This chapter identifies specific workplace behaviors that will support positive management (PM) implementation and specific actions that can undermine implementation and should be avoided.
Positive Management and Trust
Game theoretic studies1 have modeled relationship behavior to study which level of trust is most effective over time. It is a lengthy and complicated stream of research, but one set of findings is particularly important in the context of PM. Tit-for-tat models, in which participants did not act with perfect self-interest until another actor had acted selfishly, suggest that an optimal set of outcomes can be achieved by “trusting” opponents until untrustworthy ...