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Importance of trust in organizations
Why is trust so important in organizations
Importance of trust in organizations
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Good Boss, Bad Boss by Robert Sutton PhD tells what good bosses do and learn what not to do by bad bosses. Dr. Sutton breaks the book down into nine chapters that cater from having the right mindset to it is all about you. The book breaks down situations into common sense thinking.
Summary
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
Sutton tells one “Learn to be just assertive enough, and don’t become an overbearing asshole” (Sutton, 2010). As a boss one has to act confident because acting makes one feel confident this is the self-fulfilling prophecy. Acting confident Sutton says “magnify the illusion and reality that you are in control of what your followers do, how well they perform, and they ...
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...m my personal experience of having a boss stand by me; I feel this is an important piece of a good boss. Giving employees credit for great work drives productivity up and self-esteem in employees. Bosses know that mistakes happen, but learning from missteps and blunders is crucial for employees (Wilson, 2011).
Works Cited
Holtz, B. C., & Harold, C. M. (2008). When your boss says no! The effects of leadership style and trust on employee reactions to managerial explanations. Journal Of Occupational And Organizational Psychology, 81(4), 777-802. doi:10.1348/096317907X251569
Sutton, R. I. (2010). Good boss, bad boss: How to be the best-- and learn from the worst. New York: Business Plus.
Wilson, M. S. (2011). What Makes A Good Boss?. Career Journal, The Wall Street Journal. Retrieved from blogs.wsj.com/indiarealtime/2011/12/16/career-journal-what-makes-a-good-boss/
In today’s society you either have to work hard to live a good life, or just inherit a lump sum of cash, which is probably never going to happen. So instead a person has to work a usual nine to five just to put food on the table for their families, and in many cases that is not even enough. In the article, “Why We Work” by Andrew Curry, Curry examines the complexities of work and touches on the reasons why many workers feel unsatisfied with their jobs. Barbara Ehrenreich writes an essay called, “Serving in Florida” which is about the overlooked life of being a server and the struggles of working off low minimum wages. Curry’s standpoint on jobs is that workers are not satisfied, the job takes control of their whole life, and workers spend
The novel Fifth Business, by Robertson Davies, is the first installment of Roberson Davies’ Deptford Trilogy. The novel is a memoir of Robertson Davies’ fictional character, Dunstan Ramsay, in the form of a letter to the school’s headmaster. Dunstan speaks of his childhood, being involved with the town fool, Mary Dempster, and his evolving interest in hieroglyphics. Fifth Business has been ranked 40th on the American Modern Library’s “reader’s list” of the 100 best novels of the 20th century.
A Few Keys to All Success by Jim Muncy, published in 2002 explains that there are 7 universal keys to success that we can relate to everyday life. Discernment, Optimism, Responsibility, Initiative, Perseverance, Purpose, Sacrifice. Each one represents how we grow and teaches us how to have a high quality of life. From reading this book I am confident because I know being normal means being average and what we do can change how we act significantly. Also we can’t let the world hold us back from greatness. There will be negativity, there will be those who lack enthusiasm but you can’t let them interfere in what you have in store. And these keys will help you get to that point in your life. Discernment; Judge the seed by the harvest. The first
Democratic ideologies in the United States provide the basis for both the limitations and boundaries given to each individual living in the country. However, the term individual is very tricky in a society that promotes democratic ideals but functions by capitalistic principles. This imbalance is seen throughout society but remains highly prevalent in lower economic classes in the country. The core values of Capitalism are not incorrect; however, when intertwined with American core values – democracy, equal opportunities, and pursuit of happiness – they cause conflict and damage the lives of certain individuals. Low-wage workers are often victims of this disparity and find themselves working for their employers without enough compensation
“Without change there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a better opportunity to manage the change that is inevitable.” William Pollard’s, a 20th century physicist, words show us the power of being proactive, and igniting change to strengthen a company’s productive climate (Sellers, Boone, Harper, 2011). Acme Airlines flight attendants lacked incentive to improve the quality of their work, as a result of distrustful management and overall frustration within the company. Acme took successful steps to rebuild their FA program into a more relationship oriented work environment. Through an understanding of effective leadership, we will use the
As a whole, Warren Bennis defined the values and achievement plan for becoming the most successful leader one can be. He highlighted the link between self knowledge and business. A leader is not just “doing a job” or “running a company,” but it’s finding one’s personal vision. Bennis tries to do as much as he possibly he can to shatter this myth. Today, more people are starting to learn what leadership exactly means and what is expected of a leader. It might be evident that in the future competition will be harder
I immensely enjoyed both of these books. I identified with “The 5 Levels of Leadership”, By John Maxwell more than the Warren buffet book. Maxwell spent the first twenty years of his career in private industry working for several companies. During this time, he dissected his bosses and recognized what characteristics separated a “boss” from a “leader”. Maxwell has become one of the foremost authors on leadership and has a training program utilized by many large companies and organizations.
Fiedler, F. E., & Chemers, M. M. (1974). Leadership and effective management. Glenview, IL: Scott, Foresman.
Leaders under this style use the phrase “do as I say” in their management. Employees have to follow their directives without questioning. This leadership style can be damaging to the organizati...
Robbins, S. P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson
CEO Johnston also has plans to bolster the company’s leadership with the best minds available and also use motivational techniques to invigorate his employees. These ideas show the character of the CEO in enhancing productivity from his work force.
Walesh, S. G. (2012). The leader within you: Let it come out!. Leadership & Management in
John A., 2009. Not Bosses but leaders, How to lead the way to success.3rd ed. London: kogan page.
Kursh, S., Lant, T., Majeske, K., Olver, J., & Plant, R. (2012). OL690 Responsible Corporate Leadership. : Pearson Custom Library.
Creating the right work environment is priority number one for every CEO. Employees at all levels must feel proud working at the company and the CEO should make sure that they have the chance to feel that they are adding value to the company's operations. The golden rule of 80/20 can be a very useful tool to make sure that the CEO provides positive reinforcements to his or hers employees. For every interaction with an employee, the CEO should try to say four good things about that particular employee's work and one slightly bad. In this wa...