More specifically, because the potential for miscommunication, misunderstanding, and pejorative or other negative interpretations is so much greater in remote communications especially through email (SHRM, 2010), the implications of failure to establish trust remotely are even greater. As Yoong (2009) points out, that is largely a function of the fact that genuineness in expressions of cultural awareness and sensitivity (as opposed to patronizing or otherwise insincere) expressions is absolutely crucial.
Sincerity and genuineness are much more difficult to communicate effectively in impersonal communications media (SHRM, 2010; Yoong, 2009). Therefore, appropriate expressions and other manifestations of cultural awareness and sensitivity are most appropriately communicated to virtual working groups via two-way video conferencing instead of other less personal methods of communications, notwithstanding the substantive sufficiency or factual accuracy of those expressions in writing, for example (SHRM, 2010;Yoong, 2009).
This project relies primarily on a review of secondary research in the form of Internet search engines, subscription-based Internet databases (such as Highbeam and Questia, among others), academic textbooks, and professional journal articles. The search terms used for the secondary research were: "Communications"; "Trust"; "Building Trust"; "Global Virtual Teams"; "Supervision"; "Effective Collaboration"; "Cultural Awareness"; "Cultural Sensitivity"; "Effective Leadership"; "Computer Mediated Work Teams"; "Computer Mediated Groups"; Cross-cultural Communication"; "Interpersonal Communication at Work"; "Building Organizational Trust"; and "Building Organizational Trust."
The time frame of source relevance is largely dictated by two factors: (1) the emergence of computer-mediation applications that make virtual working groups possible; and (2) the emergence of cultural diversity and the recognition of its importance within the local society and the business community. Therefore, the most relevant literature is that which has been published since the turn of the 21st century in both cases; moreover, because computer applications and their capabilities in relation to business communications functions have advanced so rapidly, literature published in the last five years is likely much more useful than literature published prior to 2005.
Ideally, this project should also include primary research in the form of surveys distributed to employees. More particularly, those surveys should focus on the degree of trust acknowledged by employees; the specific factors considered important both in establishing and in failing to establish trust, as the case may be; similar surveys of individuals in remotely supervised working groups through impersonal communications; and surveys of individuals in remotely supervised working groups through less impersonal communications methods. That primary research should also include concurrent surveys of supervisors to enable a comparison of their impressions and those of their subordinates.
That primary research should include six distinct populations: (1) employees of traditional organizations; (2) employees of global organizations relying on traditional communications methods in remote work group supervision; (3) employees of global organizations incorporating...
Assuming only that all responses are substantially truthful, it is further anticipated that the most valuable aspect of the primary research would be a comparison between the respective responses of: (1) employees of traditional organizations and supervisors working in traditional organizations; (2) employees of global organizations relying on traditional communications methods in remote work group supervision and supervisors working in global organizations relying on traditional communications methods in remote work group supervision; and (3) employees of global organizations incorporating more dynamic modern communications methods in remote work group supervision and supervisors working in global organizations incorporating more dynamic modern communications methods in remote work group supervision.
Substantial concurrence of responses in each pairing would provide an indication that the organization has implemented effective trust-building and other elements of effective computer-mediated remote supervision of work groups. Conversely, substantial discord in those paired responses would provide an indication that the organization has not implemented effective trust-building or other elements of effective computer-mediated remote supervision of work groups.
Statement of Results and Conclusion
Based on the secondary research, it is anticipated that the primary research will yield the following conclusions:
1. Organizations can establish trust among and between business units working in very different external environments that shape individual expectations and values by implementing interactive communications methods that most closely approximate in-person communications.
2. Individual autonomy is a crucial component of satisfying working environments and should be incorporated into both merit-based reward systems and supervisor training.
3. Organizations can establish trust among and between supervisors and the members of business units working in very different external environments that shape individual expectations and values by emphasizing merit-based reward, recognition, and individual professional development and advancement within the organization.
4. The most important issues in relation to trust in relation to the nature of remote supervision irrespective of cultural issues are the inclusion of communications methods that feature the greatest possible range of interpersonal communications dynamics normally associated with in-person communications.
5. The most important elements of establishing trust on the part of organizational leaders is the genuine recognition and expression of cultural sensitivity, demonstrations of integrity in relation to expressed organizational values on the part of leadership, and interactive dynamic communications methods, particularly with respect to virtual team meetings with supervisors.
Douglas, C. And Zivnuska, S. "Developing trust in leaders: an antecedent of firm performance." SAM Advanced Management Journal. Society for the Advancement of Management. 2008. Retrieved December 30, 2010 from HighBeam Research: http://www.highbeam.com/doc/1G1-177101798.html
George, J.M. And Jones G.R. (2008). Understanding and Managing Organizational
Behavior. Upper Saddle River, NJ: Prentice Hall.
Maxwell, J.C. (2007). The 21 Irrefutable Rules of Leadership. Georgia: Maxwell
Trust Explain how you develop and maintain trust at work and why confidentiality is so important in building and maintaining trust at work. Trust is critical to the functioning of any team or organization. Individual employees need to be able to trust their role in the organization so that ideas, concerns, and opinions are shared freely. Likewise, supervisors need to trust their employees will share their opinions that pertain to increasing productivity.
Periods of trust in the government are not, perhaps, as easily identified, but they are just as numerous. Following the onset of the Depression and the election of Franklin Delano Roosevelt, a period of restored faith and hope in the government began and continued throughout World War II and after. Prior to that, there was a great deal of trust placed in the federal government throughout much of the first
(2009), yet faculty trust was included as an identified feature of academic optimism and thus the relationship of these two studies is made clear and the reliability of Smith and Hoy's (2007) study greatly increased. This study also did not take race into account, making it again less comprehensive and slightly less meaningful than Goddard et al. (2009). Comparisons of race and of racial attitudes to academic achievement abound in
He notes there has been an overall decline in government trust since the mid-1960s. Only once since 1975 has government trust broke 50%. That occurred in the months following 9/11. After the tumultuous assassinations of the 1960s, the Vietnam War, the resignation of President Nixon, and the stagflation of the late 1970s, public trust fell from 80% in 1966 to about 25% in 1981. The Watergate scandal, the regularity
Trusted Friends Fast Food Nation: Chapter 2 review "Your trusted friends" (31-59) One of the most striking aspects of McDonald's is the way in which it markets itself as a 'friendly' organization committed to family values, even while it sells food that is blatantly unhealthy and damaging to consumers' health. The Happy Meals it promotes to children have an innocent quality, even while the food is carefully engineered so that it
The principal is the property that is contained in the trust that produces income like dividends, rents, and interest. Payments for bills to the trust may be paid out of either income or principal but payments to beneficiaries may be made out from income only. Where such payments will be made lies within the discretion of the trustee. Determining the proper distribution of income and principal is one of