| dc.description.abstract | Organisational performance is linked directly to
employee productivity, which depends on a variety
of factors like career growth, flexible working
options, the attitude of the management, among
others. They rely on the sector of operation,
organisation style, demography and culture.
Interpersonal relationships and workplace culture
have a substantial influence on employee morale,
which in turn affects productivity. One factor that
affects all these behaviours is intr a organisational
trust. Trust in an organisation affects teamwork,
decision making, employee retention and
innovation. The Oxford dictionary defines trust as
'the belief that something is good, sincere, honest
etc. and will not harm or trick you. It is als o defined
as the belief that something is true or correct or that
you can rely on it. Trust is built through behaviours
and actions and is dependant on the context of the
situation. Communication styles and methods,
competent actions, conduct based on comm only
shared norms are all instrumental in building and
maintaining trust within a group.
We want to explore ways where technology is used
to build trust within an organisation. Its active
application and not merely avoiding negative
instances like a data breach. Technology can be
used to eliminate bias, eliminate errors and increase
transparency in an organisation. For example,
transparency regarding compensation bonuses can
be provi ded using technology that would lead to
increased trust. When technology is implemented
carefully, it will also reduce the apprehensions
regarding data security; thus, building confidence
that employees have while sharing information.
Employee behaviour like working hours while
working remotely, well being (e.g. screen time,
interpersonal relations with coworkers) and
performance management in gig working are other
functions where HR professionals can monitor
tech's impact | en_US |
