If proclaimed values which then are not taken into account at all when assessing people, there is no consistency with actual policies; Thirdly, through the decisions that are taken in the business day to day. Again, people will realize the consistency that have those decisions. And, finally, through effective communication at all levels of the Organization of the intentions and decisions of the company, of the policies adopted. Very important in the development of research conducted to highlight as Helen Wilkinson brings the benefits that confidence manifests in the enterprise, organization, are individuals and departments can cooperate among themselves as an integrated team. If no confidence is generated, each one is dedicated to your things, not to the common good or general interest of the company or organization. When there is confidence, there is fluidity, exchange of ideas, pro-activity.
The worker thinks if same, does not expect instructions. Becomes owner of his own work and contributes to initiatives that provide added value. He is not afraid that they penalize you in case of mistake or that someone is going to steal their ideas, their contribution. All this influences the organization forward and not stagnate in inherited behaviors of the past in inertia. And of course, also influences in the development of the worker since then very important is to determine which symptoms are manifested across the enterprise where prevailing distrust and how this affects the organizational climate, giving way to a highly unproductive, disharmonic behavior.
About it, comment there symptomatology that indicate that there is mistrust such as: depressions, anxieties, lower medical stress, excessive mobility, low motivation, the fluidity of information, among others. At the end of all this importance of confidence in the company of the need that she manifests, Wilkinson says, that if there is no trust, there is no real commitment. Without This, the mercenary reactions should not be a surprise, so it would have to be prepared to accept that the worker will not worry about the overall good of the company. In short, for the Venezuelan case, management must warrants than his leadership, direction, especially the crisis facing non-step with its actions to that mistrust appears, quite the opposite is an opportunity to test how well trained, prepared to face the challenges and how to maintain always active to your human resource where this has confidence and always waiting for the support.Comments closed