Gaining employees trust in management decisions and organizational change

Extract

[...] Workforce composition and the organization of the workplace are two primary factors that illustrate the need for trust. Workforce composition elements such as diversity promote this need. As the organization changes and diversity increases individuals of different backgrounds must develop a mutual trust. (Dirks and Ferrin) Communication Communication is one of the most important factors in gaining employees trust. It is especially significant in attaining trust in management decisions and organizational change. Important information regarding an employee's job and organization is delivered through internal communication. [...]

[...] HR Responsibility Maintaining employee's trust has been identified as a duty of the Human Resources or Human Relations department. Several communication approaches are available to the HR department. The classic approach is based on scientific management theories and includes 5 primary factors: coordination, control, planning, organizing, and command. (Boe) This approach includes 2 primary communication goals which included conveying decisions and directives of top management and preventing misunderstandings. (Mayer, Davis, and Schooman) The human resources approach places an emphasis on combatting manager's assumptions for workers and the corresponding actions of managers. [...]

[...] In conclusion, trust is key in maintaining any organization. The employees must feel comfortable with the decisions of management. They must also maintain trust throughout organizational change. Communication is the primary method of establishing trust. It is the duty of the HR department to effectively establish communication methods. The department may use the Human Resource, Human Relations, cultural, systems, or classic approach to attain as well as sustain the trust of employees. Works Cited Boe, Tammy A. Gaining and/or maintaining employee trust within service organizations. [...]

[...] (Kramer) Performance can increase 20 to 50 percent by communicating adequate, quality, and timely information to employees. (Mayer, Davis, and Schooman) Studies also suggest that communication influences an employee's decision to leave or remain with a company. The decision making process in an organization is vital. This could directly result in organizational change. Communicating with employees during the process will increase trust. Once the process is finished and the management decision is made employee approval will already be established. Nevertheless, some management decisions are the sole product of management. [...]