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不同的组织,其内部有不同的信任感,在雇主和雇员身上亦表现出不同的特征。理想的组织,其负责人始终对职员进行鼓励,并依据下属对组织的投入状况而采取行动;其雇员也具有较大的满足度和内驱力。面雇主和雇员之间信任感不足的一类组织也表现出它们的特征。例如,组织负责人更倾向于采取威胁和惩戒的手段,这种领导行为的结果导致产品质量的下降和组织士气的衰落,解决这一问题就需要对组织内部的信任感进行深入的考察和分析。
Different organizations have a different sense of trust within themselves, and they also show different characteristics in employers and employees. In an ideal organization, the person in charge always encourages the staff and acts according to the input of the subordinates to the organization; its employees also have greater satisfaction and drive. A group of organizations with a lack of trust between employers and employees also shows their characteristics. For example, the person in charge of the organization is more inclined to take measures of threats and disciplinary actions. As a result of such leadership actions, the quality of products declines and the morale of the organization declines. To solve this problem, it is necessary to conduct an in-depth investigation and analysis of the trust within the organization. .