Organizational Behavior (MG630-146): Team Trust and Team Building

This assignment delves into the critical role of team trust in organizational settings, examining factors that undermine trust and their consequences on employee performance and loyalty. It explores strategies for building trust within virtual teams, including empowering employees, fostering com...Read More

Reading Head: TRUST 0
Management
February 25
2020
This abstract will focus on team trust.

TRUST 1
Contents
Question 10-13...........................................................................................................................2
Question 10-14...........................................................................................................................2
Question 10-15...........................................................................................................................3
References..................................................................................................................................5

TRUST 2
Question 10-13
“Team” consists of a group of people who are working in the same direction to achieve the
same goal. There is one foremost thing which is required by teams is trust. Trust creates a
base among team members so that they can rely on information that is shared among a team.
But there are times when an employee may lack trust in their team. There can be several
reasons for this situation such as there are Mis-aligned expectations among tea members,
Lack of Vulnerability, Conflicts among team members and prioritizing personal goals
(Onpoint Consulting, 2019).
Lack of trust can among affect performance of employee in several ways such as employees
many lack sense of security towards organization and they will try to move to other
organization, Loyalty of employees will also be affected and because of that they will not put
their efforts in achieving goals of the organization, employees will start to prioritize their
personal motives and they will only work for themselves (Hirsch, 2017). All these factors
may hinder the performance of the employee. So it is very important for leaders to maintain
trust among team members.
Question 10-14
Virtual teams are a group of people working together through communication and
information technologies. Members of virtual members are located at different geographical
locations and work together as a team. There can be some strategies, by which trust can be
created among virtual team members such as,
1. Enable and Empower

TRUST 3
Encouraging employees can be proven as the best strategy to increase their trust and
efficiency. Employers and employees should be involved in this process. It is also proven that
most trusting teams are where power is shifted among team members depending on the
project (Murphy, 2013).
2. Invite employees
In virtual teams, employees do not know any personal information about their teammates and
this can create a trust issue among employees. So, it is the responsibility of the manager and
team members to introduce themselves so that team members know each other (Murphy,
2013).
3. Connection and Communication
Connection and proper communication are essential in virtual teams so that proper flow of
information can be maintained among team members. Communication can also boost trust
among employees as team members have loyalty among each other. It is important that every
team member is connected with other members. This strategy will also help in the
identification of common goals (Murphy, 2013).
Question 10-15
There is a model that helps in building effective teams. This model consists of three factors
such as Context, Composition, and Process. All these factors contribute to different ways of
developing effective teams. Effective teams should also have adequate resources, trust, and
leadership that can reflect team contributors (Robbins & Judge, 2019).
As a manager of National Corporation, I will select employees for a virtual problem-solving
team, who will possess some of the qualities which are mentioned below,

TRUST 4
 Committed to Mastery
Employees that are very committed and focused on their work are required in this
organization. Employees should be innovative in solving different kinds of problems which
will be received by the firm. Employees should be subject matter expert so that they know
about the consequences of every action which will be initiated by them (Morley, Cormican,
& Folan, 2015).
 Motivated
Employees should be own motivated so that they will put effort into solving problems and
achieving targets of the organization by providing the best solutions to clients. Problem-
solving requires employees who are motivated and can provide proper and best possible
solutions for the problems as this is the main focus of the job (Morley, Cormican, & Folan,
2015).
 Positive Attitude
A positive attitude is also an important factor as it will also motivate team members. A
positive attitude will flow like fresh blood in the team. It is also helpful in thinking of new
and innovative ideas (Morley, Cormican, & Folan, 2015).

TRUST 5
References
Hirsch, W. (2017). Trust: does it impact team performance… or not? Retrieved 02 25, 2020,
from Sceince for work: https://scienceforwork.com/blog/trust-impact-team-
performance/
Morley, S., Cormican, K., & Folan, P. (2015). An Analysis of Virtual Team Characteristics:
A Model for Virtual Project Managers. Journal of technology management &
innovation, 10(1).
Murphy, N. S. (2013, 07 22). Building Trust Within Virtual Teams – Small Steps Add Up.
Retrieved 02 25, 2020, from guidedinsights:
https://www.guidedinsights.com/building-trust-within-virtual-teams-small-steps-add-
up/
Onpoint Consulting. (2019, 12 26). 6 SIGNS YOUR VIRTUAL TEAM HAS TRUST ISSUES.
Retrieved 02 25, 2020, from Onpoint Consulting:
https://www.onpointconsultingllc.com/blog/your-virtual-team-has-trust-issues
Robbins, S. P., & Judge, T. A. (2019). Orgaizational Behaviour. North America: Pearson
Education, Inc.