The Role of Trust in Personnel Issues

In this day and age, trust is a big issue, and its importance within management as well as
in the lower ranks of any organization can be unanimously agreed upon. Issues will arise in any
job: people calling in sick, people asking to leave early from their shift to handle an emergency
that came up, or one of the worst offenses my lunch has vanished from the employee refrigerator.
How an issue like this, or any issue for that matter is handled depends on two things: the
credibility of the employee, as well as the relationship between management and the person at
hand.
Trust is a word that has many definitions, is some ways trust can be defined as a bet taken
on a particular issue with an uncertain future of projects of other people. Or it can be summed up
as the appropriate prediction of the actions of individuals who carry and influence on the
outcome of individuals in a situation where a choice of action needs to be executed before the
observation of anothers actions can begin. According to F. Bylok In the theory of management
it was long claimed that success on the market was decided to a large degree by the general
strategy of a company, whereby attention was first and foremost paid to production and
distribution, while human resources were treated as a less important factor. Only recently have
managers acknowledged that success on a constantly changing market is decided to a large
extent by employees that are equipped with the appropriate social competences, particularly the
skills of interpersonal cooperation within worker teams and organizations.
Trust is one of the biggest building blocks of any company, team, or organization. It is a
common factor amongst everyone that is either there and equal, or just nonexistent. If you have
someone who has proven to be very un trustworthy and they give you some information about
something big happening do you believe them? Or do you just brush it off as them being their un
trustworthy self? If something were to happen you have to be able to trust that in any issue that
person has your back, either to bring credibility to you and help clear the issue at hand, or to be
the voice that brings the issue to your attention. Regardless of how the issue is handled, one
thing remains certain, trust is important, and it is needed. When you have it do not violate it,
because you will lose more than your morality, you can lose your job, your friends, and your
reputation.


Bylok, F. (1960). Trust as an Element of Personnel Strategy (2nd ed.). Poland, : Rajczyk
Publications.