Developing and maintaining trust at work Essay

Developing and maintaining assert at work is essential for structure and balance in spite of appearance the on the job(p) environment and for a business to be successful in its elect fields. Trust is built on the following, mention, h iodinsty, integrity, parley, attitude, approachability, manners and commitment. Trust can be broken down by using a combining position that indeed incorporates decision-making factors and situational factors. Decision making factors consist of the followingHow risk blanket(a) is the trustee?How well adjusted is he/she?Situational factors consist of the followingHow comparable are the parties involved?How secure do the parties feel?Does the trustee bear witness concern?Have they shown predictability and integrity?Do the parties have good communication between them?How much power do they have?Confidentiality is important for structure and keeping trust in the work place, from senior managers down to the divergent departments within the busine ss 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 have sure that the information given to them is kept in the strictest confidence unless told other than by the trustee. Any breach of this footsureiality go away break down trust between the parties involved and do serious damage to any respect that existed between them it would also have an knock on effect by dint of all departments within the organisation and in worse case scenarios it could carry to legal action being carried out.Building the squadAn example of a group in my place of work is our start of shift showdown between the shift manager/myself the team leader/electric cell leadership/logistics charge hand/ line leaders from packing and assembly/the tending department. The shift manager would then chair the meeting and explain the course of the shift that day i.e. any changeovers, the a vailability of paper and labels and any musical note 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 germane(predicate) issues within their departments.All department heads would return to their respected work areas and electrical relay the relevant information to their teams. I myself after having a view to face abbreviated 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 four implement wheeler dealers 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, hold issues, machine target speeds and any other problems my operators/packers may have I also then deleg ate everyone on their individual tasks for that day.When groups are create they go through different stages before they can become powerful and established. The four stages were first admitd 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 temporary staff. At the start of our crabby period/season im given between one and two cutting temporary machine operators for a period of a fortnight for provision they first get introduced to the other members in my cell and start to attain what is expected of them by the company, And what is expected of them by me within the cell this is the Forming stage. one time the operator has met certain standards and requirements and has shown an ability to combat and recognise our biggest enemy which is gaga I sign the operator off on my check t ack 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 now 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 5th stage which is Mourning, This stage does occur in a cell when the team loses a valuable member to another cell and when th e temporary operator leaves at the end of the season. It does have a significant effect in my experience on my teams morale, structure and sometimes all the same their attitude.