I have to reply to both of them based on their opinion about this topic. I have
to provide my opinion about their post. The minimum number of words required
for each person’s post is 400-450 words each.Discussion 6 – Trust, Transparency, Conflict, and Agility Week 4: Discussion Forum –
Person 1 post: Sameer
Trust, Transparency, Conflict, and Agility
Trust and transparency are often seen as crucial elements in many organizations’ mission statements, and in today’s world, corporates play a crucial role in setting moral examples by doing the right things in societies. Also, on the other side, employees of organizations feel obligated to make a good change and be a part of an organization that they believe does the right thing. Trust and transparency are related to each other. Transparency helps build trust, and when employees trust their leaders and the organizations they work for, there will be more engagement and better performance (Boiser, 2019). However, transparency does not mean telling everything to everyone. It is a value incorporated in the organization’s culture and directs how leaders manage their teams. When the information is openly shared and provided with the proper context, employees can contribute better ideas for the organization’s success (Boise, 2019). In contrast, a lack of transparency can be demonstrated simply by being ambiguous, overly discreet, working in isolation, intentional secrecy, misrepresentation, or a cover-up (Kingdon, 2020).
There are several reasons why organizations and teams need to be transparent, including but not limited to:
Building trust and improving relationships (Kingdon, 2020)
Helping teams to make better decisions and promoting better feedback (Kingdon, 2020)
Ensuring everyone in the team is more aligned with each other and fostering a culture of higher engagement (Kingdon, 2020)
Reducing risks and surprises (Kingdon, 2020)
Increasing accountability (Kingdon, 2020)
One of the primary benefits of being transparent is that it helps organizations and teams to win trust and build better relationships. According to research, 25% of employees do not trust their employers, and only about half believe that their employers are open and upfront with them (Boiser, 2019). When employees trust their leaders, they will support their causes and goals (Boiser, 2019). They will act in good faith and make decisions in the best interest of the company. Similarly, when people in society trust organizations and their leaders, they will support the causes and goals of those organizations.
Also, when there is transparency in terms of information, employees can make informed decisions faster. It can reduce unnecessary risks that could have been met with closed systems and ways of working (Boiser, 2019). Transparency in organizations also enables sharing and collaboration between employees and improves productivity and innovation. It also heightens accountability and pushes everyone to put their best foot forward (Boiser, 2019).
Productive conflict is an open exchange of conflicting or differing ideas in which parties feel equally heard, respected, and unafraid to voice dissenting opinions to reach a mutually comfortable resolution (Jennifer Maxson