Organizational Change: How Trust Affects Employee Productivity

Abstract

The hypothesis of this paper is that resistance to change comes from a lack of trust in the person, or persons attempting its implementation. Can trust, between employer and employees, be the underlying factor that motivates production and fosters company loyalty? A premise that seems so obvious and yet has only recently become popular. If your employee trusts you, they may work harder because a particular psychological-stressor has been removed, exclusion. Most people want to belong, so it would stand to reason that a negative message would be less likely to create a positive result.