 We are talking about national cultures and in this particular topic. We are going to discuss interpersonal trust as a national culture dimension Trust is something which you give to somebody when you are confident about the person who you are trusting This tendency to trust someone that also comes from the Background that you come from and the culture that you belong to there are some cultures in which there is a general tendency for people not trusting others because there is a general Understanding that people are not trustworthy. They are dishonest. They are going to betray you They are going to do something behind your back and that kind of a mindset. It prevails Culturally it's not that people are Good or bad in a particular culture It's just that the culture of a place of a society of a Nationality it has that it has developed that kind of mindset over Centuries and over decades That leads to such kind of mindset that people in some cultures are ready to trust each other and in some They are not ready to do so very easily so in Cultures where people are ready to trust each other then in organizations as well managers are willing to share their power and authority with their subordinates when they can trust and What they can trust actually in organizations. It's not just that you can trust their intentions But also you need to trust their ability. So a Manager can trust his or her employee on two dimensions One is that the person has got the ability to do the task Agar manager ko yeh lagta hoga ke Jo subordinate hai vo kaam nahi kar sakta ya us me ability hi nahi hai So as a situation may the manager will not be able to trust the employee with the work that needs to be done and then the manager will have to Supervise the employee continuously and then the second thing is very important And that is intentions that whether the employee has got the right kind of intentions Wo dishonesty to ni karega us k intentions to kharaab nahi hai us ki near to kharaab nahi hai So these are the two dimensions if they are present then the manager will be ready to trust the employee So are they capable of making decisions on their own if they think if they trust then they will let the Employee take decisions. Do they have sufficient knowledge about the task at hand that is also important and Will they put the company's interest before their own that is something very important That is something which is related to the intentions ke unko apna fahida sochne wo apna fahida sochhenge Ya wo company ka fahida sochhenge agar wo apna fahida sochhenge aur company ka fahida Jehe wo bypass hota hai ya usko neglect karte hai. So that means that their intentions are not right So these three aspects if they are there then the managers will be ready to trust the employees In some cultures People have Low levels of trust on their employees and in some cultures the level of trust is high on what reasons and what Factors it is dependent that the level of trust will be high or low Number one is corruption and on the other hand transparency in some cultures There is culture of corruption for example Pakistan is higher in the corruption index and low in the Transparency index whereas on the other hand the developed countries for example the UK it is higher on the Transparency index and low on the corruption index alone ko yeh a general trust ki feeling goti hai ke low Corruption nahi karenge aise cultures ke andar whereas Pakistan mein agar employee ne naan bhi corruption karni ho to Ye expect kar liya jata hai ya ye assume kar liya jata hai ke low corruption Karne ki unki andar tendency maju de aur agar unko mokha milega toh wo karenge So that is one aspect because of which there is trust in people and mistrust in some cultures Then there is second thing which is an important factor is a general You know view of general view of honesty in some cultures people generally are Honest they do not lie to each other. They do not give a sense of equivocation They do not hide the facts. They do not try to trick others and fool others Whereas in some cultures unfortunately that kind of situation prevails that some cultures They have a lot of general dishonesty problems. For example, if you go to Egypt Tourism ke liye khaslaur pe logon ko ka jata hai ki aap apne bag sabhaal ke rakhe hai Aapne jor keemti ashiya hai unko sabhaal ke rakhe hai Kyu ke wo aapne log aap ko baah zahda trick karte hai Baah zahda theft baah zahda hota hai And people are extremely dishonest in Egyptian culture particularly in the Kaira city So there are certain cultures which are considered to be high in this general dishonesty dimension And there are certain cultures which are generally honest Then the third thing is availability of skill and of skill and abilities So particularly from the aspect of the organization and human resource management The level of trust will be high if there is high availability of skill and abilities Because then the manager would know that yes the person, the employee is able to conduct his own work And able to make his own decisions and does not need supervision O kaam khraab nahi karteega So if there is availability of skill and abilities Then people they will not And that also contributes towards trust Because jab aap ko apna kaam karna aatao To aap ko yeh zoroorat nahi hodi ki aap ko yeh tere mede tari ke se kaam kare Aap ko yeh shot cut lehi Aap ko yeh kisi tarah se usko bypass karne hi koshish kare So agar aap ko kaam karna aatao to yeh general nature hai logon ki Ke aap kaam karne you would prefer to do the work rather than making shot cuts And then finally the fourth aspect which is very important in determining the level of trust Is the level of work ethic in some organizations So some cultures they have high work ethic and some cultures have got low work ethic Work ethic means that people are professional People are regular They complete their tasks without supervision They are ethical about their behaviors They are not dishonest All the aspects of being ethical in the organization And then there are some cultures which are low in work ethic So people are unprofessional They do not come to offices on time They are not regular They are not punctual They are not fulfilling the requirements Even if they have the ability They say let them do the work So if they do the work They will get more responsibility So these kind of things prevail in a low work ethic culture So according to that if a low work ethic culture is there Then definitely the managers cannot put in a lot of trust in the employees and the subordinates So the interpersonal trust dimension of national culture is something which translates into the organizational culture And then it affects the various different dimensions of how you can manage people in a particular organization