Trust in internation Business Relations

H ere we want to show that socializing and forming friendships for you and although significant, but not important. D oes the candidate adapt to the existing rules, you need to understand what behaviour is considered the norm in the company.

W hat action potential employee plans to take to win the affection of colleagues. C an he become in this team. The logic answer should be structured in the following way: «In my opinion, trust is quite difficult to gain any special action. O n the contrary: whoever seeks to gain the confidence often causes alertness. M y task in the first phase is to get acquainted with everyone, try to understand what the rules are in the team, who is responsible for what, as my functionality is intertwined with others, find out all the necessary work communication.

V ery important for me to be part of the team, so I aim to support colleagues, to make compliments, if I see that the man actually managed to make it work, find common ground, while avoiding the unpleasant conversations. I n addition, I myself try to be as open as possible so people could understand my character. I t makes no sense to hide under a mask in front of those who have to work together.

T he sooner they sort out what kind of man I am, the simpler it will be to communicate with me" .Professional authorityThe first level of trust, which is sometimes enough to become «his» man, it is the confidence of your colleagues that you will be competent to perform their duties, and they won’t have to correct your mistakes and shortcomings. HR consultant adds: «the Universal way to gain the trust does not exist, because every organization is different, so it’s based on how the candidate is going to do actually. M ost likely, everyone will be guided by their own thoughts and past experiences. S omeone will immediately try to make contact (General functional responsibilities, subordination), someone is monitoring the fence, and only by understanding who is who, I will try to make contact. I t is obvious that any employer would be pleased with the message that on the first working day potential employee will try to meet you all, to understand the structure, features of construction workflow. StarscreamThe last thing employers need employees, instead of working, you start to sort things out.

T he cause of these problems can be anything from personal dislike to the distribution of responsibilities. B ut most of all proceedings arise due to the gender wage gap in people that perform similar functionality. If answering the question, the candidate was not concerned with monetary issues, then the recruiter pointed out: «will you be interested in the salaries of employees?» or «What will you do, knowing that a colleague is performing less work, has a higher salary?» The candidate responded something like: «I will Try to clarify the situation other employees and to reveal the injustice!» — didn’t pass the interview. W hat trust can there be if people all looking for the catch?" Double bottom" Whatever cohesive and loyal to the team, sooner or later there comes a time when a supervisor and subordinate are on opposite sides of the barricades. I n this case, employees ' trust can be won, say, a «covering» someone from the companions, defending the interests of colleagues, etc.

I n the team you will immediately become his own man, but it is unlikely your «fighting» attitude will appeal to the recruiter. Then the issue of trust may take the form of the following case: imagine that one of the employees made a mistake in the work and learning about it, management may exclude that person award, punish, or dismiss. Y ou have the opportunity to inform the management about the error, or not to do it. W hat will you do? The trick of the matter is that if you don’t give a colleague, the employer will question your loyalty, but if will carry, it is unlikely you will team. T.

he most reasonable would probably be to try to talk first with by this man, because if he admits his guilt and remedy the situation, we will not put people in an awkward position. HR Manager commented: «the Issue of the request to „cover up“ a colleague who has committed a misstep, as a rule, misled by every other candidate. H ere you should not try to look in a favorable light to one side. I n answering it is better to take a neutral position» .LanguageAmong the most popular options are the following questions aimed at identifying the possibility of rapid adaptation of the new employee in the team: a) What will you do in your first day? b) What kind of relationship was formed with former work colleagues (with instructions)?

A s if they could have described? b) What will you do if you realize that after the first month of work you will not accept the team? g) What will you do if you realize that someone of the old staff speaks badly about you, gossiping? etc. Here are some tips on how to gain the respect and trust of the team:1) Assess their capabilities. D o not try to take on too much, even if the purpose of your suddenly increased efficiency is to please the boss. B ut this does not mean you have to sit quiet as a Church mouse! A.

ll should be the measure, and in your activities at work including.2) don’t make yourself regret. Y ou must make it clear that they came to work, and phrases such as «Masha's the new girl, she’ll never make it» not apply to you! H andle the case even if you have no experience with them. J.

ust ask first, to explain or show you how it’s done.3) do Not complain about too cold air conditioning too loud or friend at work. S o you will only achieve the reputation of a whiner and nerds. L.

ess words — more action. T ry to resolve an uncomfortable situation for you and not discuss it with colleagues.4) Listen to criticism. S ometimes it is useful because it helps us to notice their flaws and fix them. P erfection!5) minimize the interaction with people, spreading in the office negative. S.

tay away from stress — the best way to avoid it.6) Not tushuytes, if you are invited to participate in corporate events. T here you can get acquainted with all closer and to Express themselves.7) Appreciate those who have expressed interest in you and trying to help you. Always nice to know that not all of these «biting» as it might seem at first glance. Below is an example of the developed scenario-depth interviews for research office premises in the city of Penza.

1. General questions:

· How do you assess the current situation with office space in Penza? H ow can you explain this situation?· What is the dynamics with the availability and quality of office space in Penza?· In your estimation, the demand for offices is increasing or decreasing? A.

pproximately how many additional square feet of office space could be «mastered» the local entrepreneurs?· Who primarily appeals to you for services for the search for new offices Penza or branches of companies from other cities, what is the profile of these companies, their size, etc.)?· In what other ways (besides contacting a real estate Agency) used by businessmen for the selection of the new office?· What is a typical request for office (location, size, price, additional features, etc.)?2. Offices of different classes:

· The offices of some of the most popular class in Penza? W hat, in your opinion, is it connected?· Approximately what percentage of the total csla office space are the offices of various class A, b, C?· Do you think that by «local standards» differ from each other in the offices of class A, b, C?· In which areas are the offices of class A and b? W hy in these areas?· Could you be called the best business centers of the city?

W hy they are considered the best? W ould you describe, please, the centres. Buy or rent:

· What is the scheme to date is more preferable for business — buy or rent offices? W hat, in your opinion are the reasons?· What is the most common scheme of buying office (investing under construction, buying office ready in the center, etc.)? What is the most common scheme fees office rent (per month, per year, down payment, etc.)?· How do you assess the prospects of construction of new office centers under sale of space?

W hy do you think so?4. Prices for rental and purchase of offices:

· What are average prices for the purchase and rental of offices of different classes? W hat is due the differences in price?· In your opinion, today the prices for office space are at its peak, or even have the resources to raise prices? As a result of our ill-structured in-depth interviews, we have received various qualitative data. W.

e decided to form into groups according to the similarity of respondents ' answers. From all the answers of respondents, the most frequent answers to the question «Who has influenced your musical interests?» the answers were «Friends», «Parents». This information can be viewed in interviews with respondents. From the interview with the Respondent L: «…some tunes that were memorable in childhood, and a TV, some concerts some friends who were brought from the holidays with some new tunes. W ell, somehow it is the one for the other clung»; «…in principle, has only a mother. M.

y grandmother such music is not listening, although it also became, recently on Norwegian rock to sit down, whatever. B ut my interests distributes mother…" .From the interview with Respondent B: «Friends, in the future, the network, the Internet. T he friends» .From the interview with Respondent A: «…parents have been influenced, in my childhood when dad showed what music is good to listen to, what music is good» .From the interview with Respondent E: «…my parents, they have me addicted to American rock, heavy Metal, that is my father loves very much… and maybe that influenced my vision of music, that is, as if maybe that’s why I like more rock than anything else…»; «…a friend gave.

I t was a very good man, there is much interesting has taught Japanese rock. T hanks to her, that she let me into this genre." From the interview with the Respondent M: «…on TV. W.

ell, on the Internet too." From the interview with the Respondent L: «…the environment. F irst with one company talked, listened to one. T.

hen, with another company, listening to the other." As can be seen directly from the interview, respondents can be divided several groups:1 group — impact on the interest had friends. (2 respondents) Group 2 — the Impact on the interest provided family and friends. (.

3 respondents) Group 3 — the Influence of the media. (1 Respondent) It is worth noting that the greatest impact the family and friends of musical interest among the respondents. O n the second place according to the degree of its influence, was the «friends» group, their total number amounted to 2 respondents. A nd the lowest count was filled by the group «media», which included only 1 Respondent. Therefore, we can conclude that family and friends have the opportunity to shape my musical taste, as well as its handling depending on its adopted rules and regulations. As an equally important factor, in our opinion, is loyalty on the part of respondents in relation to the musical genres to which they were not interested.

T he question was worded as follows: «is there any music genres that you feel sympathy, or antipathy?». This question is formulated in dependence from that, how was the interview and how the Respondent answered the questions. From the interview with the Respondent L: «Antipathy I m how to tell. I have to turnip and modern pop music. A t least the Russian one, if American she still has some bits that has some kind of essence, our Russian, unfortunately, is absolutely not subject, in my opinion, to listen.» From the interview with Respondent B: «Antipathy causes, only Spider. S ympathy…

again the music just like it. E ven if there are bad vocals, I listen to this purely for the music" .From the interview with Respondent A: «…I don’t really like rap, in my opinion, it’s not a song, in my opinion, and they are too negative or sad. A s, for example, don’t know how… I don’t like the music and the words as if read.

L ike a prayer of some sort. M and songs without words, as he is as popular now Dub-step electro, these directions. M usic or no words, or they are twisted, stretched, me, this, here, 't like it." From the interview with Respondent E: «…Antipathy I feel crepe music. I.

don’t consider it music, of course there are exceptions, I admit, there are exceptions. V ery sing beautifully, smoothly, but that’s how the music do not perceive. I don’t understand those people who listen to rap." From the interview with the Respondent M: «M… well, I only have to separate the group antipathy. W.

ell, let’s say rock, Rammstein. B ecause I don’t like this group, and so in principle is fine" .From the interview with Respondent H: «…those that I don’t like, probably… N.

ow the music is gone, some farts, screams, morgania, I don’t even know what to call it yet. P robably, therefore not listening. S till I like there… S o.

I have a classmate, Korean pop music listening, I can’t listen, I don’t like the language, for example. L anguages such… I&#.

39;m not like that, for example, French, rap there, for example. I don’t know how it can. I also do not like, I do in school listened, now I may not be able. S.

creams or whatever his name is when the ligaments tear. I don’t know how to listen…" .Thus, we can conclude that most respondents say about dislikes about those genres of music that they listen to and which do not show any interest. N.

ote that when answering these interview questions much aggression, respondents did not show. I n other words, in relation to not for genres, respondents show their loyalty, but it does not consider such genres for music. The future direction of our research was to find the dominant factors which usually is used listening to music, and using what, and most importantly where (the listening position). T.

he following responses were received. I n our view, these factors enable us to form an image of the individual in modern society. Conclusions on Chapter IIThere are two methods of measure of trust index: interviewing techniques («the emotional and psychological») and methods of analysis of the actual data («economic»). The selection of a research strategy in social sciences depends on three conditions—i.e. the nature of the research question, the extent of control a interviewer has over actual behavioural events and the degree of focus on contemporary as opposed to historical events. T.

he research from the exploratory work has various methodology. S urvey including the exploratory and validation interviews and questionnaires include sets of questionnaires, interviews and validation interviews. It is reasonable to use mix of quantitative and qualitative methodologies. I.

n order to obtain the most benefits of both the quantitative and qualitative methods, the researcher should a mix approach that aims to ensure validation as well as offers triangulation advantages. As for measurement of trust, it should include the rational factors along with partner’s characteristics based factors. T he partners develop characteristic based trust and rational trust related to economics, dynamic capabilities and technologies. T.

rust should be measured from various context dependent perspectives at multiple levels in relationship from trustor’s perceptions and calculations. I n order to fix the level of trust, the potential partner should decide his critical level of risk bearing capacities from every perspective and limit his risk to within his risk bearing capacity. T hese limits will determine the trust levels.

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Приложение 1 Экспресс-диагностика доверия (по шкале Розенберга) Инструкция. Внимательно прочитайте (прослушайте) пары суждений опросника. Если вы считаете, что какое-либо суждение из пары верно и соответствует вашему представлению о себе и других людях, то в банке ответов напротив номера суждения отметьте степень вашего согласия с ним, используя предложенную шкалу, Если у вас возникли какие-нибудь вопросы, задайте их, прежде чем начнетевыполнять тест. Бланк ответов.

Ф.и.0_____________________________Возраст_____________________________Пол__________________________________ Варианты ответов: А и В. Опросник1. Как вы думаете, большинству людей можно доверять или во взаимодействии с другими нужно соблюдать осторожность? А). Большинству людей можно доверять. В). Во взаимодействии с другими нужно соблюдать осторожность.

2. Могли бы вы сказать, что люди чаще всего стремятся быть полезным другим или они думают только о себе? А). Стремятся быть полезными другим. В). Думают только о себе.

3. Как вы думаете, большинство людей попытались бы обмануть вас, если бы им представилась такая возможность, или вели бы себя честно? А). Попытались бы обмануть, если бы им представилась такая возможность. В). Вели бы себя честно. Обработка и интерпретация результатов Ключ.

При соответствии ответа испытуемого с ключом он оценивается в 1 балл, при несовпадении — в О баллов.№ Вариант ответа 1 А2 А 3 В1 балл и меньше — низкий показатель доверия;

2 балла — среднийпоказательдоверия;

3 балла — высокийпоказательдоверия. Приложение 2Общая оценка организации.

Суммарная таблица оценки доверия Оцените вашу организацию или группу" В этой организации (или группе) люди… Проявляют доверие друг к другу (стр. 60):Оиенка:+Добиваются результатов (стр. 81):Оценка:+Поступают порядочно (стр. 104):Оиенка:+Проявляют заботу о других (стр. 126):Оиенка:

Сумма всех оценок доверия:

Общая оценка:

Общая оценка доверия.

Низкий уровень доверия:

общая оценка 32—74.Умеренный уровень доверия: общая оценка 75—117. Высокий уровень доверия: общая оценка 118—160.Приложение3QuestionnaireEmployees/ managers will keep the promises they makeEmployees/managers really look out for what is important to themanagers/employeesEmployees/managers have a lot of knowledge about the work that needsto be doneEmployees/managers are known to be successful in the things theyattempt to accomplishIf I make a mistake my employees/managers are willing to ‘‘forgive andforget''Employees/managers' actions and behaviors are not consistent[r/c]Employees/managers take actions that are consistent with their wordsIt is best not to share information with employees/managersThere's a lot of warmth in the relationships between the managers andworkers in this organizationEmployees/managers would make personal sacrifices for our group10. H.

adjikhani and Thelenius Trust measurement items Trust (2005) We feel we can trust this customer completelyThis customer tries to exploit the advantage of our cooperation for his ownsake (rev)This customer withholds important information from us (rev)CommitmentThis customer is committed to a long-term relationship with usWe consider the exchange of this product to be part of a wider relationshipwith this customerCustomerThis customer is prepared to invest time and money in developing therelationship between our firmsVertical connectionTo what extent is your business with this customer affected by anyrelationships with any customer of the customer? To what extent is your business with this customer affected by anyrelationship with any supplier of products complementary to yoursTo what extent is your business with this customer affected by anyrelationships with any Of your own suppliers? Horizontal connectionTo what extent is your business with this customer affected by anyrelationships with any government agency? To what extent is your business with this customer affected by anyrelationships with any international organization? To what extent is your business with this customer affected by anyrelationships with any trade union or other social body? We feel we can trust this customer completely11. S choorman and Ballinger Trust measurement items My supervisor keeps my interests in mind when making decisions.(2006) I would be willing to let my supervisor have complete control over my futurein this companyIf my supervisor asked why a problem occurred, I would speak freely evenif I was partly to blameI feel comfortable being creative because my supervisor understands thatsometimes creative solutions do not workIt is important for me to have a good way to keep an eye on my supervisorIncreasingmyvulnerability to criticismbymysupervisorwouldbeamistakeIf I had my way, I wouldn’t let my supervisor have any influence overdecisions that are important to me12. R.

yu et al. (2008) Trust measurement items When making important decisions, the supplier is concerned about ourwelfareWhen it comes to things that are important to us, we can depend on thesupplier’s supportWe can count on the supplier to consider how its decisions and actions willaffect usThough circumstances change, we believe that the supplier will be readyand willing to offer us assistance and supportThe supplier keeps promises it makes to our firmTable III Typical trust measurement items from risk perspectiveTable III Typical trust measurement items from risk perspectivePerspective of risk We do not depend on a single supplier/customer though theyhave ability to be served by just oneWe do not develop relationship with suppliers/customers whopursue on their economic interestWe do not depend on suppliers/customers who do not have theoperational flexibilityWe do not adopt a new technology even from a well known brandunless we test itWe do not maintain relationship with our suppliers /customer without clearly written terms and conditions of delivery and paymentWe do not develop relationship with supplier/customer who is notfair to usPerspective of no risk We enter in business relationship with customers/suppliershaving good market credibilityWe build relationship with customers/suppliers who havecapability to re organize the assets and resources as per ourrequirementsWe develop relationships with customers/suppliers who meet ourstands requirements such as HACCP/EHS/FDA, etc. We develop relationship with customers/suppliers having stableand proven technologyTill we find our customers reliable, we do not offer open creditfacility and insist for advance payment, post-dated checks (PDC)or letter of creditWe develop relationship with our customer/supplier only aftervisiting their facility and assessing their capacity andcapabilitiesPerspective of risk worthiness We start relationship with a new customers/suppliers when theyare transparent, with price break up, suggesting elimination ofunwanted value additions in discussionsWe do not mind paying a higher price than the market price for aright product/service of our critical operations and ask the samefrom our customersWe adopt our supplier’s new technology only when the price task, and utility fit together matching with our customer’s requirementWhen the economic or political situation of our internationalcustomers/supplier's country gets in turbulence we re-negotiateour agreements, though there is a long term relationship withthemWe believe in vendor managed inventory system to leverage JIT economics and avoid shortages with our customers/suppliersWe develop relationship with few selected overseas customers/suppliers.