GROUP DISCUSSION BOARD GRADING RUBRIC: FORUMS 1 TO 8
Student:
A 28–30 pts Superior work in all areas–consistently exceeds minimal expectations in all areas regarding content, analysis, synthesis, and evaluation of topics, participation, writing style, APA formatting, grammar, and spelling.
Specifically:
Deadlines for submissions of both parts of the assignment were met. The group submission uses relevant research to answer the question. Personal opinion is kept to a minimum. The group submission fully utilizes the discussions posted by group members. Scholarly sources (from peer-reviewed journals) are used. Minimal to non-existent grammatical and APA errors. Assignments are written in third person and in a formal writing style. The group …show more content…
Kimberly Anthony
August 31, 2014 Introduction
The value and concept of trust in relationships is both an antecedent and a consequence: the trust employees have in a leader influences their actions, and conversely the actions of a leader encourage trust. Organizational success not only requires individual excellence and contribution, but moreover organizational synergy. Exceptional leaders consciously create environments of trust, and strive to integrate trust into corporate culture. As paraphrased by Jared Zentz (2014), “a trusted leader is the glue that will either strengthen the way forward or fracture a business abruptly.”
A Trusted Leader: The 3 Most Important Concepts Learned
The professional and corporate benefits of achieving an organizational culture with the value of trust is enticing for all leaders, yet elusive for many. In organizations that intrgrate trust into corporate culture, employees believe they are respected and treated fairly, and view management as credible (Lyman, 2012). When employees view management as credible, “[employees] have confidence that the actions of others will be remain consistent with their words” (Harlow, 2014). In Shelby Sisco’s (2014) topic review, she concludes that “[trust] motivates, stimulates creativity, and helps the organization to attract and retain great …show more content…
Kutsyuruba (2014) described the trust relationship as fragile: a breach of trust, even momentarily, has the potential to be devastating to a leader’s career and potentially to an organization. When Reed Hastings founded Netflix, his objective was to create a corporate culture of trust defined by “Freedom and Responsibility”. Sheryl Sandberg, the COO of Facebook, classified the Netflix values document as “the most important document ever to come out of the [Silicone] Valley” (Roettgers, 2013). In 2010, reaping the success of the trust doctrine, Netflix had an estimated value of $10 Billion. However, when Netflix abruptly changed the membership terms in July 2011, the foundation of trust between customers and the CEO was fractured so severly it nearly tumbled the empire. Jared Zentz, in his discussion board post, reminds readers that “consumers look for credible business to purchase from” (2014); the Netflix leadership lost credibility, and the company’s stock plummeted 14%, which translated to a loss of $1.4 Billion. Warren Buffett, speaking on the topic of trust explained that, “Trust is like the air we breathe. When it’s present, nobody really notices. But when it’s absent, everybody notices” (Hitch, 2012, p.