Developing and maintaining trust at work Essay Example for Free

Developing and maintaining trust at work EssayDeveloping and maintaining trust at work is essential for structure and balance in spite of appearance the working environment and for a business to be successful in its chosen fields. Trust is built on the following(a), respect, honesty, integrity, communication, attitude, approach superpower, manners and commitment. Trust can be broken down by using a trust model that hence incorporates decision- qualification factors and situational factors. Decision making factors consist of the followingHow risk tolerant is the trustee?How well adjusted is he/she?Situational factors consist of the followingHow similar are the parties involved?How secure do the parties feel?Does the trustee show concern? turn in they shown predictability and integrity?Do the parties endure good communication between them?How much power do they have?Confidentiality is important for building and keeping trust in the work place, from senior managers down to the diff erent departments inside the business and onto the different workstations on the shop floor. When an employee confides in a person, who is in a position of trust, it is then that persons responsibility to keep and make sure that the information demoten to them is kept in the strictest confidence unless told other by the trustee. Any breach of this confidentiality will stag down trust between the parties involved and do serious damage to whatsoever respect that existed between them it would also have an knock on piece through all departments within the organisation and in worse case scenarios it could lead to legal consummation being carried out.Building the teamAn example of a group in my place of work is our slit of shift meeting between the shift manager/myself the team leader/electric cell leaders/logistics wedge hand/ line leaders from packing and assembly/the maintenance department. The shift manager would then contribute the meeting and explain the running of the shift that day i.e. any changeovers, the availability of paper and labels and any select issues found from the day before by the shift following us in. The manager would then give us our overall meterage figure from the day before. Everyone would then inform the manager of any immediate manning or relevant issues within their departments.All department heads would harvest to their respected work areas and relay the relevant information to their teams. I myself after having a face to face brief with my manager and my cell leaders would return to my cell and brief my team which (depending on the time in the season ) Consists of quad car operators and two packers of any relevant issues that could affect our cell for that day. I would then take the time to address any problems that immediately would face us i.e. Health and safety in our immediate area and surrounding area, housekeeping issues, machine target speeds and any other problems my operators/packers may have I also then legate everyone on their individual tasks for that day.When groups are formed they go through different breaker points before they can go away effective and established. The four stages were first recognised by Bruce Tuckman, these stages are Forming/Storming/Norming and Performing.I can recognise and relate to these four stages in my work place. As a team/cell leader my cell consists of four machine operators, which is usually a mix of both permanent and short-lived staff. At the start of our busy degree/season im given between one and two new temporary machine operators for a plosive speech sound of a fortnight for training they first get introduced to the other members in my cell and start to notice what is expected of them by the company, And what is expected of them by me within the cell this is the Forming stage.Once the operator has met certain standards and requirements and has shown an ability to combat and recognise our biggest enemy which is waste I sign the operato r off on my term of enlistment sheet and then they will be allocated a machine to run on their own within the cell, They will start to become more confident in their own ability and the environment in the cell, I will try and encourage the operator to voice their opinions and concerns regarding decisions I make within the cell, This is the Storming stage. The temporary operator should at one time be feeling like one of the team and should be hitting their meterage targets and now will be confident to share any ideas they might have with myself and the rest of the team.This is the Norming stage. Everyone in the cell as a whole is hitting their production targets and the temporary operator is feeling established and comfortable of running any machine in the cell and running a machine through break on break cover with another operator without supervision. This is the Performing stage. Tuckman added a fifth stage which is Mourning, This stage does occur in a cell when the team loses a valuable member to another cell and when the temporary operator leaves at the end of the season. It does have a significant effect in my buzz off on my teams morale, structure and sometimes even their attitude.