Building Trust

Dwightthinks that new managers must know how to create and maintain trustwith their employees. He views communication as a major component ofestablishing trusting relationships. Dwight has set up two realsituations that he wants his new hires to evaluate and comment upon in ashort three-minute video presentation to the group.

Skill #2: Build trust in INDIVIDUAL relationships both locally and at a distance.

In the recent meeting with the new managers, Dwight at Easy Chairs wanted to emphasize the importance of communication in leading.

Dwightreported an occurrence that happened in the production department justthe other day. Sally Hill was sitting alone at the lunch table whenDwight passed by. Saying hello and getting an unusually quiet reply,Dwight stopped to ask if things were alright. Sally said things werefine, but she did not look fine. He wondered if something was wrong.Sally, who runs the conveyor belts on the production line, has been onthe job since EC began, and she is very good at her job.

Dwightwas right. Things were not good for her on the production line. She wassitting at the lunch counter rather than going back to the floor andher job. It seems that Sally’s new floor supervisor, Jessie, has decidedto implement a production efficiency study so that he could measure herefficiency of motion. At first, Sally took Jessie at his word that thestudy was to see if she could improve her time and therefore get morework completed faster. It wasn’t until she overheard him telling someoneelse that he was thinking of getting a robot to do her job that shelost faith in him and the company. Shouldn’t they be telling her aboutthis possible change? Is it fair to just announce the change one day andher be out of a job the next? Jessie just lied to her. Not sure of whatshe heard, Sally consulted some of the other production workers who dodifferent jobs. The said there had been rumors but they knew Dwight andIke would never do something that drastic without consulting with them.Sally just wasn’t sure. Worse yet, Jessie made her write down all thedata for the study and questioned her if she left numbers blank. Shelost track often and her work began to suffer. Jessie began to come downhard on her and finally put her on probation. When this happened, shefinally confided in others only to find that several felt Jessie did nottrust them. Jessie seemed to question what they were doing. Only a weekafter Dwight began to investigate Sally’s unhappiness things came to ahead in the department. Jessie had a team meeting to get at the reasonswhy production rates had dropped. He talked for 30 minutes. He asked forpeople’s opinions and no one would reply. One person asked permissionto speak but asked only if the study would take much longer. Finally,Jessie dismissed the team. Jessie did not understand; when he firstarrived, everyone was happy and helpful. Hadn’t he always been straightwith them? Why was everyone so unhappy now? Jessie finally saw that hehad a problem, but he wasn’t quite sure what it was.

Inweek one Dwight and Ike explained that EC expanded into the AsianMarket. They are concerned that things could be going better for thedistributors if they had better teamwork with the groups in Japan andKorea. The current EC teams report that the Asian teams seem quiet whenthey meet and are not as quick to respond to the new plans. Personal”chit-chat” is at a minimum and seems to be one-sided. The EC teams aregetting stressed out because they are always taking calls either late atnight or early in the morning to catch the Japanese/South Koreanworking hours. Overall, they just feel that they are being tested andare coming up wanting. Creatingtrust in a virtual team, especially those with members from abroad, isparticularly hard. How can you help the EC team be successful? ShowDwight how you would set up a new international team and how you mighthelp the existing teams now.

5. By FRIDAY, complete the following:
   • Create a three-minute video, using the instructions found in the Elevator Pitch Introduction, to present your conclusions on resolving the issues of trust in the two scenarios.
   • Scenarioone should seek to comment on the following points: Identify andexplain the trust issues that Jessie has with his direct report. How didhe create this problem? What can he do to correct the issue?
   • Scenariotwo should explain to Dwight how to set up a successful team, establishtrust in a culturally diverse environment. It should also include waysnow to bolster the trust in the existing teams. Explain the influence ofcultural IQ in virtual meetings and how and why it can cloudsuccess. In the discussion of the Asian teams, research the culturaldifferences in creating trust relationships between Americans and theJapanese and South Koreans. Explain specifically how this relates to theexperience of the EC team members. Identifying and describing the stepsthat should be taken by team members to make the virtual experiencework. This template should be something that all teams can follow in thefuture. Be sure to include a step for cultural diversity if thesevirtual meetings are cross-cultural. Explain why and how these stepswill create trust in the relationship.
   • Bothscenarios should include a detailed discussion of the communicationsissues present and how best to address them for better relationships inthe future.
   • Youmust use course material to support your responses and APA in-textcitations with a reference list. Since it is a video, you will need aseparate reference listing for any sources you reference in the video.
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   • I will make the video I just need the writing. Please use the provided sources and 2 other sources. APA format.
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