...DEVELOPING CORE VALUES IN STRATEGIC PLANNING A Paper Presented to Dr. Rusty Ricketson Luther Rice University In Partial Fulfillment of the Requirements for the Course LD 515 Principles of Strategic Planning by James C. Harvey Jr. GC6316 OUTLINE I. INTRODUCTION II. DEVELOPING CORE VALUES IN STRATEGIC PLANNING III. CONCLUSION IV. SELECTED BIBLIOGRAPHY INTRODUCTION This is an initial paper in which selected aspects of the literature will be examined to address a few of the tenets that are needed in the development of core values. There are many clear or apparent needs in the development of core values, but one of those needs may be singled out depending on the author’s point of view. This paper will examine a few of the tenets that are involved in the development of core values according to the different methods of authors. One of the basics that will be needed in the development of core values in any organization is a bedrock philosophy. As early as 1978, Ouchi and Price were extolling the benefits of orga-nizational philosophy. "The clarity and the widespread acceptance of an organizational philosophy," they wrote, "most clearly separates the Type Z from the Type A orga- nization" (Ouchi and Price 1993, 68). They went on to note that most large Japanese organizations possess a philoso- phy and that many Japanese leaders regarded as vitally ...
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...Core Values: The Foundation of Leadership James Jarrett, Professor of Leader Development Introduction The United States of America began by establishing its core values in the Declaration of Independence, which reads, “We hold these truths to be self-evident, that all men are created equal; that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty, and the pursuit of Happiness.”1 The core values of equality, freedom, and opportunity were established for this Nation in the Declaration of Independence. These core values provided the focus by which this country moved towards greatness and created a source of contention from within to ensure that all citizens receive equal and fair treatment. From the example of the United States establishing core values, leaders must determine their own core values. Identifying and establishing individual, as well as, organizational core values is a critical function if leaders are to bring their organization to high performance. Leaders‟ goals, decisions, and actions must be aligned with their core values to obtain personal and organizational success. This chapter examines the importance of establishing core values and posits that the process for establishing them should be a vital part of individual goal setting and organizational goal- and vision-setting. In On Becoming a Leader, Warren Bennis writes, “Until you truly know yourself, strengths and weaknesses, and know what you want to do and why...
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...Core Values Adults always tend to tell children that everyone’s unique; No two people are the same. Throughout my life, I’ve learned that the reason everyone is different is because every person has different morals and values. When I was first asked about my top three core values, I was speechless. I had never really just sat down and thought about what characteristics were most important to me. But after completing a class assignment titled, “My Core Values,” I was able to find out what my top three personal core values are. The three core values that relate to myself the most are responsibility, challenge, and justice. They University’s core values, on the other hand, seem to be mostly different. They are responsibility, excellence, servant leadership, integrity, and generosity. Even though my core values seem different than my schools, I believe they all have a very common underlying message. Responsibility, in my opinion, is one of the most important traits a person can have; therefore it’s definitely in my list of top three core values. Being responsible means doing things you have to do, even when you do not want to. This allows other people to trust you. People then often link responsibility with another core value: trustworthiness. Responsibility can be something as simple as watching your little sister, or as complex as being responsible for other people’s lives, such as a pilot of a plane. If you are not responsible, people will often not believe what you say, and...
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...CANADIAN ARMED FORCES LEADERSHIP AND STRUCTURE Abstract Leadership is at the core of any organization, especially the military. The Canadian Armed Forces, being a hierarchal organization, places a strong focus on leadership. Leadership principles and styles, as well as different leadership models, make up the foundation of the military ethos, and serve the common mission. Leaders in the Canadian Armed Forces are required to possess specific characteristics and focus on the well-being of their members, in order to achieve the commander’s intent. Introduction “As a leader you want to inspire you people to be so engaged and committed, to have accomplished so much that even when they are nighty-five years old, sitting in a rocking chair on the back porch, they will look back on their time under your leadership with the satisfaction of accomplishment and contribution, and a feeling that they have made a difference. What they will remember most is how you made them feel as they did their work ad focused on their job. Only then can your job as a leader be considered complete” General Rick Hillier (2010) Leadership is essential in any organization, especially the military. It is a complex and convoluted topic that has received a great deal of attention. It has been in the spotlight for quite some time, and been the focal point of many studies. Leadership has been defined in various ways. The Canadian Armed Forces (CAF) have defined leadership as “directly or indirectly...
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...analyzed from the following aspects: strategy, process, structure, people, and rewards. Firstly, the strategy represents for the choices and vision of the organization, which leads the organization to where it aimed to. Secondly, the Process means that, under the set strategy, the organization makes decision and plans performance. Also includes some communication between each parts of the organization. Thirdly, Structure shows the delegation of authority and the decentralization of decision making. Fourthly, people are filled into each key role, with different competences and leadership styles. And finally, rewards provide incentives to the organization by paying differentials, promotions, etc.1 Leadership, in this essay, as a practical skill, is the ability of an individual to "lead" or guide other individuals, teams, or the entire organizations.2 In the following example analysis, we will discuss the leadership in detail. 2. EXAMPLES CONSIDERING BOTH 'STABLE' AND 'CHANGING' STATE 2.1 ORGANIZATIONAL CAPABILITIES The organization capabilities in stable and changing state are similar, as they are built for a long term and cannot be changed in a short term, especially in big organizations. Take the professional service firms (law firms, consulting firms, audit firms, etc.) as an example, the professional service firm is organized differently from traditional companies. Firm is project-oriented. The strategy of the firm that searching for more projects and using less cost...
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...environment have brought around a need for businesses to become aware of the type of culture they provide to current and prospective employees, as well as their customers. This has become a piece of the workplace that new applicants are taking into consideration when looking for a new job or career, current employees use this as a reason to stay, and company leadership uses this as an opportunity to build employee and customer loyalty. While it is the desire of many companies to create the right culture, it is a major challenge for companies and their leaders (John & Sons, 2007). Interstates Company and Goodwill Industries (specifically looking at the Sioux City, IA location) have worked hard to create cultures that support their employees and their customers. While they produce and/or sell completely different products, the choices they have made about their work environments have some similarities. Culture can be challenging to define since it may vary greatly from one business to another. Steven McShane and Mary Ann von Glinow in Organizational Behavior defined culture as: It is the basic pattern of shared assumptions, value and beliefs governing the way employees within an organization think about and act on problems and opportunities…It (culture) defines what is important and unimportant in the company. You might think of it as the organization’s DNA—invisible to the naked eye, yet a powerful template that shapes what happens in the workplace (John & Sons, 2007). This definition...
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...Leadership Style: What Do People Do When They Are Leading? Ramon Feliciano Strayer University Leadership and Organizational Behavior BUS 530 Dr. Nasser Assaf February 28, 2014 Leadership Style: What Do People Do When They Are Leading? 1. Provide a brief (one [1] paragraph) background of the CEO. Tony Hsieh got his start as the co-founder of LinkExchange, an online adverting company. At the age of 24 he sold LinkExchange, to Microsoft for $265 million (Chafkin, 2006). After the sale of LinkExchange, Tony Hsieh founded Venture Frog, an investment fund, of which Zappos an on-line footwear retailer was one of the first investments ("Venture Frogs," 2013). In 2009, Zappos join the Amazon, Inc. family, where Tony Hsieh remained as CEO ("In The Beginning - Let There Be Shoes," n.d.). We focus on making sure we have a great service-focused culture. If you get the culture right, then a lot of really amazing things happen on their own (Hsieh, 2010). Under his leadership, Zappos has grown gross merchandise sales form $1.6M in 2000 to over $1 billion in 2008 by focusing relentlessly on customer service (http://www.zapposinsights.com/). 2. Analyze the CEO’s leadership style and philosophy, and how the CEO’s leadership style aligns with the culture. Tony Hsieh has a transformational leadership style because he is charisma, inspiration, intellectual stimulation, and individualized consideration for the employees of Zappos (Schermerhorn, Osborn, Uhl-Bien, & Hunt...
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...PSC 410 Individual Leadership must be based on core values that render balance between achieving a goal based on your mission statement and leading people to accomplish that goal, without disregarding the value of those whom you lead. To lead with love is a vital behavior to me because love requires me to treat people with dignity and respect. As a leader I cannot expect from them what they do not see in me or see me doing. From a personal perspective, I have decided to treat everyone equal and with respect. I believe if you cannot treat people of all races and nationalities with dignity and respect you do not qualify as a leader. I want to treat those who follow me with the same respect as I would want. Organizational Hence one of the main problems in bad leadership is the absence of love and respect in top leadership. Many leaders love their company, organization, and the mission, yet they lack love for the people who work for the company and carry out the mission. This lack of love can be noticed by employees. They will eventually know that their leaders only see them as tools to accomplish the bottom line, not people who deserve respect and dignity. Such company that identifies its central focus on the mission apart from the people is doomed for destruction. The doom of the company is because of poor leadership. The success of any company is built on people. Even if such company has no employees, most likely it uses people to buy its products or use its services...
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...Leadership Think Tank 2005 1 Built to Last Jim Collins/Jerry Porras Harper Business Essentials (Paperback Edition) 368 Pages ISBN: 0060516402 Chapter ONE On the basis of substantial research, Jim Collins and Jerry Porras observe the distinctive habits of companies of enduring greatness. In the words of the authors, “Visionary companies are premier institutions – the crown jewels – in their industries, widely admired by their peers, and having a long track record of making a significant impact on the world around them.” Visionary leaders and breakthrough ideas come and go, but visionary companies survive the transitions. The “successful habits” of the visionary companies were observed in comparison to “silver medalist” companies in the same industry. Both the visionary and comparison companies outperformed the market, but the visionary companies demonstrated extraordinary long-term results. The tandems most frequently referenced in the book are GE/Westinghouse, HP/Texas Instruments, Motorola/Zenith, P&G/Colgate, Merck/Pfizer, and Wal-Mart/Ames. These comparisons dispelled commonly held myths regarding the nature of exceptional companies. Myth Reality 1 It takes a great idea to start a great company Visionary companies did not demonstrate early success 2 Visionary companies require great and charismatic visionary leaders Leaders of visionary companies were focused on building great institutions as opposed to building their individual reputations ...
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...Assignment #3: How Are Leaders Leading in the 21st Century? Johnathan Nunley Bess White BUS 502: Leadership and Organizational Behavior Strayer University December 9, 2014 Leadership in the 21st Century Strong leadership is very important in today’s workforce. It is defined as the process of influencing others and the process of facilitating individual and collective efforts to accomplish shared objectives (Schermerhorn, p.292). It demonstrates many characteristics such as the ability to work well with others. If leadership is successfully effective, it can also make an organization successful and also help as an aide to its country through bad times. If leadership is not effective amongst organizations, then conflict is possible to occur and companies can eventually lose direction of their goals. Companies without proper leadership may not be able to last long ultimately. Leadership in the 21st century has presented many new opportunities and challenges for those who are in leadership positions and employees as well. Leaders need to be up to date with information almost daily, need to be flexible, be tolerant, and also be able to think quickly. It is also important that leaders are able establish long-term relationships, take risks, motivate, and be willing to address global issues that are occurring. Zappos Chief Executive Officer, Tony Hsieh demonstrates amazing leadership qualities that may leaders and upcoming entrepreneurs admire and look up. Hsieh was born on...
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...Leadership Approach Paper Eli Griffin LDR/531Organizational Leadership July 31, 2012 Norma Sutton Leadership Approach Paper This paper will indicate one of the major approaches in the studying of leadership. The paper will indicate the strengths and weaknesses that are a part of the chosen leadership approach. The paper will also indicate an example of an organization currently using the chosen leadership approach. According to Leadership Theories and Studies (2012),”Leadership is probably the most frequently studied topic in the organizational sciences. Thousands of leadership studies have been published and thousands of pages on leadership have been written in academic books and journals, business-oriented publications, and general-interest publications” (para. 2a). Individuals and researchers conducting a particular leadership study state that leadership has many definitions (Yuki, 2010). Yuki (2010) states “Researchers usually define leadership according to their individual perspectives and the aspects of the phenomenon of most interest to them. After a comprehensive review of the leadership literature which also indicates that there are almost as many definitions of leadership as there are persons who have attempted to define the concept” (p. 2a). Behavioral Leadership One of the major leadership approaches is the behavioral leadership study. Yuki (2010) stated,“ The behavior approach began in the early 1950’s after many researchers became discouraged with...
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...leader.” - John Quincy Adams Abstract When I think of the leadership theories and philosophies, I get reminded of a tool box with a variety of tools which can be used depending on the situation and context. Individually the tools have worth, but the real importance of each tool is recognized when they are used in various combinations to build complex structures in different circumstances. Likewise, I have learnt the individual components of leadership theories and philosophies in BUS 620 and in my professional & personal experiences. However, rarely I have recognized their real value in context to a broader perspective in a dynamic environment. This paper is an attempt to recognize these components in a larger framework towards my leadership development. To recognize the effective use of these components I need to create and find of my Leadership philosophy. Hence in this paper, I will be defining my perspective of leadership; I will then be exploring and reflecting upon my personal values, beliefs and assumptions about leadership. This would enable me to maximize my effectiveness as a leader and a team member. In conclusion, I will briefly explain the impact it can have in my current and future role as a leader. My definition of Leadership: Leadership is complex and its effectiveness is highly dependent on the context. Even though leadership cannot be practiced just by following a few principles, at the core, I believe it is an opportunity to bring the best out of everybody...
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...air, space and cyberspace” (United States Air Force, 2014). Flying aircraft is main priority that the Air Force has and every other unit was built to support the flying mission. Each separate global command within the Air Force has a different strategic goal. The strategic goal of the United States Air Force’s in Europe is to remain a highly responsive and capable combat force in Europe alongside our NATO allies. Everything we do in the Air Force is based off of our code of ethics known as the Air Force core values. These three core values are: Integrity first, Service before self, and Excellence in all we do. The Air Force leadership believes with these three values ingrained in every Airman that every organizational unit has the power to achieve great mission accomplishments. “Core values, the deeply held beliefs that serve to guide the behavior and decision making of an organization’s constituents as they interact with stakeholders” (London & Mone, 2012). Core values are essential to any organization that wants to uphold a morale standard of...
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...Leadership Style Xerox Corporation Leadership and Organizational Behavior BUS520 December 13, 2014 Xerox is a provider of business processing and document management. Its mission is to become change agents and innovators to meet customer’s challenges. The company creates business processing outsourcing, information technology solutions, new technologies, products and services for world class commercial and government clients. Xerox designs, develops and delivers information technology solutions that utilize data centers, help storage desks, and managed facilities (Mergent Online, 2014). To be successful in this industry the company requires a powerful, dedicated, and committed Chief Executive Officer. In 2009 they promoted from within the company and capitalized on Ursula Burns’ abilities. Chief Executive Officer The Chief Executive Officer (CEO) of Xerox is Ursula Burns; she has catapulted through the company since 1980. Ursula was born in New York City New York in 1958; she received a bachelors of science in mechanical engineering from the Polytechnic Institute of NYU and a master’s of science degree in mechanical engineering from Columbia University (Burns, 2014). Ms. Burns joined Xerox as a summer intern in 1980 working her way up through the company and securing key leadership positions along the way. Ursula became the CEO of Xerox in July 2009 and soon after made the largest acquisition in Xerox history with the purchase of a computer services company...
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...Leadership Style: What Do People Do When They Are Leading? Le’Che Mayes Professor: Dr. Joni Kurylo BUS 520 - Leadership and Organization 6/7/2013 Tony Hsieh born December 12, 1973 is an American internet entrepreneur and venture capitalist. Tony was born in Illinois and grew up in the San Francisco Bay are of California. He graduated from Harvard University with a degree in computer science. While at Harvard, he managed the Quincy House Grill selling pizza to the students in the dorm. After college, Hsieh worked for Oracle Corporation. After five months, Hsieh found himself dissatisfied with the corporate environment and quit to found Link Exchange. In 1996, Hsieh started developing the idea for an advertising network called LinkExchange, members were allowed to advertise their site over LinkExchange's network by displaying banner ads on their website. They launched in March 1996, with Hsieh as CEO and found their first 30 clients by direct emailing webmasters. In 1999 Hsieh sold LinkExchange to Microsoft for $265 million. After selling LinkExchange to Microsoft, Hsieh co-founded Venture Frogs, an incubator and investment firm, with his partner. In 1999 Hsieh was approached with an idea of selling shoes online. After some skepticism Hsieh and Lin his business partner invested through Venture Frog and two months later Hsieh joined Zappos and he is now the CEO of the online shoe and clothing store Zappos.com. (www.deliveringhappiness.com/about-us-the-author)...
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