Workforce Power-Trust Dynamics: A Leadership & HR Article Analysis

This report provides a comprehensive summary and analysis of the article "Embracing the Workforce’s New Power-Trust Dynamics" by Ekta Vyas, focusing on the shift in organizational power dynamics due to evolving employee expectations. The article highlights the increasing importance of building trust and fostering employee engagement in modern workplaces, where employees hold greater power due to high voluntary turnover rates. Key points include the necessity for leaders to cultivate strategic, organizational, and personal trust, emphasizing organizational justice, psychological safety, and transparency. The analysis connects these concepts to human resources practices and literature, particularly motivational theory and risk management strategies. The report concludes with key learnings, emphasizing the need for organizations to prioritize employee well-being, foster trust, and implement effective HR practices to enhance employee commitment and retention. Desklib offers this document along with a wide array of study tools and solved assignments for students.

Current Article Event
Summary

Table of Contents
1. Title of the article and author(s)...................................................................................................1
2. The key points of the article.........................................................................................................1
3. Relevance of the article to human resources practice and literature............................................2
4. What you learned from the article?..............................................................................................3
REFERENCES................................................................................................................................3

1. Title of the article and author(s)
The title of the article selected for current article Event Summary is, “Embracing the
Workforce’s New Power-Trust Dynamics”. Further, the author of this article is Ekta Vyas, who
is a Ph.D holder and Forbes Councils Member. Along with this, the current article was written
and published on Aug 24, 2022.
2. The key points of the article
The current article is based on the analysing about the new power trust dynamic that has
been seen within the organisations after having massive and unexpected shifts within the ways
the teas and employees tend to work. The key point of current article tend to includes of the fact
that a higher level of focus on creating trust and less control is being seen to ensure a better work
life situation of the employees. Further, a transformation within organisation is also being highly
as a key point within current article that emphasis on the dynamic of power and trust which tend
to be strongly depended on the onsite level of visibility (Williams & Stelma, 2022). It has been
also presented as a key point the now organisation are tend to become more employee centric
and focusing on building and creating higher loyalty and engagement within the employees
based on offering better well being along with reconciling opportunities and leading emotional
wellness considerations. Thus, the main key point and focus of the current article is to reclaim
the compromised organisational power by the way or supporting and fostering the higher level of
the culture of the trust. It has been also highlighted by the current article that a shift within the
labour market has been seen as currently the employees tend to hold the more power in the
workforce as compared with the employer as a higher level of voluntary turnover is being seen
that is presenting the increased value of employee preferences and satisfaction level
(Siemieniako & et. al. 2022). Therefore, it has become vital and important for the leader to create
and develop a sense of trust and loyalty in employees to boost their commitment and retention
level within the firm. Thus, a new dimension of the trust and power is seen within the workforce
that includes of the strategic trust, organisational trust and personal trust. The strategic trust
includes of the trust that employees have to effectively use there capabilities to achieve the
mission while organisational trust includes of the trust that leaders will have fair practice
whereas personal trust reflects the commitment of employees towards their managers.
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Further, the one of the key point presented by current article includes of the significance of
the organisational justice in decision making that creates a positive employee and leader
relationship based on sense of quality. Beside this, it has been also emphasis and supported by
current article that company with low trust level tend to have ewer productivity and efficiency
level. Therefore, focusing on creating a high trust company culture is significant and vital for
companies as it ensure less stress in workforce as well as supports higher company leverage and
productivity (Thompson, 2018). Further, a focus on power shift and new dynamic of power-trust
has been also made that includes of building higher level of trust by the way of fostering
psychological safety and encouraging transparency on effective leadership that empirically
correlates with better performance. Thus, building trust and focusing on empowering employees
are taken as the main key points o current article that growing and sustaining business and better
employee performance.
3. Relevance of the article to human resources practice and literature
The findings of the current article are seemed relevant to the human resource practice and
literature as it tend to emphasis on the vital concept of fostering employee engagement and trust
as well as focusing on better work life balance that is important to enhance the overall
satisfaction and performance level of the human resource. The current article is relevant and
significant in focusing and emphasising about the increased level of the voluntary turnover
within the workforce that is presenting the shift within the dynamic of power. Therefore, it
become vital and important for the managers and leaders to have better application and use of the
motivational theory and effective HR practices that build enhanced trust and commitment level
in the employees (Wheeler, 2019). The current article is also relevant as it supported the use of
effective HR practices and concepts such as fostering the stronger relationship as well as
establishing the appropriate set of the risk management strategies. Along with this, the current
article seemed relevant for human resource practices as it supported the various key HR practices
such as creating just processes, fostering psychological safety and encouraging transparency at
workplace which is vital to build the higher trust level and empowering employees to sustain and
enhance the level of employee performance (Kwek, Wang & Weaver, 2019).
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4. What you learned from the article?
On the basis of the current article a learning about the new power –trust dynamic has been
made that supports the fact that leader and organisation can only regain their power by the way
of creating a higher sense of trust and engagement in employees. It has been learnt through
current article that in present workface market the employees tend to have a higher power that is
reflected in form of increased voluntary turnover in the firm. Therefore, it has been learnt that it
become vital and important for the business organisation to foster and have higher level of trust
and value for employee preference to boost there efficiency level as well as ensure higher
retention. It has been also learnt that the implication of effective HR practices and motional
theory has also become important to build higher trust level in employees. Learning about the
effective HR practices such as the creating just processes, fostering psychological safety and
encouraging transparency as well as fostering stringer relationship and allowing innovation and
higher motivation in employees has been also made which foster the commitment and dedication
level of the employees.
REFERENCES
Books and journal
Kwek, A., Wang, Y., & Weaver, D. B. (2019). Face and facework in ethnic Chinese shopping-
intensive package tours: Dynamics and outcomes. Tourism Management, 74, 396-407.
Siemieniako, D. & et. al. (2022). Power in Business Relationships: Dynamics, Strategies and
Internationalisation. Taylor & Francis.
Thompson, C. S. (2018). Leadership behaviours that nurture organizational trust: Re-examining
the fundamentals. Journal of human resource management, 21(1), 28-42.
Wheeler, B. K. (2019). 8 DEFEATING THE POWER TRUST. Political Hell-Raiser: The Life
and Times of Senator Burton K. Wheeler of Montana, 157.
Williams, D. G., & Stelma, J. (2022). Epistemic outcomes of English medium instruction in a
South Korean higher education institution. Teaching in Higher Education, 27(4), 453-
469.
Online:
Vyas. E. (2022). Embracing The Workforce’s New Power-Trust Dynamics. [Online] Available
Through:< https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/08/24/
embracing-the-workforces-new-power-trust-dynamics/?sh=6848b0184eab >.
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