...Values and Ethical Decision Making Importance of Value Alignment Between an Organization and its Employees Core values are the basic principles to govern our ideas and actions we practice in our work organization. Any successful organization has to create its own core values because those principles are going to sustain their success and determine it as a great place where employees enjoy working. It is not important if the Core Values are many or few in numbers, what really matters is their meaning and power that they have over every employee. This list of values is going to define the only path to follow by every member in the organization. Therefore, society is going to identify the company according its core values. Many times people say that the brand is an expression of the core values of any organization because each company develops a specific core values according to its necessities and goals. Some focus on the customer service, others on the profits. At Intercos for example, where I work, there are six values in the basic list. However the first and most important is the “value for the customer: Creation of new and value products for our customers” which displays the real importance that the customers should have to each employee in Intercos. Each employee should know perfectly the company’s core values and have the courage to act on them on behalf of the common good. Sometimes excellent workers have their own personal values, which is not necessarily bad, but simply...
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...Values For your work to be satisfying, it must be compatible with your values. For some, money, prestige, and status are what it takes for a job to be rewarding. Others must experience meaning or purpose in the work itself for a job to be satisfying. This exercise contains a list of work and personal values that may assist in your career planning decisions. Part IWork Values Rate each work value using the following scale: 1 = very important to have in my work 2 = somewhat important to have in my work 3 = unimportant to have in my work. A. Work conditions may permit or require the following: _1__Independence/Autonomy doing what you want to do without much direction from others. _2__Time flexibility arranging your own hours, working according to your own time schedule. _3__Change/Variety performing varying tasks in a number of different settings. _3__Change/Risk performing new tasks that challenge the established order and may be initially resisted. _2__Stability/Security working in a secure job that pays you reasonably well. _2__Physical challenge performing dangerous tasks that challenge your physical capabilities. _3__Physical demands performing physically strenuous but relatively safe activities. _2__Mental challenge performing demanding tasks that challenge your intelligence and creativity. _3__Pressure performing in a highly critical environment with constant deadlines. _2__Precise work performing prescribed tasks that leave little room...
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...Sociological Research, vol. 50, no. 6, November–December 2011, pp. 17–31. © 2011 M.E. Sharpe, Inc. All rights reserved. ISSN 1061–0154/2011 $9.50 + 0.00. DOI 10.2753/SOR1061-0154500602 G.P. Bessokirnaia The Dynamics of Workers’ Values and Labor Motives (2003–2007) Research on workers in Russia shows that attitudes toward work are strongly influenced by conditions in the workplace, and that this is the case for both males and females. The dynamics of the core values of everyday activities and labor motives of Moscow workers in the 1990s [1], and changes in the basic life values and motives of workers in the period 1990–2003 [2], were the subject of studies the author conducted in collaboration with V.D. Patrushev [3, pp. 77–99], to whose memory I dedicate this article. The present author carried out a comparative analysis of the basic life values and labor motives of workers in Pskov in 1995–2007 [4]. This article presents the results of the analysis of the dynamics of the values and labor motives of workers during a relatively stable period of the development of Russian society, during a period of economic growth. The surveys of workers were carried out in the same machine-building plants in Briansk, Pskov, and Kirov in 2003 and 2007.1 All three cities are oblast centers of regions that, according to the classification devised English translation © 2011 M.E. Sharpe, Inc., from the Russian text © 2010 the author. “Dinamika tsennosti i motivov truda rabochikh (2003–7...
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...of the most common forms of traveling is the airline. Whether the trip is business or personal, most likely while purchasing the ticket, checking in, or boarding the plane we do not sit there and ponder what the company's purpose or philosophy is. People get so caught up in everyday life they forget the company’s services that they are using have a purpose to serve them. In this paper, you will get an overview on Southwest Airlines Company, its culture, values, and communication. With headquarters located in Dallas, Texas, Southwest Airlines Company is one of the major United States airlines, as well as the world's leading low-priced carrier. Southwest Airlines Co. “founded on March 15, 1967 by Rollin King and Herb Kelleher” (Avstop.com, Sept). For the very first time, Southwest Airlines Co. launched international services on July 1, 2014. The total number of flight to and from Latin American and the Caribbean was up to 100 per day (Kelly, 2015). A company’s culture is member’s values and practices; essential it is the employee’s values and practices that can make or break the company. Southwest Airlines Company (2015) defines culture as “the development, improvement, and refinement of the originality, individuality, identity, and personality of a given people.” Southwest Airlines Co. prides itself in going out of their way to make every customer’s travel a comfortable, “friendly, reliable, low-cost one”. Their vision is to grow to be the "World's Most Loved, Most Flown, and...
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...high job satisfaction -> positive feelings * Corporate culture, opportunity to use skills, opportunity to learn and ability to be creative are reasons for job satisfaction Why are some employees more satisfied than others? * Employees are satisfied with their job based on things they value * Values- things that people want to seek * Values are important because they explain how satisfied or dissatisfied someone is with their job * Value-percept theory- A theory that argues that job satisfaction depends on whether the employee perceived that his or her job supplies those things that he or she values * Dissatisfaction=(Vwant- Vhave) * (Vimportance) * Vwant- reflects how much of a value an employee wants * Vhave – indicates how much of that value the job supplies * Vimportance- reflects how important the value is to the employee * Since the difference of want and have get multiplied, the discrepancies get magnified for important values and minimized for trivial values * Since a job is a collection of tasks, relationships and rewards. Employees must decide which is more important to them * The most common facets that employees consider in judging their job satisfaction * Pay satisfaction- employees feelings about the compensation for their jobs * Pay satisfaction is based on comparison of pay the employee...
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...my personal values and skill sets. This paper will outline those values and skills and areas that improvement is needed. Values After reviewing the CSU value rating worksheet, I have found a lot of values that I feel are the most important in my career. One of the things that attracted me to healthcare was the variation in day to day work. Having a variety and change in work is very important to me. This change in work helps me to learn new things daily while at the same time keeps me engaged in my work. Working in healthcare has statistically shown a great deal of job security. When I started college I wanted to gain an education and skills that would always be in high demand. Healthcare...
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...Clarifying Personal Values XMGT/216 When trying to figure out my top five values I had a harder time just picking five that I thought were the most important. I feel like morals and values are very important when it comes to yourself as well as how well you do in business. The five I narrowed it down to are creativity, dependability, equality, honesty, and teamwork. I am not sure any of these values have anything in common but I do feel like they all are great qualities for a company to want to instill in their employees and they are important to me. These five values help me to make ethical decisions because I am thinking of how my decisions are effecting other people and I want my work to be original and creative. I also want to be able to relate and reach out to people from different backgrounds than myself and I feel like that helps me to make any decision based upon equality. Dependability is one of the most important values to me because I believe if you cannot be dependable you cannot be trusted. Being on time, doing what you say you are going to do, or just being there is very important in life as much as it is in business. I am currently working a retail job and I do believe that almost all of the values that I have on my top five list are important to the company that I am working for. We are a company that likes to be creative in our work and make sure that each person that we help is themselves. I think this also fits in with equality because it shows that...
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...Team athletics are a huge part of society and of school, where most people start truly developing who they’re going to be for the rest of their lives. During this time, it is important to build strong connections and strong personal values. Team athletics do exactly that; they teach kids values that will last a lifetime and that can make them better people. Whether it be from: football, soccer, baseball, softball, field hockey, it doesn’t matter. Team sports teach things people might not learn anywhere else. Playing on team sports provides many opportunities, but one of the most important opportunities it presents kids with is to learn values that will stay with them forever. Between the interactions with fellow players and the coaches they can learn a lot. Playing games against other teams teaches good sportsmanship and to never give up. When the team is down by a few scores and it looks like they can’t come back, they learn that they’re never down and out; they learn to fight and give it they’re all. Whether the game is won or lost isn’t what matters. What matters is that the team as a whole tried and didn’t just lay down and quit. Then depending on the outcome of the game determines how a team should act. If they win, they shouldn’t yell and scream at the other team and gloat in their faces that they beat them. They should shake their hands, tell them it was a good game, and act with class. If they lost then they should accept defeat, acknowledge that the other team bested...
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...Goals and Values 1 Goals and Values Emma Holmes National American University Goals and Values 2 Abstract Goals have become a general concepts in our society. Goals and values are important because organizations exist for a purpose and goals and values state that purpose. It seeks to improve how organizations relate to their external environments and function internally to attain high performance and high quality of work life. Organization development is a continuous work of putting effective changes in the organization. Organization aims at developing moral values such as honesty and integrity among employees. Enabling the organization to continuously experiment, change, and improve thus increasing its capacity to grow learn, and achieve its purpose. The ability to make ethical decisions relative to work is of the most important tools...
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...Center discusses the American cultural values and how they may be seen through the eyes of international visitors. In his article he provides a list of thirteen ingrained values that most, if not all Americans have and share. He also explains how American actions through these values are very strange and unsettling in comparison to foreigner’s values. He calls these values “The Values Americans Live By” a list of thirteen values that explain how Americans act and what they deem as important to American society. He tries to explain this in a way that will assist international visitors understand the nature of American culture and how it may differ from theirs. He begins to explain that Americans cannot put their finger on their own values and are not able to identify what they believe as a whole. He also explains that the list is viewed by Americans as positive meaning that all the values listed are looked on as very favorable and advantageous to its culture. The list starts with how man has the right and should control nature and uses the example of space travel and landing on the moon. He explains that Americans do not rely on fate and will go so far as to criticize and demean people that do. Americans at all costs will do whatever it takes to control nature. Change is the next on the list and is inevitably a good thing that brings progression, advancement, and evolution. He suggests that Americans do not find much value in the heritage and traditions of more...
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...Using material from item A and elsewhere assess the contribution of functionalism to our understanding of the role of education. Functionalism is based on the view that society is a system of interdependent parts held together by a shared culture or value consensus (agreement) amongst individuals as to what values or norms are important in society. Therefore they take a positive view of the education system. As item A suggests they see it as a form of secondary socialism essential to maintaining society i.e. the values and norms transmitted by social institutions and groups which build upon those learnt in the family (primary socialism). The French sociologist Emile Durkheim (1903) identifies the two main features of education as the creation of social solidarity and the teaching of specialist skills which are both essential for life in society and work. The American functionalist Talcott Parsons (1961) sees society as one based on the principle of meritocracy unintentionally highlighting the inequality of how those they see as ‘the naturally more talented’ get the best jobs over others. In addition to this Kingsley Davis and Wilbert Moore (1945) also see education as the means for selection and role allocation but focus on the relationship between education and inequality amongst individuals. Similarly to the point, Peter Blau and Otis Duncan argue that a modern economy depends on the prosperity constant growth of using its ‘human capital’ and its workers skills...
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... 2. Definition of the concept………………………………………….4 3. Ways of maximization and important aspects IC………………....4 4. Conclusions………………………………………………………..5 5. Bibliography……………………………………………………….9 1. Introduction With their practical and organizational experiences, working habits, interpersonal relations and motivation, people influence a company’s business performance and activities. It is very difficult though to measure the influence of knowledge, i. e. to quantify and express it in figures. The thought that knowledge and work, that is the skills of workers in the work process, are the most important factors of development, is widespread. The aim of intellectual capital is to explain the difference be- tween the books and the market value of a company. So, a com- pany’s value can be determined more precisely, and that could be important for...
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...Building a Vision-Guided, Values-Driven Organization By Richard Barrett PART I: WHY VALUES ARE IMPORTANT Organizational values are more important today than at any other time in history because the personal and societal context within which business operates is changing. Who you are as an organization, and what you stand for, are becoming just as important as what you sell. The values that an organization lives by are important to a variety of stakeholders: • Society: Organizational values need to meet society’s expectations with regard to environmental stewardship and social responsibility. Failure to support society’s values can have a very significant impact on financial performance.1 Shareholders: Organizational values need to meet the needs of the new breed of shareholders that are only investing in companies that: (a) meet socially responsible investment criteria; and (b) compete to be the best companies to work for, or other quality awards. Potential employees: To attract the best people, the organizational values need to meet the needs of potential new employees who are choosing to work in organizational cultures that align with their personal values. Existing employees: To retain the best people, the organizational values also need to meet the needs of existing employees and support them in finding personal fulfillment at work. • • • Employee Fulfillment Whilst attention to all stakeholders needs are important, the most critical are: (a) How existing employees...
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...Values Reflection Paper Thomas Guerrero CJA 474 November 24, 2014 David Pettinari Values Reflection Paper Regardless of whether people work in the government or private sector, military or civilian, they will commonly ask, “what are my core values?” Most people are taught personal values from the early years of childhood, and throughout adolescence. In addition to parents, many public figures instill some values (such as respect) in the minds of young adults stronger than other values. Respect is one of my core values, and something that most kids from inner-city Chicago learn about. This paper focuses on core values. In this paper, I will reflect on my core values, describe the development and change of values, and explain the nature and importance of human values in the workplace. Core Values With the numerous amounts of social influences today, it may be hard for adolescents to decide which vales they believe to be most important. However, adolescents and adults are constantly faced with the question, what do you want to be or do in life? According to De Janasz, Dowd, & Schneider (2001), “Identifying your values will help you answer the question “What do I want to achieve with my life?” Once you determine your values and why they are important to you, you can then work on a plan for achieving your goals (p. 51).” Growing up in the tough neighborhoods of Chicago, it is easy to learn the values of right and wrong. It’s learned from award ceremonies...
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...Value Alignment Value Alignment A person looking to work in any organization needs to make sure he or she has a grasp on personal values. Identify what is essential to one’s way of life and personal goals will help him or her choose the right organization to work for. One may be a hard worker, but they must decide if that is more important than their values of starting a family or being a good spouse or parent. If you are a parent it does not mean that you cannot work, but you need to decide where personal values lie. Organizations have values just like people. Organizational values include setting goals, hiring the right people, standards on work ethics, pay rates, and time off offered to employees. These values are set by the owners and managers of the company. They are not defined in one day but created over years. Just as important as setting and defining values, is finding the right employees share these values. Starbucks maintains a desirable position with approximately 18,000 stores worldwide of which nearly 13,000 are in the North America and 255 are in New York City. Following is an exploration of the many ways that Starbucks aligns the organization’s values in their plans and actions. Evolution of Personal and Workplace Values The origins of personal values start at home with family and culture. As individuals grow, their values may change to incorporate new ideas. Workplace values start with individual values and then integrate the organization’s values...
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