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 BioModule 1 0/3
Making Good Ethical Decisions
Module 2 0/3
Value of Trust
Module 3 0/3
Value of Empathy
Module 4 0/3
Value of Fairness
Module 5 0/3
Value of Truthfulness
Module 6 0/3
Value of Responsibility
Module 7 0/3
Value of Organizational Citizenship
Module 8 0/4
Organizational Culture
Module 9 0/3
Organizational Ethical Opportunities
Module 10 0/2
Conclusion
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