Strategic Human Resource Management

Strategic Human Resource Management

Strategic Human Resource Management

Introduction

Successful organizations are the aware of this fact that employees trust is an important factor in the organization performance and competitiveness, or in the other word it can be said that competitive is an important function of understanding and trust between employees and management.

Only the most intelligent organizations, although they identified, employers and employees to maintain it's strong and trusted a crucial role. So What makes these "smart organization" so smart? And where other organizations are lacking?

In additional to their information, it is important for managers to speak as quickly as possible and listen to slowly is a most important key in today's most organizations to completely realize and believe that their prime function of corporate performance comparable to the drama.

What is good, watch them and keep the trust of its employees, it may be the most important is that we are aware of the penalties reduced or no confidence. What makes a basic self-assurance organization within the organization and how to evolve enough trust level?

Discussion

In this section we are going to discuss what is trust and what factors can contribute to build a better trust between the employees and management.

Trust

While discussing the trust within the organization, it is also important to take this trust as a social prospective. Blau (1964) talk about the concept of trust in social relatives. "Because of social exchange, you need to delegate other people come back, the first difficulty is to verify your trusted" (p. 98). Trust in social interaction is an important part, because when a person presents a benefit to another person, individuals should accept the fact that the other will be returned. Routes will be back with the idea of time and strong commitment of mutual trust, expanding family. Trust Fund has been shown to be important internal connection between the organization and organizations ([Gounans, 2005 pp.23-56], [Johnson et al., 2003 pp.12-36] and [Swan. 1999 pp.56-70].) In the organization, social exchange set when the staff seem fair to conclude that employees would believe that the future will be a fair conclusion. In other phrase, trust is of the future (Brockner and Siegel, 1996) The future of procedural justice level employees. The distinction between supervision and management of the trust required (direct leadership) and organizational trust (organizational leadership) made. Unfortunately, little trust between the two types of empirical research to be distinguished. According to Bass (1990 pp.12-30), the direct administrative supervision and management of the organization made strategic conclusions, to participate in part of the activities. Tam Tam (2000), as well as between regulatory bodies in the employee trust in the characteristics of the organization, and each trust, the connection between the different groups in the form attributed to interaction between organizations in the day every day. Such as job satisfaction, organizational citizenship result of style and presentation, for example, attached to the immediate supervisor, business and organizational commitment, trust in the organization stronger ...