Austin Bussel
BUSI 472 – D10
Professor Obradovich
May 2017
I personally hold integrity and loyalty to be the most important traits in a person so I
would say yes to the first discussion question of whether or not it is important for a manager of a
business firm to have trust with their employees and yes I do believe the success of the
organization is dependent on this. Now to build anything from a manager’s position when it
comes to their employees and the relationship between them it requires exemplary behavior.
There for, the managers need to give trust, commitment and effort towards their employee’s
success to instill the same mannerisms and habits within the employees. In Bo Bernhard
Neilsen’s article “The Role of Trust in Collaboration Relationships: A Multi-Dimensional
Approach” he writes, “Operationally, trust must be captured primarily at the (inter)
organizational level as a moderator of the degree of goal congruency and collaborative
capabilities on the degree of sanctions and specificity of contracts (control). Moreover, trust may
also have indirect, mediating effects on governance choice and performance. For instance, Rajan,
van Eupen and Jaspers (1997) linked the effects of trust to intrafirm team-working and
organizational learning.” (p. 249) When this trust is formed in a habitual manner it will spread
throughout the team and create the same effects between the first employee and the manager for
the rest of the employees within the organization. In Lynda Gratton and Tamara J. Erickson’s
article for Harvard Business Review she discusses eight different way in which collaborative
teams are created within a company that the leadership can implement; investing in signature
Discussion Board Forum #4
relationship practices, modeling collaborative behavior, creating a “gift culture”, ensuring the
requisite skills, supporting a sense of community, assigning leaders who are both task and
relationship oriented, building on heritage relationships, and understanding role clarity and task
ambiguity. Implementing this smoothly within an organization will create a stable trust in the
dependency of manager to employee within a company and the cohesiveness of everyone
involved at the organization no matter how big or small. Currently the job I work does this very
well as working on cars we are all team oriented in getting the job done and making sure
everyone still gets off when they are scheduled to and their breaks on time as well as getting the
job done efficiently. Unfortunately, during my previous job though this was not the case working
in food service as a server I found many times that other servers were out to only please their
tables and help themselves get the better tables and better tips instead of everyone working
together as a team. These two different circumstances resulted and in very different outcomes the
former being team cohesiveness and unity as friends the latter being distain for fellow employees
and counting the seconds till the end of a shift.
References
L. G., & Erickson, T. J. (2016, November 15). Eight Ways to Build Collaborative Teams.
Retrieved May 01, 2017, from https://hbr.org/2007/11/eight-ways-to-build-collaborative-
teams
Nielson, B. B. (2004). THE ROLE OF TRUST IN COLLABORATIVE RELATIONSHIPS: A
MULTI-DIMENSIONAL APPROACH. Managment,7(3), 239-256. Retrieved May 1,
2017.
