Evaluating The Three Concepts Of Trust In Organizational Development

Roy believes nursing as a key player to help patients to develop coping mechanism and positive outcome from the constant stimuli exposure. Roy’s goal is for the patient to achieve adaptation leading to optimum health, well-being, quality of life, death with dignity, and finding in life by participating in their own care (Roy & Andrews, 1999.)

Regarding leadership or good leader, some of his opinions are similar and some of his opinions are different to opinion that the author in the text book argue. In this textbook, the authors define leadership as the process to affect other people for achieving an organization’s goals. It is similar to interviewee argument. Yet, interviewee emphasized the power in leadership. He states that it is very important to use the power fairly and ethically. He also argues that leaders need a strong relationship with lots of excellent in-group members for forming the power. It is in line with Leader-Member Exchange Theory (LMX) that assumes leadership is formed through transacting mutual interests between leaders and followers.

A theory is different from a hypothesis due to the fact that a hypothesis is a presented report based on limited information, which occurs in the first step of the scientific method. While a theory is a hypothesis that has not been rejected based on substantial information and evidence, such as testings, data collections, and data analysis. This also occurs during the last steps of the scientific method.

The purpose of the nursing theories is to provide an interrelating framework focusing on the nursing practice. The defined nursing theories promote better patient care, improve the status of nursing profession, and improve the communication between the nurses, and provide guidance to the researches and education (Keefe, 2011). Not all nursing theories have the same meanings; however, they play the important role of explaining the key concepts and principles of nursing practice in understanding way.

Organizational trust can be defined as “the extent to which one engages in a reciprocal interaction and a relationship in such a way that there is willingness to be vulnerable to another and to assume risk with positive expectations and a degree of confidence that the other party will possess some semblance of benevolence, care, competence, honesty, openness, reliability, respect, hope and wisdom” (Kutsyuruba & Walker, 2015, p. 109). When there is trust in an organization, it is more likely that it will be a successful, safe and respectful working environment. This is because employees will feel valued and want to put their all into their job.

The purpose of the nursing theories is to provide an interrelating framework focusing on the nursing practice. The defined nursing theories promote better patient care, improve the status of nursing profession, and improve the communication between the nurses, and provide guidance to the researches and education (Keefe, 2011). Not all nursing theories have the same meanings; however, they play the important role of explaining the key concepts and principles of nursing practice in understanding way.

Traditional theories of leadership include the great man, power bases, skills approach, style approach, contingency, and path-goal theories. Those are all very objectively based, not looking at the individual’s experiences, wants, needs, and idiosyncrasies. Then the emerging leadership theories came along, viewing leaders as unique individuals, instead of positions within an organization. These theories are relationship-heavy, focusing on the interactions between the leaders and the followers as something fragile, instead of surface-level. There has been a movement within management and leadership theories over the past century that focuses on the intangibles – trust, loyalty, respect, etc. of leadership. One that is gaining

When one thinks of a theory, the normal assumption is an abstract statement that includes but is not limited to convoluted ideas, exorbitant amounts of math or calculations, and enough difficult or complicated words to fill a dictionary. Then comes the overwhelming wave of emotions following the question, “Why do I care??” Aaron James, a Harvard graduate and a Professor of Philosophy at UC Irvine, wrote a book that you may be interested in. The title of said book is Assholes* A Theory. The ideas covered in this book are all about what makes a person an asshole and the concepts surrounding the different possible types of assholes. However, the question stands, does this book present a legitimate theory?? The answer to that is no; the book Assholes* A Theory by Aaron James does not demonstrate a theory as it lacks qualities that are essential to theories.

The petals are innovation, respect, compassion, fortitude, analytical thinking, emotions and vigilance. Trust is the veins and stem of the rose that continue to pump the vital nurturance to each petal and provide adequate water. However, trust can easily be distorted when there is the absence rapport about trust development (Monzani, 2015, p.2). It is easier for followers (subordinates) to relate to trustworthiness when a leader has specifically defined goals and plans of achievement (Monzani, 2015, p. 3). The trust element is only a small portion of this puzzle called management however, it is the portion most overlooked by those in leadership roles. Managers have noticed that the trust factor often leads to a motivational benefit for both the leader and followers but it also may give the impression of reduction in power, as a manager (Lam, 2015, p. 836). It is important that managers promote two-way communication between the leader and employees and vice versa so that employees comprehend the limitations of interactive participation and the intention of their leader (Lam, 2015, p. 851) with the encouragement of social exchange (Miao, 2015, p.

Zaccaro (2007) suggests a close relationship between trait theory and conditional leadership. As the author believes that the choice of a theory’s model is not mutually exclusive, but rather trait theory supports conditional leadership. That is for a leader to be successful in a particular situation, the leader must possess a set of a specific characteristic. Also, the characteristics that the person possesses can determine if the individual has the capability to emerge as a leader in a given situation. Norman, Avolio, & Luthans (2010) indicates that when authentic leaders show transparency and positivity toward their subordinates, they can have a positive impact on their trust and the perceived effectiveness of their

Maritz Research recently conducted a study in which they found that trust in leaders is troublingly low. By this they mean that only seven percent of employees believe that ‘‘senior management’s actions are completely consistent with their words’’ and only 25% agreeing ‘‘that they trust management to make the right decisions in times of uncertainty’’ (Maritz Research 2010, p. 1). In today’s real-world workplace, business professionals are struggling with a more challenging, complex, and competitive environment than any other time in history (Cameron 2003). Coming in right alongside with these problems is diminishing trust in leaders among employees (Heavey et al. 2011). In turn this brings up the argument that it is time for an updated leadership model in this modern social age, because when individually used these old models no longer seem to be effective in rallying employees together.

Dougles Mc. Gregor an American social psychologist, came up with the theory of theory X and theory Y. In the year 1960, he published his book “The Human side of Enterprise”, which talks about behaviour of individuals at work. McGregor’s Theory X and Theory Y has become a basic principle for the development of the positive management styles and techniques. This theory has become the basics for the study of organisational development and improving organisational culture.

For the purpose of this report, we have decided to look at the assumption that leadership is based on the different types of relationships between people, rather than the skills and abilities of just one person.

It is a theory that tries to understand how people think, how they make decision, and behave. However, this involves a ‘catalyst’ that helps people inprove their thinking and making decisions. This process is also involved in making people modify their choice of decision towards a more favorable one.

In Nicomachean Ethics, Aristotle offers his best advice for leaders. His focus is on the behavior of the leader. Aristotle’s primary argument is that to be a good leader, one must know oneself, and know how to be a good person. Aristotle spends much of Nicomachean Ethics explaining how to become a good person and what being a good person looks like. Throughout the book Aristotle explains the character traits good leaders display and the things good leaders should possess. Aristotle says that only people who are experienced and possess high levels of virtue should be leaders. He argues the character of a leader is what makes a person a good leader.