Management Research
rupali
Week9_L9_MGMT6012.pptxThe Individual in the Organization
Values, Beliefs, and Leadership
Values…
What comes to your mind?
Do these values hold any weight at all or are they meaningless words stuck on the walls of your office space?
Are there any alignment between your values and the actions of your organisation?
What are values?
Values are beliefs around actions or choices that individuals make (consciously or unconsciously) about what is good or bad, worthy or not worthy, important or not important.
They for the basis of individual ethics
They are the foundation of one’s judgements
When taken to an organizational or corporate level, these beliefs become organizational values.
When accepted by people or organizations (or both) that sit within a certain profession or industry, these beliefs become professional values or industry values.
In a perfect world, these sets of values should align.
Personal values can be…
Non-negotiable: These are the values that you consider so important or essential that you do not bend, compromise, or surrender. These are also, sometimes called, Governing Values or Core Values.
Note: Non-negotiable values are not the same as beliefs.
Anything that changes your values, changes you behavior.
Negotiable: These are values that you consider important, but your are willing to accept compromises when they are challenged or difficult to sustain under certain conditions.
Using values to resolve problems
What are your own core values? Take a pen and paper…
Empty your mind of all preconceptions and biases
Create a list of your personal values
Remember a positive peak experience in your life that stands out. What was happening to you? What was going on? What were the ideas going on in your head?
Remember a time when you were angry, frustrated or upset. What was happening to you? What was going on? What was going on in your head?
From these experiences, what ideas stood out?
What are your own core values? Take a pen and paper…
What is most important in your life beyond the basic human needs? (Hint: Without them, life seems to be incomplete).
What are essential to your life?
What defines you as you?
What do you consider non-negotiable and what do you consider negotiable?
When you have made a list of your top 5 to 10 values, rank them from top to bottom in order of importance to you.
Now, validate your list.
If someone else were to challenge the values in this list, how would you react?
What do others tell you about you? Do they agree with what is on your list or not?
Organizational Values
Organizational values guide your organization’s thinking and actions.
They provide the basis for judgements about what is important for the organization to succeed in its core business.
Your organizational values are your corporate culture.
Organisational values
Organizational values are abstract concepts.
In order to understand and identify the values of an organization and to gauge their influence on the company, managers must carefully examine how that organization operates.
While it may be helpful to listen to people describe what they believe the values of the organization are, it is far better to observe those people in their day-to-day activities.
Organisational Values…
Note how employees spend their time, how they communicate within the organization and how they go about their daily job responsibilities and tasks.
Although values are often difficult to define, they are usually revealed by employees’ actions and thinking, how they set their priorities, and how they allocate their time and energy. An employee’s actions are more revealing than their words.
Dimensions of organizational values
Prosocial dimension – How does the organisation view the wider society’s values and beliefs?; of 6 types: altruistic, compliant, emotional, public, anonymous and dire; out of all altruism is that prosocial behaviour that is selflessly motivated
Market dimension – How does the organisation view its clients, partners, competitors, and other stakeholders?
Dimensions of organisational values
Financial dimension – How does the organisation view the concept of a bottom line, and how does it steward its capital and other resources?
Achievement dimension – How does the organisation view the nature of public acclaim, recognition, and the nature of performance excellence?
Artistic dimension – How does the organisation view creativity and independent thinking?
Organisational Culture Profile (OCP)
Detail Oriented- 4 Seasons Hotel
Innovative – 3M
Aggressive- Stratasys
Outcome-oriented- Re/Max real estate
Stable- Kraft foods
People-oriented – Telstra, Australia Post, Channel 9, Foxtel, ANZ, NAB, Westpac
Team-oriented
Dimensions of organizational values
Define what matters
Staff and employees will be most connected with the organization if the organization’s values reflect their own.
Actions are louder than words
Organizational values should be demonstrated by everyone on the organization.
Use dimensions to frame and understand the values
Competencies should go beyond the technical and professional and should include the concept of a cultural fit and behavioral factors.
The link between organizational values and individual values
Values Mapping
https://www.youtube.com/watch?v=w0rcWFTSRSE
Core organizational values
Individual values
Ethical principles
Social values
Organizational vs individual values
Going back to your list in the previous exercise, ask yourself what your organization considers its values.
Your individual values define your view of ethics.
What your organization claims as its values on paper do not always reflect what is done in practice (Stated values vs Operational values).
Organisational Vs Individual Values
Do the values of the organization (especially what your organization actually practices) align with yours?
What would you do if they do not?
Ultimately, where there is a conflict between what an individual believes in and the organization’s values there are only three realistic choices…
Organizational vs individual values
What are the three realistic choices?
Fight it: The individual stands up for his or her beliefs, and possibly loses his or her job, because he or she refuses to engage in actions that he/she thinks are wrong.
Deny it: The individual compromises on his or her beliefs by turning a blind eye to what he or she believes is wrong and tries and/or avoids doing anything which makes him or her feel too guilty.
Change it: The individual tries to influence the organization to change its values or behaviour.
Have you ever had to make any of these choices?
Organizational vs individual values
Four ways to resolve differences in values:
Ignore it – Effective for small problems that are almost irrelevant
Address it – This requires honest dialogue and openness
Negotiate around it – Finding creative solutions could be the key
Mediate through it – Follow a process where a third party could facilitate a mutually agreed solution
What about this:
https:// www.youtube.com/watch?v=SSJoHTBcpXE
What would you have done if you were the police officer, and why?
Conflicts of Interest (A related subject)
Conflicts of interest: A conflict of interest refers to a conflict between someone's private interest and their official duty or company role.
https:// www.youtube.com/watch?v=UH5r3EoM9cc
Two types:
Actual conflict of interest
Apparent conflict of interest
Discussion time…..
Can a difference between individual values and organizational values be a conflict of interest or lead to a conflict of interest?
