Trust Factor: The Science Of Creating High-performance Companies
by Paul J. Zak /
2017 / English / PDF
183.6 MB Download
For decades, alarms have sounded about declining engagement. Yet
companies continue to struggle with toxic cultures, and the low
productivity and unhappiness that go with them.
For decades, alarms have sounded about declining engagement. Yet
companies continue to struggle with toxic cultures, and the low
productivity and unhappiness that go with them.
Why is “culture” so difficult to improve? What makes so many good
employees check out? Neuroscientist Paul Zak shows that innate
brain functions hold the answers. It all boils down to trust.
Why is “culture” so difficult to improve? What makes so many good
employees check out? Neuroscientist Paul Zak shows that innate
brain functions hold the answers. It all boils down to trust.
When someone shows you trust, a feel-good jolt of oxytocin surges
through your brain and triggers you to reciprocate. This simple
mechanism creates a perpetual trust-building cycle—the key to
changing stubborn workplace patterns. Drawing on his original
research, Zak teases out science-backed insights for building
high-trust organizations.
When someone shows you trust, a feel-good jolt of oxytocin surges
through your brain and triggers you to reciprocate. This simple
mechanism creates a perpetual trust-building cycle—the key to
changing stubborn workplace patterns. Drawing on his original
research, Zak teases out science-backed insights for building
high-trust organizations.Trust Factor
Trust Factor opens a window on
how brain chemicals affect behavior, why trust gets squashed, and
ways to consciously stimulate it by celebrating effort, sharing
information, promoting ownership, and more. The Ofactor™ survey,
data, and examples support the action plans.
opens a window on
how brain chemicals affect behavior, why trust gets squashed, and
ways to consciously stimulate it by celebrating effort, sharing
information, promoting ownership, and more. The Ofactor™ survey,
data, and examples support the action plans.
Engagement programs and monetary rewards are Band-Aids on broken
bones. To get to the root of the problem, you’ve got to go
deeper. Packed with examples from The Container Store, Zappos,
and Herman Miller,
Engagement programs and monetary rewards are Band-Aids on broken
bones. To get to the root of the problem, you’ve got to go
deeper. Packed with examples from The Container Store, Zappos,
and Herman Miller,Trust Factor
Trust Factor harnesses our
neurochemistry to effectively cultivate work places where trust,
joy, and commitment compound naturally.
harnesses our
neurochemistry to effectively cultivate work places where trust,
joy, and commitment compound naturally.