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Lecture 5

Management and Organizational Studies 2181A/B Lecture Notes - Lecture 5: Explicit Knowledge, Organizational Culture, Visible Minority


Department
Management and Organizational Studies
Course Code
MOS 2181A/B
Professor
Sarah Ross
Lecture
5

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Mos 2181 Lecture 5
TRUST, JUSTICE, & ETHICS
LEARNING & DECISION MAKING
Trust
Trust the willingness to be vulnerable to an authority because of
positive expectations about the authority’s actions and intentions.
Authority- were usually talking about trust justice and ethics between
employee and manager
Vulnerable: trust only exists when there is dependence and vulnerability
Trust can be understood in terms of:
i. Disposition-based trust
ii. Cognition-based trust
Ability
Benevolence
integrity
iii. Affect-based trust
Disposition-Based Trust
Disposition-based trust: trust rooted in one's own personality
Trust based on the person who is doing the trusting. Something within the
employee that makes them trusting of others or not. It is rooted in trust
propensity
o Trust propensity a general expectation that the words,
promises, and statements of individuals can be replied upon
As an employee do you believe that you can trust other individuals?

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o Trust propensity is most evident with strangers. Only way you can
be trusting when you’ve first met a stranger is if you have a
tendency to trust others. There's a genetic component, an
experience component, and country (culture) component
o Develops when you're a child, then throughout your relationships-
develops over time
o Don’t need to know chart but need to know that trust propensity is
determined by: country in which you live, genetics, and life
experiences
o Most obvious in interactions with strangers
o A product of genetics and life experiences
Cognition-based trust
Cognition-based trust: trust based on the cognitions we have
developed about an authority
o We gauge an authority's trustworthiness based on:
a. Ability: skills, competencies, expertise of an authority
b. Benevolence: belief that the authority wants to do good
for the trustor
o Whether you feel other party (authority figure) is looking out for
your best interests
o A mentor/mentee relationship often has a degree of benevolence
where you assume your mentor has benevolence
c. Integrity: the perception that the authority adheres to a
set of values and principles the trustor finds acceptable
o Not about employee or person doing the trusting, its about
whether the person is deserving of our trust
o Affect-based trust
Affect-based trust: trust based on emotions rather than rationality
o We like the person in question and have a fondness for them
o Affect based trust is common with family members or close friends

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Trust over time
Disposition based trust always matters over time
Once we get to know them, we can based trust on our rational assessments:
ability, benevolence, and integrity
Then in some select relationships, we will develop affect based trust
Once we've known someone for an extended period of time, whether we
trust that individual will some what depend on who we are as employees,
some what on our cognitions
These will happen in these order overtime
Justice
Justice the perceived fairness of an authority's decision making
This is a perception.
A situation is not unfair just because you don't get an outcome. If you don’t
get a bonus because you're not as good as others in the organization, as
determined by the equity outcome, its not unfair. If you don’t get a bonus
because your manager doesn’t like you and didn’t use a proper dimension,
then it is unfair.
o Fairness can be judged along 4 dimensions:
Distributive justice
Procedural justice
Interpersonal justice
Informal justice
o Distributive Justice
Distributive Justice: the perceived fairness of decision-making
outcomes
o 3 norms:
o Equity: more outcomes for more inputs
Best for? (missed her say it in class)
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