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Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations .
Workplace communication is the process of communicating and exchanging information (both verbal and non-verbal) between one person/group and another person/group within an organization. It includes e-mails, text messages, notes, calls, etc. [ 1 ] Effective communication is critical in getting the job done, as well as building a sense of trust ...
Trust has focal meaning for the success of every transaction. It stimulates the human activities. In countries with trust culture there is higher social well-being and economic growth. [4] In distrust culture those who trust in others are believed to be naive and simple-minded and they are the victims of unfair transactions.
Mutual trust and confidence is a phrase used in English law, particularly with reference to contracts in UK labour law, to refer to the obligations owed in an employment relationship between the employer and the worker.
As William Shakespeare famously said, “This above all: to thine own self be true.” And, it can also be said, be true and loyal to those nearest and dearest to you.
Organizational behavior or organisational behaviour (see spelling differences) is the "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself". [1]
“Being free is being able to accept people for what they are, and not try to understand all they are or be what they are.” “Life offers us tickets to places which we have not knowingly asked ...
Swift trust is a form of trust occurring in temporary organizational structures, which can include quick starting groups or teams. It was first explored by Debra Meyerson and colleagues in 1996. In swift trust theory, a group or team assumes trust initially, and later verifies and adjusts trust beliefs accordingly. [1]