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When trust is not present, conflict takes on a destructive path, making the resolution of issues even more challenging.[i] Without trust, “bitter conflict...generates animosity and pain that is not easily forgotten; moreover, the parties no longer believe what the other says, nor believe that the other will follow through on commitments and proposed actions”.[ii] Trust also becomes important when analyzing a situation that might require action within an organization. Also, visit our other post about How to Rebuild Trust.
Trust is
based on our psychosocial development, the interactions we have with others and
in organizations.[iii] Here are the different levels and relationships of trust:
With Ourselves
At the
level of ourselves, trust is “…a belief, expectancy, or feeling deeply rooted
in the personality.[iv]”
This means that the way we were raised or treated as children impacts how we
trust today.
With Others
Beyond
ourselves, trust is within relationships. It is defined as the expectations we
have of others, the risks involved when depending on them and the situations
that affect our relationships together.[v]
Within and Between Organizations
Trust is
also based within and between organizations through the expectations we hold
about our future interactions.[vi]
Say you’ve been treated poorly by a co-worker, you may no longer trust that
individual because you are likely to expect the same treatment in the future.
Calculus Based Trust - How to build it
Calculus
Based Trust is a model of measuring trust based on a calculation of the threats
or risks involved if trust is violated or the rewards gained if its maintained.[vii] So, a way to improve trust within a
relationship is to express and share experiences and learn about the other
person, as this can confirm what we know about them.[viii]
Analysing and building trust is an important step to prevent conflict as well.
However, unlimited
trust within organizations is not the ideal. Sometimes distrust can be
natural within work relationships. Indeed, “elements of trust and distrust may
peacefully coexist, because they are related to different experiences with the
other or knowledge of the other in varied contexts”.[ix]
While a manager and employee should have basic levels of trust between one
another, there should be some boundaries in order for the manager and employee
to fulfil their roles and mandates. This is why some people get into
complicated issues when they start to date someone at work.
Search: #Calculus-Based-Trust, #conflict-resolution, #definition-of-trust, #trust-in-organizations.
Search: #Calculus-Based-Trust, #conflict-resolution, #definition-of-trust, #trust-in-organizations.
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[i] Lewicki, R.J. (2006). Trust, Trust Development,
and Trust Repair. In Deutsch, M., P.T. Coleman and E.C. Marcus (2006). The
Handbook of Conflict Resolution. San Francisco, Jossey-Bass (Lewicki, 2006, 92)
[ii] Ibid. 92.
[iii] Ibid. 92-120.
[iv] Ibid. p. 93
[v] Ibid. p. 93
[vi] Ibid. p. 93
[vii] Ibid. p. 95
[viii] Ibid. p. 92
