Trust at work is critical, but it can be difficult to pin down and address. Trust expert Daniel McAllister highlighted this challenge when he presented his initial research on the subject in 1995. McAllister opened with a quote from the book Behavior in Organizations.
“Trust … tends to be somewhat like a combination of the weather and motherhood; it is widely talked about, and it is widely assumed to be good for organizations. When it comes to specifying just what it means in an organizational context, however, vagueness creeps in.”
McAllister went on to identify two types of trust—cognitive (logical) and affective (emotional). He looked at the impact each had on different measures of behavior and performance.
The Ken Blanchard Companies just released research findings on how these two elements of trust impact five measures of employee work passion. The Blanchard research offers guidance for leadership development professionals looking to create more engaging…
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