have to be Earned Among the Team Members
Research shows trust between team members is dynamic. “Trust grows as the relationship between you and your team develops through shared experiences. Creating this relationship is a crucial part of building trust.” (Team Dynamics) Trust is not a civil right or something assumed, trust is something that has to be earned. People trust those we perceive to be trustworthy; the trustee must be perceived as having similar beliefs …show more content…
as us and as being trustworthy. But what does it mean to be “trustworthy”? Caldwell states, “Trustworthiness continues to be confused with trust in the academic literature (Hosmer, 1996; Caldwell and Clapham, 2003), but scholars agree that each person trusts another when the second person is trustworthy (Meyer et al., 1995; Caldwell and Clapham, 2008). So trustworthiness is a personal view we have of another person based on our own personal experiences. “This process incorporates a complex conceptual calculus (Creed and Miles, 1996; Caldwell and Clapham, 2008) that makes intuitive and often unconscious decisions about the often unspoken social contracts that exist between people and organizations (Rousseau, 1995).”
As I stated in my “Team Collaboration” paper, Trust does not need to involve belief in the good character, vices, or morals of the other party. “Trust is a prediction of reliance on an action, based on what a party knows about the other party. Trust is a statement about what is otherwise unknown -- for example, because it is far away, cannot be verified, or is in the future.”
(Wikipedia 2008)
In analyzing our newly founded relationship we realize that our trust of each other and in some sort lack of same is mainly based as in the above quote, “based on what a party knows about the other party.” This lack of knowledge due to the lack of experiences shared dictates much of our thinking on the subject of trust. When working in teams the individual team member enters the relation with a preconceived level of trust for their fellow team members. This level will indeed fluctuate with the new experience shared by team members.
The level of trust will increase or decrease with actions, words, experiences, or lack of these. All will have an affect on the relationship and thus the trust level between the team members. In business as in personal relationships trust must be earned. “Trust is widely accepted as a critical part of interpersonal, organizational, and organization-public relationships (Grunig and Huang, 1998). It is the cornerstone of successful relationships and can only be built with time (Davidson & Kapelianis, 1996; Dumoulin & Boyd). Trust is the most basic element in that relationships are built on. Trust can be lost amongst team members if another team member fails the team. The team is similar to a chain linked by individual links. If one link fails it compromises the strength of the chain, the security of the chain, and even the purpose of the chain itself. Thus, the other team members rely on the individual team members to perform in a way in which they might be trusted, ie… by being on time, by performing to standards set by the team, the company policy, rules and regulation, and even the law. In speaking with Ray and reading his paper, I have come to the conclusion that both
he and I share very similar views on the issue of “trust” and more specifically “trust” in a business setting. We have both come to the conclusion that trust is not merely earned, but that it is a crucial part of all healthy relationships governing business. Ray’s business field is in a more “traditional business” setting than mine; his being in banking and mine in law enforcement. Nonetheless, we both espouse the belief that trust in team members leads to a healthy business organization, whereas lack of trust can destroy relationships and thus hurt the team and in turn the business. I am very pleased with my team (Group B), we are working well together.
Reference:
Caldwell, Cam., Hayes, Linda., & Karri, Ranjan. (2008). Ethical Stewardship-Implications for Leadership and Trust. Journal of Business Ethics, (78), 158 . Retrieved June 16, 2008, from database.
Brunner, Brigitta. (2008). Listening, Communication & Trust: Practitioners Perspectives of Business/Organizational Relationships. The International Journal of Listening, (22), 75 . Retrieved June 16, 2008, from database.
WIKIPEDIA. (2008). Trust (social sciences). Retrieved June 13, 2008, from http://en.wikipedia.org/wiki/Trust_%28social_sciences%29
Management
June 18, 2008 Is Trust Assumed When Working in Teams or Does Trust Have to be Earned Among the Team Members
Is Trust Assumed When Working in Teams or Does Trust Have to be Earned Among the Team Members
Research shows trust between team members is dynamic. “Trust grows as the relationship between you and your team develops through shared experiences. Creating this relationship is a crucial part of building trust.” (Team Dynamics) Trust is not a civil right or something assumed, trust is something that has to be earned. People trust those we perceive to be trustworthy; the trustee must be perceived as having similar beliefs …show more content…
as us and as being trustworthy. But what does it mean to be “trustworthy”? Caldwell states, “Trustworthiness continues to be confused with trust in the academic literature (Hosmer, 1996; Caldwell and Clapham, 2003), but scholars agree that each person trusts another when the second person is trustworthy (Meyer et al., 1995; Caldwell and Clapham, 2008). So trustworthiness is a personal view we have of another person based on our own personal experiences. “This process incorporates a complex conceptual calculus (Creed and Miles, 1996; Caldwell and Clapham, 2008) that makes intuitive and often unconscious decisions about the often unspoken social contracts that exist between people and organizations (Rousseau, 1995).”
As I stated in my “Team Collaboration” paper, Trust does not need to involve belief in the good character, vices, or morals of the other party. “Trust is a prediction of reliance on an action, based on what a party knows about the other party. Trust is a statement about what is otherwise unknown -- for example, because it is far away, cannot be verified, or is in the future.”
(Wikipedia 2008)
In analyzing our newly founded relationship we realize that our trust of each other and in some sort lack of same is mainly based as in the above quote, “based on what a party knows about the other party.” This lack of knowledge due to the lack of experiences shared dictates much of our thinking on the subject of trust. When working in teams the individual team member enters the relation with a preconceived level of trust for their fellow team members. This level will indeed fluctuate with the new experience shared by team members.
The level of trust will increase or decrease with actions, words, experiences, or lack of these. All will have an affect on the relationship and thus the trust level between the team members. In business as in personal relationships trust must be earned. “Trust is widely accepted as a critical part of interpersonal, organizational, and organization-public relationships (Grunig and Huang, 1998). It is the cornerstone of successful relationships and can only be built with time (Davidson & Kapelianis, 1996; Dumoulin & Boyd). Trust is the most basic element in that relationships are built on. Trust can be lost amongst team members if another team member fails the team. The team is similar to a chain linked by individual links. If one link fails it compromises the strength of the chain, the security of the chain, and even the purpose of the chain itself. Thus, the other team members rely on the individual team members to perform in a way in which they might be trusted, ie… by being on time, by performing to standards set by the team, the company policy, rules and regulation, and even the law. In speaking with Ray and reading his paper, I have come to the conclusion that both
he and I share very similar views on the issue of “trust” and more specifically “trust” in a business setting. We have both come to the conclusion that trust is not merely earned, but that it is a crucial part of all healthy relationships governing business. Ray’s business field is in a more “traditional business” setting than mine; his being in banking and mine in law enforcement. Nonetheless, we both espouse the belief that trust in team members leads to a healthy business organization, whereas lack of trust can destroy relationships and thus hurt the team and in turn the business. I am very pleased with my team (Group B), we are working well together.
Reference:
Caldwell, Cam., Hayes, Linda., & Karri, Ranjan. (2008). Ethical Stewardship-Implications for Leadership and Trust. Journal of Business Ethics, (78), 158 . Retrieved June 16, 2008, from database.
Brunner, Brigitta. (2008). Listening, Communication & Trust: Practitioners Perspectives of Business/Organizational Relationships. The International Journal of Listening, (22), 75 . Retrieved June 16, 2008, from database.
WIKIPEDIA. (2008). Trust (social sciences). Retrieved June 13, 2008, from http://en.wikipedia.org/wiki/Trust_%28social_sciences%29