Copyright © 2013 Dr. Vuong Quan Hoang and Dr. Nancy K. Napier (Nov. 25, 2013) — The guard of core values or the trust evaluator, in collaboration with inductive attitude, modifies not only individual behaviors but also core beliefs.
When considering acculturation in a globalization context, it is noted that the efficiency of the two largely effects on individual adaptability. In light of this, the “home vs. foreign” problems refer to not only geographical position of individual or groups of expatriate, repatriate but also the inside of an individual (who I was vs. who I am).
The trust evaluators patrol the mindsponge to enforce rigid beliefs of the mindset. These guards decide which values are allowed to go inward and which should be ejected. The closer to the nucleus a cultural/ideological value is, the more rigorous the guards are.
Cost-benefit consideration underlies much of the evaluation, no matter what the individual is rational or irrational. An irrational person considers cost and benefit in abnormal ways. In light of this, there are four levels of trust evaluation:
(i) Personal qualities and properties: An individual has to reach a certain level of quality in order to be regarded as “reliable.”
(ii) Expectation of future costs and benefits in both short and long terms.
(iii) Ability to institutionalize/formalize a value and verify its adaptability to the existing mindset. This is exactly cost-benefit considerations but involves more agents, more aspects, and longer visions.
(iv) Suitability of generalized values at philosophical level, such as definition of what is good and what is bad, ability of self improvement, and ideological statements. This level refers to how corporate leaders understand core values of their corporations, not the statement of corporate values.
- Paliszkiewicz, J.O. (2011). Trust Management: Literature Review. Management, 6(4): 315-331.
- Puusa, A. & Tolvanen (2006). Organizational Identity and Trust. Electronic Journal of Business Ethics and Organization Studies, 11 (2): 29-33.
- Mayer, R.C., Davis, J. H. & Schoorman, F.D. (1995). An Intergrative Model of Organizational Trust. Academy of Management Review, 20(3): 709-734.
* Related: Mind-sponge: How it works