October 21, 2010
Trust and Interpersonal Relationships
When working in teams, assuming trust or gaining trust depends on the individual team member dynamics. I see trust and interpersonal relationships as a necessity. It is difficult to have a relationship without trust. Without trust interpersonal relationships suffer. Every individual has their own level of trust based on personal beliefs and experiences. According to the Kiffin-Petersen and Cordery: Predictors of preference for teamwork, “an individual’s propensity to trust is a generalized predisposition or personality trait that develops in varying degrees depending on a person’s personal experiences with significant others, particularly during their early socialization” (Kiffin-Petersen & Cordery, Feb. p 95). The contribution or lack of from each individual depends on their level of trust. If the team members are familiar with each other have worked well together in the past than more than likely trust will be assumed. The opposite is also true if the team members are not familiar with one another or past encounters were unpleasant than trust will have to be earned. In an attempt to define the role of trust and reliance in business relationships, Mouzas, Henneberg, and Naude found that “one of the particularities of trust is its inherent anthropocentricity” (Mouzas, Henneberg, & Naude, 2007). This means that every human’s ultimate goal is to consider each other. This gives further insight to trust being more applicable at the level of inter-personal relationships than in inter-organizational relationships. Therefore, even teams who do have trust can experience a lost of trust when a member or members actions or attitude affects other members in a negative way. The team member may not be actively engaging, contributing as expected, or personal manners may be offensive. The reasons could be endless, because the member cannot cease...