Building & Sustaining Trust

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| 2011|
| Human Resources and Communication in Projects(PROJ330) Prof. K. Cavanaugh DeVry University By: Lisa Wilson
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Building & Sustaining Trust |
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Building and Sustaining Trust
Can you imagine working in a place where you have no one to trust? You cannot trust your teammates to do their fair share, you cannot trust management to provide an atmosphere conducive to a positive work day, you cannot trust that the communication within the team will be positive and effective. There is no trust to be found. We are going to define and discuss trust and how it plays a part in a highly effective and performing team. Many people confuse trust with respect. Respect is the level of esteem a person has for another person. Trust is the willingness of a person to rely on another person in the absence of monitoring.(Thompson, L., 2008) Trust is two-sided, depending partly on the believability of the other party and partly on the willingness to believe. Trust in teams are imperative, because each person has to trust that the other person will provide quality work to the project and be honest in communicating the good and bad progress. “Trust forms the foundation for effective communication, employee retention, and employee motivation and contribution of discretionary energy, the extra effort that people voluntarily invest in work. When trust exists in an organization or in a relationship, almost everything else is easier and more comfortable to achieve”. (Heathfield, S.) Our text speaks about teams that are high in respect but low in trust and vice versa. There has to be a balance of trust and respect. “Trusting in the quality of work of teammates will reduce process conflict”. (Thompson, L., 2008) Trust vs. Faith

“Trust is earned, faith is given. One is a fact, the other is believing (2009, April)”. Faith can be used in every aspect of our lives, whether in business, relational, or religion. Faith is the firm belief in something for...
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