Mahmoud Nouri Shams Abad *
Today's organizations do not have the opportunity of yesterday's organizations, so they must always keep up their capabilities with the help of speed and skill, and in the current stage of competition, by resorting to a key factor in advancement, namely, "human resources" Efficient, "one step ahead of other competitors. To this end, there should be a high degree of trust within the trust organization so that our believers work together and rely on each other to put together a team that is leading. "Trust in working environments is one of the key sources of competitive advantage.
Mahmoud Nouri Shams Abad * Today's organizations do not have the opportunity of yesterday's organizations, so they must always keep up their capabilities with the help of speed and skill, and in the current stage of competition, by resorting to a key factor in advancement, namely, "human resources" Efficient, "one step ahead of other competitors. To this end, there should be a high degree of trust within the trust organization so that our believers work together and rely on each other to put together a team that is leading. "Trust in working environments is one of the key sources of competitive advantage." (Lamsa and Pwitet, 2006) So much has been the case with this general conviction. Given that today's organizations require organizational trust to succeed, it is expected that management will develop it in the organization using its appropriate management activities. Necessity of Trust: In the topic of the necessity of trusting, many persistent words and sentences have been quoted, and even in the course of work, we have seen examples of its importance and necessity, summarized briefly in the form of table (1): it can be said that Trust in a company or institution improves the quality of inter-organizational communication, collaboration, performance, iovation, strategy, commitment, partnership, and relationships with stakeholders and partners, and of course, it will also satisfy customers, and lack of trust will result in employees being indifferent, reduced Their motivation is to execute programs. The concept and definition of trust is a multi-dimensional concept and has different dimensions. Different texts have different meanings for trust. Sonsson has at least twenty different meanings of trust in various texts such as: reliability, predictability, ability, competence, expertise, benevolence, open mindedness, interest, acceptance , Reality, and so on. The concept of trust began to grow during the 1980s, and this concept was studied from different perspectives. Among the most commonly used definitions of scholars on trust, we read in Table 2: Organizational Trust Given the urgency of responding to the developments in this turbulent era, the creation of coordinated working teams of one Important tasks of leadership in organizations that actually means a gradual injection process and encourage trust in the organization. Trust is the foundation of empowerment and leadership. Creating trust within an organization requires a daily commitment and is set to the bottom of the organization. Just like a child learns to trust the swimming instructor and adapt his behavior accordingly. Trust in the performance of organizations and in The formation and enhancement of organizational efficiency has an undeniable role. Without trust, there is no chance of achieving the strategic goals of the organization. Empowering the organization helps employees feel that they are more capable. In other words, when people do not trust others, they do not listen, they clearly do not communicate and do not cooperate. On the other hand, when there is trust, people are free to experience, learn, and cooperate without fear of punishment. Conducting regular meetings with staff and open and sincere dialogue will provide conditions that will cover the dimensions of developing trust, comprehensive work. Empowering employees as well as collaborative management can be used to build trust. A recent study in the United States found that only 51 percent of employees are trusted by senior management, and only 36 percent of employees believe their directors are honest and honest. To build trust within the organization, you can also combine the following strategies: 1) Commit to your commitments and promises 2) Share your information honestly 3) Listen 4) Maintain confidence created 5) Available Be honest 6) Be honest 7) Respect all employees 8) Have a personality trait and a good attitude 9) Be fair and equal 10) Work together and seek ways to help 11) Avoid blaming and excuse 12 ) Be Responsive. Conclusion and conclusion: Trust can be achieved. Attracting employees' trust requires time. Unskilled managers are forced to move toward trust, because in today's competitive environment, most organizations are looking to attract people who are unhappy with their organizational conditions and try to convince these professionals with a better work environment (trust-empowerment). - More welfare - More salaries - And more ...) Go to your organization and surpass as many competitors as possible. So trust has a special significance and necessity and should have a special place in each human resource management program. * Deputy Head of Samen Insurance Credit Institute and member of Iranian Management Board
