For trust to develop, there must be communication between the employee and management. Communication must be on levels that are open, honest and reflect true self-expressions and accepted by the receiver in the same manner in which it was to be perceived. Employees will change their attitudes and work environment to an openness appeal when trust has developed and they will share their feelings of trust with other employees and to customers.
Being able to relate to the customer will boost profits and reputation for the organization will reflect the greatness that the company has. Once an employee is able to express ideas and solve problems at local levels, involvement for external events could also occur. The employee may then be a valuable member on the Total Quality Management team and able to contribute to solving company issues in a greater capacity. Soon a company will develop a culture and continue to grow from within. Once the company realizes its potential that effective communication, team building skills and listening to the customers, the company will then want to regroup, rethink and create an organization full of soft skills. Employees with the soft skills and some of the technical skills will also need to be obtained too. Thus the new type of employee to be discovered!.
This new employee will need to have the motivating factors, such as recognition, responsibility, advancement, and work itself. These are the high levels of the Maslow's Hierarchy of needs classified as esteem and self-actualization (Mathis 82). If Maslow's theory is right, then the employee will continue to seek the high levels of motivation and strive for the best of them and the organization. This is a win-win for the organization, the employee will do a great job and continue to excel while making the organization meet the needs and desires that they created and thus lowering the absenteeism that some organizations may go thorough.