Assignment 2: Literature Review

Assignment 2: Literature Review

Topic: How can leaders build trust and why it is important (to workplaces today)?

Introduction

The purpose of this literature review and analysis is to highlight and explore the effectiveness of trust and the ways in which it can be established among leaders in workplaces. The overall assessment discusses on the subject matter of trust among leaders and its necessity in modern workplaces. It highlights aspects of social exchange and deep work connections, relates to theoretical frameworks or processes used in workplace and discusses trusts importance to bring effective communication within organizations. Potential leaders generate a greater extent of trustworthiness. They behave in an open, direct, and honest manner along with acting ethically to deal with their interpersonal issues or challenges. This builds confidence among their followers as they primarily depend upon leaders. The transformational form of leadership followed by leaders obtains a higher impact on their financial performance (Jamal & Abu Bakar, 2021). Trust in an organization is essential specifically during disruption periods, because organizational members capability is facilitated by it for navigating successfully and constructively providing response to challenging circumstances and linked change.

Body

According to Dirks & de Jong (2021), relationships of social exchange include reciprocal actions of exchange and help of resources gradually without the presence of any formal contact. These connections usually depend upon as well as engendering trust. In addition, trust evolves through the process of reciprocity, which further provides advantages to both parties i.e. leaders and followers. Close work connections that include affective trust can provide an allowance for a framework of communal relations in which people share without repayment expectations. The authors have mainly placed arguments that trust is a potential mediator about several relationships in the behavior of an organization like the connection formed between the behavior of team members and justice. Attribution theorytakes significant measures to know well causal explanationsof people for occurrences and events and peoples' judgments and perceptions about other people (Dirks & de Jong, 2021). This procedure of attribution is included within trust development. For instance, a person can produce beliefsabout the trustworthiness of another individual depending on whether certain situational or internal factors are root causes to judge the behavior of the individual.

As per Abson et al. (2024), trust's role within teams of a project beyond shared leadership and leadership can be researched extensively. Trust can be obtained as a vital factor in evaluating and elaborating social relationship operations within the workplace. Trust is also known as one type of psychological mechanismthat includes two parties such as the trustee and the trustor which provides an allowance to people for making assumptions about other people's future behavior and further making judgments about their individual behavior outcomes (Abson et al., 2024). This can result in enhanced effectiveness and cooperation within the workplace among followers and team leaders. The trust importance is focused on this analysis for project teams specifically by illustrating the greater chance of teams dealing with a major rise in adversity within unpredictable project-oriented atmospheres. They indicate trust can be identified as a primary factor in providing an allowance to team members of the project to become resilient as well as perform to a greater extent within these units (Legood et al., 2020). Besides this, trust in senior leadership provides a huge contribution to the well-being of employees during the COVID-19 outbreak's uncertainties.

Gara & Porte (2020) specifies establishing and maintaining a potential trust level within an organization can be considered noteworthy and can promote gaining the trust of investors and customers. It must be carried forward by utilizing the twofold technique that includes a managerial and communicative perspective. Behavior in an organisation, whether it is communicated externally or internally, does not obtain any chance to become effective truly if employees do not perceive the same or are not highlighted within the perimeter of their organization. Establishing trust denotes keeping the beliefs of the firm alive together with tackling the values actively and knowing reasons why operations are undertaken by the company followed by evaluating principles to tackle it (Le & Tran, 2020). These repercussions lead people to notice the primary role played by employees in the building process of the brand as one kind of relational factor. This is because their behavior shall facilitate the communicated values' opposingly destroying the highlighted message's credibility. Trust connection should be deeply rooted and strong between a wide range of actors; therefore, true engagement evolves as well as stands out as a potential boost to the process of efficacy (Gara & Porte, 2020). This is primarily reflected in the organizational procedures of an organization. Hence, it is essential to take into consideration that trust is pivotal in management systems that obtain the ability to receive from staff so that any change procedures can be accurately managed.

Conclusion

References

Abson, E., Schofield, P., & Kennell, J. (2024). Making shared leadership work: the importance of trust in project-based organisations. International Journal of Project Management, 42(2), 102575102575. https://doi.org/10.1016/j.ijproman.2024.102575Dirks, K. T., & de Jong, B. (2021). Trust Within the Workplace: A Review of Two Waves of Research and a Glimpse of the Third. Annual Review of Organizational Psychology and Organizational Behavior, 9(1). https://doi.org/10.1146/annurev-orgpsych-012420-083025Gara, G. L., & Porte, J. M. L. (2020). Processes of building trust in organizations: internal communication, management, and recruiting. Church, Communication and Culture, 5(3), 298319. https://doi.org/10.1080/23753234.2020.1824581Jamal, J., & Abu Bakar, H. (2021). The Influence of Charismatic Leadership Communication Towards the Credibility of Public Organisation in Malaysia. Jurnal Komunikasi: Malaysian Journal of Communication, 37(4), 405426. https://doi.org/10.17576/jkmjc-2021-3704-23Le, B. P., & Tran, Q. T. (2020). Leadership Practice for Building Trust of Followers: Decisive Factors of Organizational Performance. SEISENSE Journal of Management, 3(2), 4557. https://doi.org/10.33215/sjom.v3i2.308Legood, A., van der Werff, L., Lee, A., & Den Hartog, D. (2020). A meta-analysis of the role of trust in the leadership- performance relationship. European Journal of Work and Organizational Psychology, 30(1), 122. https://doi.org/10.1080/1359432x.2020.1819241