Trust and Interpersonal Relationships
In an organization trust in relationship is expressed as investment of emotions, concern for welfare and care, intrinsic virtue and, sentiments. Definition of trust states as “Psychological state comprising the intention to accept vulnerability based on possible expectations of the intent of behavior of that person” (Mc Shane & Glinow, 2005, p. 305). According to Schindler and Thomas, trust composes of five elements:
• Integrity – confidence, responsibility and, genuineness.
• Competence – knowledge, capability and, efficiency.
• Consistency – organization, flexibility from the previous practice..
• Loyalty – honesty, reliability and, truthfulness.
• Openness – accountableness, liability and, susceptibleness.
Integrity can relate honestly to disclose or share of thoughts, beliefs and, feelings. Recognizing strength and limitations within oneself, helping others and, seeking resources and assistance when needed turns out to be competence. Good judgment in handling situations ad committed to conduct the task until the end proves to be consistent. Loyalty means Trustworthiness toward friends and subordinates which, in supports them inside and outside the organization. Openness suggests encouragement and acceptance or the shared thought rather than giving the judgment (De Janasz, Dowd, & Schneider, 2002, p. 33).
In a working environment trust plays an important role. In an organization, the level of trust in a hierarchy starts from the customer to the senior management including peers, employees, subordinates and, managers. In an organization Trust cannot be established in isolation, it is relative and interactive. So while working with others and especially as a part of team or organizational team it becomes very important to have mutual trust among team members and a good interpersonal relations. To start with, trust has to imbibe within each team member, when allow free flow of required information. All the...