DQ4-1 Responses Trust is the most important element in any relationship. Without trust, misunderstandings, clashes and conflicts are bound to happen which can affect any relationship whether it is personal or professional. In an organization, trust is one of the most valued elements which can be used to gain follower ship and support of the workforce. A positive example is when a manager trusts his employee to lead a project, it will automatically motivate the employee to work harder and to prove himself trustworthy to the manager. This would not only help in bringing down the employee turnover rate but will help in improving the efficiency and productivity of the workforce. On the contrary, when employees feel that they are not being trusted with leading jobs, they will feel unmotivated which might affect their performance and the overall productivity in the organization. Yvette https://smallbusiness.chron.com/effective-communication-organization-1400.html 2. Re: Topic 4 DQ 1 Trust is the most important element in any relationship. Without trust, misunderstandings, clashes and conflicts are bound to happen which can affect any relationship whether it is personal or professional. In an organization, trust is one of the most valued elements which can be used to gain follower ship and support of the workforce. A positive example is when a manager trusts his employee to lead a project, it will automatically motivate the employee to work harder and to prove himself trustworthy to the manager. This would not only help in bringing down the employee turnover rate but will help in improving the efficiency and productivity of the workforce. On the contrary, when employees feel that they are not being trusted with leading jobs, they will feel unmotivated which might affect their performance and the overall productivity in the organization. Yvette https://smallbusiness.chron.com/effective-communication-organization-1400.html 3. n business , organizations need to have a good relationship with each other in order to have a successful partnership; one of the main factors of a good relationship is trust. According to Piricz, (2018) trust is so important because it can be used as a marker of the satisfaction an organization has with another or even their displeasure. Trust decides how frequently groups work together and the value placed on each transaction in a business perspective. In the example of nonprofits, an annual partnership of five years and successful events working towards the same goal, has a higher level of trust than a first-time partnership with mixed results. Should both organizations ask the partnering organization to collaborate on a project, that business would choose the one of five years over the one-time partnership, (Piricz, 2018). Trust on a personal level between the people in an organization and working with other organizations assists in negotiating terms, conditions, and limits. A trusted leader can inspire more follower ...

1. DQ4-1 Responses
Trust is the most important element in any relationship. Without
trust, misunderstandings, clashes and conflicts are bound to
happen which can affect any relationship whether it is personal
or professional. In an organization, trust is one of the most
valued elements which can be used to gain follower ship and
support of the workforce. A positive example is when a manager
trusts his employee to lead a project, it will automatically
motivate the employee to work harder and to prove himself
trustworthy to the manager. This would not only help in
bringing down the employee turnover rate but will help in
improving the efficiency and productivity of the workforce. On
the contrary, when employees feel that they are not being
trusted with leading jobs, they will feel unmotivated which
might affect their performance and the overall productivity in
the organization.
Yvette
https://smallbusiness.chron.com/effective-communication-
organization-1400.html
2.
Re: Topic 4 DQ 1
Trust is the most important element in any relationship. Without
trust, misunderstandings, clashes and conflicts are bound to
happen which can affect any relationship whether it is personal
or professional. In an organization, trust is one of the most
valued elements which can be used to gain follower ship and
support of the workforce. A positive example is when a manager
trusts his employee to lead a project, it will automatically
motivate the employee to work harder and to prove himself
trustworthy to the manager. This would not only help in

2. bringing down the employee turnover rate but will help in
improving the efficiency and productivity of the workforce. On
the contrary, when employees feel that they are not being
trusted with leading jobs, they will feel unmotivated which
might affect their performance and the overall productivity in
the organization.
Yvette
https://smallbusiness.chron.com/effective-communication-
organization-1400.html
3.
n business , organizations need to have a good relationship with
each other in order to have a successful partnership; one of the
main factors of a good relationship is trust. According to Piricz,
(2018) trust is so important because it can be used as a marker
of the satisfaction an organization has with another or even
their displeasure.
Trust decides how frequently groups work together and the
value placed on each transaction in a business perspective. In
the example of nonprofits, an annual partnership of five years
and successful events working towards the same goal, has a
higher level of trust than a first-time partnership with mixed
results. Should both organizations ask the partnering
organization to collaborate on a project, that business would
choose the one of five years over the one-time partnership,
(Piricz, 2018).
Trust on a personal level between the people in an organization
and working with other organizations assists in negotiating
terms, conditions, and limits. A trusted leader can inspire more
followers to a cause, even if it means working with another
group to achieve that same goal, (Piricz, 2018). Likewise, if a
leader doesn’t have trust, convincing a second group to follow
their instructions isn’t going to be very successful. If there is
trust, people will move mountains knowing that a leader’s
promise has worth. Trust in an organization is the same for both

3. consumers and potential partners because if an organization
isn’t trusted, groups will not want to associate themselves at the
risk of being mistrusted by those in their own circles.
Trust is the cornerstone of any relationship and itis the job of a
leader to ensure that they have earned the trust invested in them
and that they continue to build it for the sake of both the
organization they work for and the cause they serve.
Piricz,N. (2018). Affecting determinants of trust in business
relationships. Serbian Journal of Management, (2), 281.
Retrieved from https://doi-
org.lopes.idm.oclc.org/10.5937/sjm13-16649
DQ4-2 responses
1.
Re: Topic 4 DQ 2
Rank your recommendations for building trusting relationships
between stakeholders. Explain your ranking.
My rankings are basic, as it relates to the response, I posted to
Topic 4 Discussion Question 1. Trust is vitally important, and it
all begins with:
Integrity, which sets the personal standard for the value system
of the leader.
Character is seen through the behaviors of the leader and
reinforces the value of integrity.
Confidence is instilled in stakeholders because they know that
their leader is a person of character and integrity.
Credibility is built through the consistency of the leader's
character and integrity.
Believers are made through integrity, character, confidence and
credibility; however, trust is quickly destroyed if the leader...
Manipulates people through their position by being dishonest or
if people feel as if they are being taken advantage of by its

4. leaders.
My rankings are designed to build upon one another because if
the foundation is not built on solid rock, as the Bible states, it
will not withstand the storms. Each attribute helps to not only
build trust but gives a reason to trust in the leader. Essentially,
trust creates the ability for stakeholders to believe and accept
the information from the leader (Griffith & Larson, 2016).
Griffith A., & Larson, R. (2016). Why trust matters: how
confidence in leaders transforms what adolescents gain from
youth programs. Journal of Research on Adolescence (Wiley-
Blackwell), 26(4), 790–804. https://doi-
org.lopes.idm.oclc.org/10.1111/jora.12230
2
Folkman (2013) gave the following steps to build trust;
Build Positive Relationships
Stop competing
Throw others a bone
Be balanced
Track commitments
Accept blame, share credit
These steps are general but well stated. The building
relationships part is really where the trust must begin. In my
response to DQ1 I spoke of the following characteristics.
Positive examples:
Trust- I spoke of the need for understanding the motivation of
individuals and cooperating organizations.
Culture- This can also be described as environment. The leader
must build an environment that encourages trust and
cooperation.
Vision- Shared vision and goals. The team must have shared
vision and goals to prevent inappropriate competition within the
team. The leadership of the team must clearly state the purpose,
vision, expectations of the project. This can be developed
cooperatively with the team, but it is the leadership’s
responsibility to ensure it is done.

5. Negative examples that I gave:
Lack of integrity- The example of the police union targeting
another employee group in order to serve their own interests.
Loss of purpose- Same example of the police unions tactics
clearly demonstrated their lack of regard for the public that the
police department serves.
Past history- Leaders must have historical context so they can
address the issues that have negatively impacted employee
motivation in the past.
Fairholm and Fairholm (2000) described negative and positive
work relationships and how they can build a culture within an
organization. The leader must recognize these influences and
develop strategy to acknowledge the past experience and build a
future vision. The above list is in order of importance, but the
coherent reality is that work on all areas is a continuous,
overlapping process. Leaders must continuously communicate
strategic objectives, set tactical goals to meet along the way, set
accountability requirements and foster culture that will provide
a high level of trust and motivation. The above steps identified
are either positive examples of components of this, or negative
examples that detract from this. They are identified as being
important because they are critical to achieving a highly
motivated work group.
Fairholm, M. R., & Fairholm, G. (2000). Leadership amid the
constraints of trust. Leadership & Organization Development
Journal, 21(1), 102-109. Retrieved from
https://lopes.idm.oclc.org/login?url=https://search-proquest-
com.lopes.idm.oclc.org/docview/226921986?accountid=7374
Folkman, J. (2013) The Six Steps to Trust. Forbes. Published
June 18, 2013 retrieved from
https://www.forbes.com/sites/joefolkman/2013/06/18/the-six-
steps-to-trust/#56875bd2788a
3.

6. My rankings with trust are extremely important. Having trust
with stakeholders provides beneficial information to the success
of the leader. The rankings are as followed:
Character – Character is the moving factor that allows the
leader to reinforce their values and hold firm on their beliefs.
Integrity – Integrity backs up character and proves the saying of
“Actions speak louder than words”.
Credibility – Credibility is extremely important to the leader,
without credibility a leader cannot be trusted and falls short on
character and integrity.
Confidence – Confidence can be faked, however, confidence
also proves knowledge, which can foster a trustworthy
relationship.
Believers – Specifically the stakeholders become believers after
showing their trust based upon the above actions
Manipulates – Leaders that manipulate the truth do not hold
their integrity, nor do they hold the values they stand for in
their character. These leaders quickly dissolve trust.
With the rankings, these foundations are set for the leader to
build relationships with stakeholders in a positive manner. How
the leader portrays their information can either destroy or build
relationships (Griffith, A. & Larson, R., 2016). When a leader
holds steadfast to their character and credibility, that is the
fastest route to maintaining a trustworthy relationship with
stakeholders and finding success as a leader.
Griffith A., & Larson, R. (2016). Why trust matters: how
confidence in leaders transforms what adolescents gain from
youth programs. Journal of Research on Adolescence (Wiley-
Blackwell), 26(4), 790–804. https://doi-
org.lopes.idm.oclc.org/10.1111/jora.12230
DQ4-1 Responses
Trust is the most important element in any relationship. Without
trust, misunderstandings, clashes and conflicts are bound to
happen which can affect any relationship whether it is personal

7. or professional. In an organization, trust is one of the most
valued elements which can be used to gain follower ship and
support of the workforce. A positive example is when a manager
trusts his employee to lead a project, it will automatically
motivate the employee to work harder and to prove himself
trustworthy to the manager. This would not only help in
bringing down the employee turnover rate but will help in
improving the efficiency and productivity of the workforce. On
the contrary, when employees feel that they are not being
trusted with leading jobs, they will feel unmotivated which
might affect their performance and the overall productivity in
the organization.
Yvette
https://smallbusiness.chron.com/effective-communication-
organization-1400.html
2.
Re: Topic 4 DQ 1
Trust is the most important element in any relationship. Without
trust, misunderstandings, clashes and conflicts are bound to
happen which can affect any relationship whether it is personal
or professional. In an organization, trust is one of the most
valued elements which can be used to gain follower ship and
support of the workforce. A positive example is when a manager
trusts his employee to lead a project, it will automatically
motivate the employee to work harder and to prove himself
trustworthy to the manager. This would not only help in
bringing down the employee turnover rate but will help in
improving the efficiency and productivity of the workforce. On
the contrary, when employees feel that they are not being
trusted with leading jobs, they will feel unmotivated which
might affect their performance and the overall productivity in
the organization.
Yvette

8. https://smallbusiness.chron.com/effective-communication-
organization-1400.html
3.
n business , organizations need to have a good relationship with
each other in order to have a successful partnership; one of the
main factors of a good relationship is trust. According to Piricz,
(2018) trust is so important because it can be used as a marker
of the satisfaction an organization has with another or even
their displeasure.
Trust decides how frequently groups work together and the
value placed on each transaction in a business perspective. In
the example of nonprofits, an annual partnership of five years
and successful events working towards the same goal, has a
higher level of trust than a first-time partnership with mixed
results. Should both organizations ask the partnering
organization to collaborate on a project, that business would
choose the one of five years over the one-time partnership,
(Piricz, 2018).
Trust on a personal level between the people in an organization
and working with other organizations assists in negotiating
terms, conditions, and limits. A trusted leader can inspire more
followers to a cause, even if it means working with another
group to achieve that same goal, (Piricz, 2018). Likewise, if a
leader doesn’t have trust, convincing a second group to follow
their instructions isn’t going to be very successful. If there is
trust, people will move mountains knowing that a leader’s
promise has worth. Trust in an organization is the same for both
consumers and potential partners because if an organization
isn’t trusted, groups will not want to associate themselves at the
risk of being mistrusted by those in their own circles.
Trust is the cornerstone of any relationship and itis the job of a
leader to ensure that they have earned the trust invested in them
and that they continue to build it for the sake of both the
organization they work for and the cause they serve.

9. Piricz,N. (2018). Affecting determinants of trust in business
relationships. Serbian Journal of Management, (2), 281.
Retrieved from https://doi-
org.lopes.idm.oclc.org/10.5937/sjm13-16649