select 1 of the following:
1. Do you believe that managers in a business firm are dependent upon the trust, commitment, and
effort of others within the firm?
2. If you believe that managers in a business firm are dependent upon the trust, commitment, and
effort of others within the firm, then how do you build that trust, commitment, and effort? In
particular, how do you guide the business firm toward a common goal? Can you buy those attitudes
and efforts with financial incentives?
3. Have you ever been a member of an organization that had a high degree of trust, commitment, and
effort? Did that organization also evidence a large amount of cooperation, innovation, and
unification (a feeling that everyone was working toward a common goal)? If so, what was the case?
What, in your opinion, made all of that happen?
4. Have you ever been a member of an organization that had a very low degree of trust, commitment,
and effort? Did that organization evidence a very small amount of cooperation, innovation, and
unification (where there was nearly no feeling that everyone was working together for a common
goal)? If so, what was the cause?
Explain and document your reasoning using scholarly and peer reviewed journal articles and/or
texts.
OUTLINE
1. INTRODUCTION
2. BODY
3. CONCLUSION
4. REFERENCE
OUTLINE
1. INTRODUCTION
2. BODY
3. CONCLUSION
4. REFERENCE
Running Head: BUSINESS
Management
Name
Institutional Affiliation
Instructor
Date
BUSINESS 2
Introduction
In nearly all business establishments, for the regular operations along with the
undertakings to manifest themselves into reality, then the individuals who form the workforce
has to display some tendencies which would empower the desired activities to come to
completion. These outcomes may not only actualize within the short-term time frames alone but
also they ought to last into periods that could overlap into the long-term orientations. Now, the
aspects of trust, effort, and commitment are direly crucial for any entity that aspires to remain
relevant in its industry (Appelbaum, 2013). Therefore, the management fraternities are
perpetually on the lookout to ensure that these attributes become part and parcel of their entity’s
workforce base.
Ways for building effort, trust along with the commitment
Since relatively every manager desires to have a team that is visibly productive as well as
happy, thus for the management to build a trust-centered fete, they have to consider leading by
good examples. Such can lead to them exposing some of their vulnerabilities to the subordinate
which can be healthy in understanding that we are all human. Often it is somehow effective to
delegate some of the responsibilities to the available staff as it may boost their morale. And
overall investing in the team by constantly reminding them how the corporation’s heads believe
in them and have spent a considerable proportion of resources in molding them.
Employee commitment is expressible as the ambient psychological and ultimate loyalty
depicted by an employee to a particular firm. For managers to achieve this facet, then they have
to consider criterions like: Creating feasible methodologies that aim at the realization of
engagement among the employee base. Proceed to allow and facilitate the aspect of bonding
BUSINESS 3
among different teams which are available. Establish strong, clear, and precise communication
tendencies which may sway the workers to open up. And ensure there is an inert construction of
opportunities affiliated to career growth (Sabell, 2016).
On the part of effort development, the management team of an organization has to
incorporate the ideology of having to pay the subordinates according to their actual worth; make
openings available and thus thrusting the individuals towards self-development, and
championing for collaboration tendencies.
Guiding the establishment towards the realization of the common agenda
In an attempt to strive towards the attainment of the common goal which could either be
profit maximization, increase in the market niche or somewhat minimization of the realizable
overheads. As a manager, one has to be thoughtful when it comes to the aspect of being a good
leader who sets the tone for the staff to imitate. Engage in the precise definition of
responsibilities thereby allowing the subordinates to fathom the expectations required of them
(Economy, 2016). Finally, aspire to remain positive, meaning that you will be the inspiration for
the juniors in times of desperation and challenges.
For these efforts alongside the attitudes to reveal themselves among the employee base,
no financial incentive can compel the workforce to embrace such tenets. As a result, the notion
of any form of a financial-related consideration to have potentially significant influence is out of
the equation. Moreover, any person within the management loci should consider going all the
hard way to impart these desirable criterions in the subordinates.
BUSINESS 4
Reference
Appelbaum, E. (2013). The impact of new forms of work organization on workers. Work and
Employment in the High-Performance Workplace, 120.
Economy P (March 2016). Nine Super Effective Ways to Motivate Your Team Retrieved from
https://www.inc.com/peter-economy/9-super-effective-ways-to-motivate-your-team.html
Sabell H. (June 2016). How to Increase Your Employee Commitment and Loyalty Retrieved from
https://collegeforadultlearning.edu.au/how-to-increase-your-employee-commitment-and-
loyalty/
