No description available.

There is a single thing that is universal to every human being, connection, unit, organisation, population, financial system and civilisation throughout the globe. If disconnected it might devastate the most authoritative government, the most flourishing business, most prosperous economy and the most powerful leadership. On the other hand if developed and influenced, that one thing has the potential to generate incomparable accomplishment and prosperity in every measurement of life. Yet, it is the least understood, largely ignored and most underestimated opportunity of our time. That one factor is trust. The intent of this study is to explore the nature of interpersonal trust relationships by investigating the factors of disposition trust, the domains of trust behaviour, cognition based trust and affect based trust as well as the accuracy of the performance appraisal. Factors that influence trust levels are pre-requisite to further investigate trustworthiness by means of other three factors: the employees’ ability, integrity and benevolence. If trust exists within an organisation, it influences the following factors positively: communication, organisational citizen behaviour, learning inside the organisation, turnover team performance as well as the organisation’s performance. An empirical study was done through a survey consisting of recognized questionnaires to establish the trust levels, as well as the accuracy of the performance appraisal system. This summarised the importance of the trust levels, as well as the accuracy of the performance appraisal system. The survey results were analysed in detail in order to conclude which construct and areas necessitate consideration from management. The trust foundations were understood differently by the employees as indicated by the results of the survey. Another indication from the survey was that there are important dissimilarities on how certain groups understand the leadership’s actions with respect to trust within the organisation. The possibilities for these differences were mentioned. Recommendations were also made to improve the three trustworthy factors along with the other constructs measured in this survey to identify the dissimilarities between the different language groups, different genders, the permanent and the part-time group. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013

There is a single thing that is universal to every human being, connection, unit, organisation, population, financial system and civilisation throughout the globe. If disconnected it might devastate the most authoritative government, the most flourishing business, most prosperous economy and the most powerful leadership. On the other hand if developed and influenced, that one thing has the potential to generate incomparable accomplishment and prosperity in every measurement of life. Yet, it is the least understood, largely ignored and most underestimated opportunity of our time. That one factor is trust. The intent of this study is to explore the nature of interpersonal trust relationships by investigating the factors of disposition trust, the domains of trust behaviour, cognition based trust and affect based trust as well as the accuracy of the performance appraisal. Factors that influence trust levels are pre-requisite to further investigate trustworthiness by means of other three factors: the employees’ ability, integrity and benevolence. If trust exists within an organisation, it influences the following factors positively: communication, organisational citizen behaviour, learning inside the organisation, turnover team performance as well as the organisation’s performance. An empirical study was done through a survey consisting of recognized questionnaires to establish the trust levels, as well as the accuracy of the performance appraisal system. This summarised the importance of the trust levels, as well as the accuracy of the performance appraisal system. The survey results were analysed in detail in order to conclude which construct and areas necessitate consideration from management. The trust foundations were understood differently by the employees as indicated by the results of the survey. Another indication from the survey was that there are important dissimilarities on how certain groups understand the leadership’s actions with respect to trust within the organisation. The possibilities for these differences were mentioned. Recommendations were also made to improve the three trustworthy factors along with the other constructs measured in this survey to identify the dissimilarities between the different language groups, different genders, the permanent and the part-time group. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013

Trust in transformational leadership is related to motivation, self-enhancement, and positive job outcomes. Trust in the leader-follower relationship, from the perspective of subordinates, has yet to be examined. Trust is considered an important factor when seeking to improve the chances for organizational success and positive job outcomes. The merits of trust in transformational leadership were addressed in this qualitative case study for the purpose of understanding the value of trust in leader-follower relationships viewed from the experiences of subordinates. Interviews were conducted with 30 participants from 2 organizations within the Newton and Rockdale counties located in the state of Georgia; the chosen sample size was an exhaustive representation of those interviewed and conveyed the depth and breadth of participants'. Research questions addressed how subordinates perceived trust in their leaders and how leaders put into practice trust in their leader-follower relationships. Questions were analyzed using open and axial coding and the following themes emerged: perseverance, effective communication, feedback, commitment, confidence, unity, dependability, exemplary leadership, helpfulness, and satisfaction. Some connections were made between trust in transformational leadership and subordinates' views of their trust in leaders. By implementing these practices and hiring managers with transformational behaviors, organizations can help succeed in engaging employees to promote trusting relationships and encourage future research in the leadership management field. This study may affect positive social change by demonstrating how trust can be created by both leaders and followers: these findings may also contribute to the expansion of new leadership development training programs.

Thesis (Ph. D.)--Ohio State University, 2008. / Title from first page of PDF file. Includes bibliographical references (p. 199-224).

This thesis examines what impact digitalization can have on the trustworthiness of the leader through the lens of managers and employees in Dutch start-ups. The study explores the intersection set of trust, leadership and digitalization. As there was no prior research on the research issue at hand, a model that incorporated a process of trust and its interaction with digitalization has been constructed by the authors. The model relied on previous research on models of the trust process and characteristics of digitalization in the light of leadership. First a theoretical framework is built through a literature survey. A qualitative inquiry through interviews was carried out in order to be able to analyze the trustworthiness of the leader. The objective of the authors during the research was to document how leaders and followers perceived a trustee (leader) in a trust process with digitalization involved. The analysis revealed that even though digitalization has pervaded our lives; its impact on the trustworthiness of the leader has remained limited so far. Empirical data from this research indicated that the impact of digitalization on the three attributes of trustworthiness of the trustee was the strongest: objectives and intentions, competence and integrity. There were also digitalization related implications that could be drawn from the accounts of the interviewees. Thesis findings contribute to a better understanding of the role of the leader in a trust process in digitalized organizational environments and encourage further research in the field of trust especially when digital technologies have become so pervasive in the work life.

No description available.

Denna kandidatuppsats har fokus på tillit som ett organisatoriskt fenomen, mer specifikt på dendyadiska tilliten, dess utveckling och dynamik i relationen mellan chefer och medarbetare inomsvenska offentliga organisationer när arbetet sker virtuellt. Studien har en kvalitativ ansats medett relationellt perspektiv på både ledarskap och tillit och närmar sig ämnet genom teorier kringtillit, tillit i virtuell miljö och ledarskapsteorier. Den forskningsdata som presenteras består avintervjuer med chefer och medarbetare från två svenska offentliga organisationer insamlatgenom semistrukturerade intervjuer. Studiens främsta bidrag är den modell som presenterassom baseras på det empiriska materialet och på en befintlig tillitsmodell med integritet,hjälpvillighet och förmåga samt på aktuell forskning inom tillit och ledarskap i virtuell miljö.Faktorerna kommunikation, kroppsspråk, relationsbyggande samtal, användande av tekniskahjälpmedel och balans mellan kontroll och stöd är enligt modellen betydelsefulla för tilliten ivirtuella miljöer. Vidare visar studien på skillnader mellan hur chefer och medarbetare ivirtuella miljöer upplever balansen mellan kontroll och stöd. Resultaten tyder på att det förpraktikersamhället är av betydelse att öka medvetenheten kring skapande och utveckling avtillit eftersom chefen genom att agera med avsikt att öka tillit genom stöd tycks kunna minskatilliten genom att medarbetaren istället upplever ökad kontroll. Detta kan även utgöra enutmaning med att arbeta med tillitsbaserat ledarskap i virtuell miljö, vilket är något mångasvenska offentliga organisationer, i och med Tillitsdelegationens arbete, idag aktivt arbetarmed. Den modell som presenteras kan användas som ett verktyg i arbetet med tillit, samt liggatill grund för vidare forskning. / This Bachelor's thesis focuses on trust as an organizational phenomenon, more specifically, thedyadic trust development and dynamics in the relationship between leader and follower withinSwedish public organizations when the workplace is virtual. The study applies a qualitativemethod with a relational perspective on leadership and trust, drawing on trust theory, leadershiptheory and research in both virtual trust and virtual leadership. The study includes data fromleaders and followers in two Swedish public organizations collected in semi-structuredinterviews. The main contribution of this study is the model that is presented which is based onthe empirical material and on a pre-existing model of trust including integrity, benevolence andability, and on current research in trust and leadership in virtual environments. According tothis model, the use of communication, body language, conversations that build relationships,technical aids and a balance between control and support are of importance to trust in virtualsettings. The study also demonstrates differences between how leaders and followers perceivethe balance between control and support. The findings imply for managerial leadership thatraising the level of awareness of trust development in virtual settings is crucial, because leadersmay act with the intent of increasing the level of support but end up decreasing the level of trustwhen the follower interprets the act as increased control. This may affect the ability to apply atrust-based leadership in virtual settings, which is, because of the work by the governmentappointed Trust-delegation, what many Swedish public organizations today have the ambitionto do. The model that is presented in this study can be used as a tool when working with trustand open up to future research.

År 2016 tillsatte regeringen med stöd av riksdagen en tillitsdelegation med syfte att reformera styrning och ledning av den svenska välfärden. Detta som ett svar på att den svenska välfärden under en längre tid hade detaljstyrts vilket gav ett begränsat utrymme till professionernas expertis. Tillitsbaserad styrning och ledning förordas sedan dess av staten, att införas brett inom kommuner och regioner, trots att det finns lite forskning om dess effekter. Forskare har den senaste tiden ifrågasatt reformens begriplighet och om den tillför något nytt. Syftet med studien var att få kunskap om hur enhetschefer inom vård och omsorg tolkar tillitsbaserat ledarskap samt om och hur enhetscheferna har anpassat sitt ledarskap efter införandet. Den här kvalitativa studien har undersökt forskningsfrågan med hjälp av kvalitativa intervjuer. Totalt sju enhetschefer inom vård och omsorg har intervjuats, där tillitsbaserat ledarskap har införts. Intervjuerna har sedan analyserats utifrån en fenomenografisk ansats. Det resultat som framkommer är att enhetscheferna gör sina egna tolkningar av tillitsbaserat ledarskap utifrån tidigare erfarenheter. Få eller inga anpassningar har gjorts i ledarskapet sedan tillitsbaserat ledarskap har införts i organisationen. Det framkommer att enhetscheferna saknar tydliga ramar kring det tillitsbaserade ledarskapet och strukturer för uppföljning vilket skapar en otydlighet kring ansvaret. Det framkommer att  enhetscheferna ökar kontrollen när de har mindre tillit till sina medarbetare och för att skapa tillit krävs förutsättningar för att kunna bygga relationer. Slutsatsen är att lite har förändrats i enhetschefernas sätt att leda samtidigt som införandet av tillitsbaserat ledarskap har skapat en otydlighet kring ledningen och styrningen. / In 2016, with the support of the Swedish Parliament, the government appointed a trust delegation with the aim of reforming the governance and management of Swedish welfare. This was in response to the fact that the Swedish welfare system had been micromanaged for a long time, leaving limited room for the expertise of the professions. Since then, trust-based governance and management has been recommended by the government to be introduced widely in municipalities and regions, although there is littler esearch on its effects. Researchers have recently questioned the comprehensibility of the reform and whether it adds anything new. The purpose of the study was to gain knowledge about how unit managers in health and social care interpret trust-based leadership and whether and how the unit managers have adapted their leadership after the introduction. This qualitative study has investigated the research question using qualitative interviews. Seven unit managers in health and social care have been interviewed, where trust-based leadership has been introduced. The interviews have then been analyzed based on a phenomenographic approach. The result that emerges is that the unit managers make their own interpretations of trust-based leadership based on previous experience. Few or no adjustments have been made in leadership since trust-based leadership has been introduced in the organization. It emerges that the unit managers lack a clear framework for trust-based leadership and structures for follow-up, which creates a lack of clarity regarding responsibility. It appears that the unit managers increase control when they have less trust in their employees, and to create trust, conditions for building relationships are required. The conclusion is that little has changed in the unit managers' way of leading at the same time as the introduction of trust-based leadership has created a lack of clarity about management and governance.

Titel: ”Klockren på uttrycket tillitsbaserad chef” – En kvalitativ studie om medarbetares upplevelse av en tillitsbaserad styrning och ledning samt dess implementering. Nivå: Examensarbete på grundnivå (kandidatexamen) i ämnet företagsekonomi. Författare: Johanna Gullstrand och Martina Jelincic. Handledare: Emilia Kvarnström. Datum: 2024 – maj. Syfte: Syftet med detta examensarbete är att ur ett medarbetarperspektiv undersöka upplevelsen av en tillitsbaserad styrning och ledning samt dess implementering på en svensk, statlig arbetsplats. Metod: En kvalitativ metod applicerades där semistrukturerade intervjuer genomfördes tillsammans med åtta respondenter från två olika verksamhetsområden inom Statens servicecenter. Materialet har transkriberats samt kodats och analyserats i enlighet med en reflexiv tematisk analys. Resultatet presenteras i en sammanvävd empiri och analys. Resultat och slutsats: Den tillitsbaserade styrningen och ledningen har generellt inte resulterat i stora skillnader för respondenterna, flera av dem menar att de alltid har arbetat efter dessa principer. Därtill skiljer sig graden av utbildning och implementering beroende på vilket verksamhetsområde respondenterna tillhör. Examensarbetets bidrag: Examensarbetet belyser vikten av att implementera ett nytt styrsätt kräver fullt fokus på uppgiften då flera andra pågående processer kan påverka implementeringens kraft. Därtill grundar sig tillitsbaserad styrning och ledning på diverse principer, där denna studie visar på vikten att ha en balans mellan frihet under ansvar och ett verksamhetsnära stöd. Förslag till fortsatt forskning: Tillitsbaserad styrning och ledning utgår från att lita på personerna en arbetar med, men alla personer går inte att lita på; det belyser en forskare och respondent. Det skulle därmed vara intressant att, ur ett chefsperspektiv, undersöka hur en styrning som baseras på tillit bör hanteras om alla inte förtjänar samma tillit. / Title: “Perfect for the expression trust-based manager” – A qualitative study on employees’ experience of a trust-based management and its implementation. Level: Bachelor’s degree thesis in Business Administration. Author: Johanna Gullstrand and Martina Jelincic. Supervisor: Emilia Kvarnström. Date: 2024 – May. Aim: The purpose of this thesis is to examine the experience of trust-based management and its implementation in a Swedish government workplace from an employee perspective. Method: A qualitative method has been applied where semi-structured interviews were conducted with eight participants from two different business areas within Statens servicecenter. The material has been transcribed, coded, and analyzed in accordance with a reflexive thematic analysis. The results are presented in a combined empirical analysis. Results and conclusions: The trust-based management has generally not resulted in major differences for the participants, several of them say that they have always worked according to these principles. In addition, the level of education and implementation differs depending on the area of operation to which the participants belong. Contribution of the thesis: The thesis highlights the importance of implementing a new management approach requires full focus on the task as several other ongoing processes can affect the power of the implementation. In addition, trust-based management is based on various principles, where this study shows the importance of having a balance between freedom with responsibility and operational support. Suggestions for future research: Trust-based management is based on trusting the people you work with, but some people cannot be trusted, as one researcher and respondent highlights. It would therefore be interesting to examine, from a managerial perspective, how trust-based management should be handled if not everyone deserves the same trust.