John, There are a range of trust-building activities and measurement scales that are used across a range of industries for team development and to identify areas where improved trust would facilitate things like productivity or communication. (For an example see the Oxfam publication about building trust in diverse teams : http://publications.oxfam.org.uk/oxfam/add_info_041.asp) .The issue of qualifications would probably be encompassed by ‘competency and skills’ ie the extent to which the organisation or team in question are perceived as able to get the job done. It is often the case though that there is some basic level of qualification that is required to meet a person specification and this enables certain assumptions to be made about baseline levels of competency. In multi-professional settings there is a high risk of stereotyping acting as a block to effective co-operation – one way to counter that is to share of information about the characteristics of each other’s professional training, core competencies and so on.
Generally speaking, one aspect of the evolution of professional identity involves a push for self-regulation as a recognised system for setting entry requirements and maintaining standards. That’s not the same thing as registering as a supplier of services. It also depends on where you are situated as to where you see the locus of self-regulation. Amanda
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