Instructions:Each reply must be at least 250 words and have 2-3 citations in current APA format as well as integrate 1 biblical principle. Acceptable sources include any of the assigned textbooks, the Bible, outside texts, and articles from peer-reviewed journals. Not everything found in the Liberty Online Library is peer reviewed.

You have to check the boxes for "Peer Reviewed" "Full Text", and "Scholarly Journals". On a different note, please understand that when directly quoting from the literature, APA requires that you include a page number.

Textbooks:(I sent you the link to these. Let me know if you need it again)

Topic:Have you ever been a member of an organization that had a very low degree of trust, commitment, and effort? Did that organization evidence a very small amount of cooperation, innovation, and unification (where there was nearly no feeling that everyone was working together for a common goal)? If so, what was the cause?

Student's thread:Denise Shipman

It is my belief that most of the corporate environments that I have been in have had a low degree of trust. I wouldn't necessarily say that it would then be automatic for said entity to have low commitment and effort. It most certainly doesn't set the foundation for yielding a higher commitment and effort though.

I have noticed that when there is a low degree of trust there is typically that one (1) person who essentially does everything. I don't find that thought process to be productive. As a matter of fact, it is quite counter-productive and creates a non-learning, non-growing environment.

My preference is to live by the following quote, "Tell me and I forget. Teach me and I remember. Involve me and I learn," (Benjamin Franklin) It is my belief that when you include everyone, even if the contribution is minor, it still allows an opportunity for all to work together, learn from one another and essentially grow as a person.

It has always been my belief that I can apply life theories from my personal life into my professional life and vice versa. Whether or not others agree, most importantly other management, is beyond my control. I can only influence in a manner to incite a learning and growing environment; which will essentially create a higher degree of trust.

This thought process is relative to training, day-to-day tasks that involve communication and even knowledge sharing outside of training tasks. It's important to have wisdom, knowledge and understanding relative to trust and knowledge sharing.

"Organizations should realize the importance of trust between their co-workers, and in general, there is much to gain by increasing the levels of trust between co-workers, as this will also increase knowledge sharing between co-workers," (Rutten, 2016). Having the wisdom to understand and apply the knowledge makes a difference in a single and/or team environment.

This is the starting point for creating a positive and productive team that will minimize hostile environments and maximize teamwork/creativity/productivity.

Overall, unification and trust is vital to any organization expecting to grow, keep up with current/future demands and provide the output they are expecting. While trusting co-workers, peers and/or team mates is not the same as trusting in the Lord; there must be some basis in order to innovate and unify. "Rest in the Lord, and wait patiently for him," (Naylor, 2012, Biblehub).