Home / HR Courses / Organizational Ethics for HR Managers / Value of Trust / Definition of Trust

Definition of Trust

This video is premium content

Lesson:

Definition of Trust

Course: Organizational Ethics for HR Managers
Module: Value of Trust
Lesson Type: Video
Lesson Duration: 4:35

Lesson Content

Trust is the predisposition to place confidence in the behavior of others while taking the risk that the expected behavior might not be performed.

The definitive factors of trust are integrity, self-orientation, and creativity. Integrity is being true to what you’ve said and to your actions. You may be familiar with the famous quote from Jim Stovall, “Integrity is doing the right thing, even if nobody is watching”.

Self-Orientation is an individual’s level of self-interest compared to their interest of others and creativity is encouraging problem solving by finding connections between processes and events that aren’t obviously connected and linking categories that aren’t normally associated.

What are the benefits of trust? Trust relationships are vital to the conduct of business. Simply being employed allows for a level of trust. HR Pros know there are a number of implied rules that are assumed when an individual, at any level, becomes employed by an organization.

Oftentimes, some variation of these are even reflected in an employee handbook. Examples of this would be to not steal, be productive during your time at work, to not talk about your employer in a negative way, and to maintain confidentiality of your employer’s property.

An individual who is true to the expected conduct in business is said to have integrity, and integrity and truthfulness are necessary for trust. The level of trust an individual has with their employer is a consideration for the success that person can have.

The value of trust serves as a greater guide to good decision making and conduct. In business, the word trust could be used as a determinant on whether to give an employee someone greater responsibility in the absence of a manager.

An HR Manager typically can gain the trust of their employees (or internal customers) by engaging, listening, and committing to them. HR Managers who practice these actions usually employ a higher belief in the words “client focused” and their self-orientation level is low. They actually care about the employee’s entire experience. A person who is trusted can build long term relationships.

Employees who work in creative environments are more likely to come up with innovative ideas. They also develop the flexibility to adapt to changes in the marketplace which could make your organization able to compete in the constantly changing business world. In a creative environment the coaches for creativity must trust that all levels of employees can contribute. They must work to create an environment where employees can trust that their ideas will be considered and never criticized.

Think about it - In what ways does your organizational structure encourage and engage in creativity? Is leadership involved in this process? Does your immediate supervisor embrace creativity?

Let’s review the definitive factors of trust.

Trust relationships are vital to the conduct of business.
Trust could be a determinant of getting or giving more responsibility.
An individual who is true to the expected conduct in business is said to have integrity.
A person who is trusted is able to build long term relationships.
An HR Manager that has a low level of self-orientation is said to be more client focused.
Employees who work in creative environments are more likely to come up with innovative ideas.

Instructor:

Dawn Tedesco

Dawn Tedesco has over twenty years’ experience in operations and human resources management in the hospitality industry. Dawn has designed, developed, and facilitated training for several large organizations and specializes...

Dawn's Full Bio

Module 1 0/3

Making Good Ethical Decisions

Introduction and Course Welcome

What is "Ethics"?

Key Organizational Values

Module 2 0/3

Value of Trust

Definition of Trust

Incorporating Trust

Examples of Trust

Module 3 0/3

Value of Empathy

Definition of Empathy

Incorporating Empathy

Examples of Empathy

Module 4 0/3

Value of Fairness

Definition of Fairness

Incorporating Fairness

Examples of Fairness

Module 5 0/3

Value of Truthfulness

Definition of Truthfulness

Incorporating Truthfulness

Examples of Truthfulness

Module 6 0/3

Value of Responsibility

Definition of Responsibility

Incorporating Responsibility

Examples of Responsibility

Module 7 0/3

Value of Organizational Citizenship

Definition of Organizational Citizenship

Incorporating Organizational Citizenship

Examples of Organizational Citizenship

Module 8 0/4

Organizational Culture

Intro to Organizational Culture and Expectations

Key Elements of Organizational Culture

Organizational Culture Examples

Mission Statement

Module 9 0/3

Organizational Ethical Opportunities

Ambiguity in Decision Making

Code of Conduct

Reporting an Ethics Violation

Module 10 0/2

Conclusion

Closing Remarks

Quiz

HR Courses

Human Resources Training Programs

SHRM Essentials of Human Resources

SHRM-CP & SHRM-SCP Certification Exam Preparation

Self-paced HR Courses

The following HR courses are self-paced (asynchronous), and qualify for both SHRM and HRCI recertification credits. These courses are included in the HR Recertification Subscription.

Effective Disciplinary Action Policies and Procedures