Assignmnet – Coursework Example

Introduction Trust refers to a strong predictor of satisfaction of the workforce, the quality of the communication, honesty in sharing information, and acceptance of the changes. Additionally, it encompasses accepting the influence of the leaders, and team-work besides the performance of the organization (Kouzes & Barry 180). Trust as a concept has associations to profitability. Therefore, leaders must start by building trust to enhance their influence and success.
Question 1: Importance of being the first to trust
Kouzes & Barry (180) suggest that organizations that have shown high-trust have high-performance levels and defeat those that do not practice trust by 286 percent. For example, a study carried out by the PricewaterhouseCoopers trust emerged to be the primary differentiator between the top companies and the bottom ranking firms. Further, the more the trust that exist among people, the better the chances of innovations. Moreover, when the employees have trust in their employers, managers, leaders, and organizations, the more the firms have positive outcomes that lead to a realization of the project goals and objectives. Besides, people that engage in trust are happy and settled psychologically. Also, they have consideration as real friends as opposed to those that do not have trust (Hogan & Kasier 170). In return, they become influential to the others hence making good leaders. Modeling trust entails effective communication, competency, and integrity.
Question 2: Describing a trustworthy leader
Leaders need to be trustworthy for them to influence positively and lead other people. For example, Jeff Bezos, the founder of is an acknowledged leader (Leadership Tips 1). Through his knowledge, he came up with the technology that has an elaborate organizational design and able to enter various markets. Through his organization, many people have trust in him and have changed their lives positively. The initiative has a perfect technology, strategy, and goals, besides being friendly to the environment. Their technology ensures effective transformation of the inputs into satisfactory outputs (Nelson & Quick, 2012). Moreover, the organization meets the customers’ requirements and aligns itself toward the societal expectations (Rubin 56). Nevertheless, there is risk taking and encouragement of confidence among the employees as the company ventures into new markets.
Works Cited
Hogan, R. & Kasier, R. “What we know about leadership.” Review of General Psychology, 9.2 (2005): 169-180. Business Source Complete. Web. 11 June 2015.
Kouzes, James M., and Barry Z. Posner. The leadership challenge: how to make extraordinary things happen in organizations. San Francisco, CA: Jossey-Bass, 2012. Print.
Nelson, D. L., & Quick, J. C. (2012). Organizational behavior: Science, the real world, and you. Mason, Ohio: South-Western.
Rubin, Eileen Newman. "Assessing Your Leadership Style to Achieve Organizational Objectives." Global Business & Organizational Excellence, 32.6 (2013): 55-66. Business Source Complete. Web. 11 June 2015.