Organizational Values At The Centre Of All Human Decision Making

Values- Values are a set of general guidelines that underpin social norms. Values are ideas about the correct behaviours

“Values are best described as the standards of our actions and the attitudes of our hearts

Values have five key components. They are concepts of beliefs, pertain to desirable end-states or behaviors, transcend situations, guide selection or evaluation of behavior and events, and are ordered by relative importance (Kreitner & Kinicki, 2013). Many researchers believe that when employees share organizational values, they feel more loyal, dedicated, identify more strongly with the organization and are less likely to leave (Khandelwal & Mohendra, 2010). An organization’s goal is to turn espoused values into enacted values. Enacted values are the values and norms that are actually exhibited or converted into employee behavior (Kreitner & Kinicki, 2013). Chrysler’s espoused values are innovation, leadership, responsibility and cooperation (Chrysler,

Following my completion of the “Core Value” assessment, I was able to discern, from my own values, which were indicators or actual core values. While there were many that I felt were things I called “values” before, after clarifying them with Louis Raths ideology, it was obvious that while I may agree with many things, affirming them or acting them out can be

We must act on our values. If we truly value something, we will follow through with maintaining those values regardless of circumstances or repercussions.

Values and attitudes are a vast array of individualist morality conventions. Webb and Wong (2014) define values as a core belief system that guides behaviors throughout the situational continuum thereby affecting one’s attitude or perception of the situation. Furthermore, Webb and Wong continue the explanation of the concept by citing Kahle’s (1983) list of values: “self-fulfillment, self-respect, sense of accomplishment, being well respected, security, sense of belonging, warm relationships with others, fun and enjoyment of life, and excitement”

What people value the most may become apparent in everyday business and communications. As individuals and leaders we have a moral responsibility to those we influence on a daily basis. We must take into consideration how we interpret our own values and how those values impact others. According to Robbins and Judge (2007, p. 121), questioning our values may result in change. In addition, values are important because they lay the foundation for the motivation and attitudes of people can contribute to the achieving of an organization’s goals and objectives. We must be ethical in our leadership especially when employees are following our moves and motives.

Values involve one's own reasonings and feelings about a fact. Lets take the first example, I have seen the person hitting a dog with stones and the dog which is bleeding because of him. I may feel that hitting the dog is wrong, but if I know that the dog has killed that person's son, then I may feel that hitting the dog is correct. Here, I am going through a kind of reasoning that is the dog has done a wrong thing to the person, so,the person can do a wrong

Core values are taught from the time a baby can spit out noises, to when someone cannot walk without assistance. My mother and father, taught me the basic values in life. For example, they taught me to not sticking my fingers in an outlet, or pinch my sister. My parents have tried to teach me values and I listened to some, and the ones I did not listen to, I learned from them. The moral of the story is, my parents were always right about everything, and I will not admit that to them. Among the many values I have, teamwork is one of my favorites. This value falls into almost every aspect of life. Teamwork is a value I carry, through Hi Stepping, FFA, and in my family.

Just as each person has a distinct personality, so does each organization. The value system of an organization distinguishes it from others and shapes the actions of its members. There are four important components that make up a Value system or Organizational Culture:

Values are the ideas that influence the way we work our beliefs about the way that we should support or care for others.

In such a diverse and huge world, each and every individual is unique in their own ways of appearance, perspectives, goals and so much more. One big difference everyone has is their values. Value is an idea or object that is accounted for as high worth and beneficial to someone. After taking an assessment to determine my values based on questions regarding events that happen throughout my life, I’ve come to the conclusion that I, myself, value humanism, family and health the most.

Our values serve as a compass for our actions and describe how we behave in the world.

The core values of a company set the foundation of an organizational culture, which in turn provides employees with a sense of direction and an overarching guideline when it comes to decision making, workplace behavior and ethics. Given its unique function, it is not hard to see the importance of having strong and effective core values in place. However, by simply coming up with a written set of values is definitely not enough to achieve the desired effect; it also requires the effective communication and continuous cooperation of the management. For instance, if the management does not continuously emphasize and manifest these values in their words and through their actions or if there are inconsistency in the values that the management promotes and the decisions that it actually makes, then the employees could easily get confused amidst the conflicting culture. As a consequence, employees may become inefficient and unproductive as they would not know how to differentiate what should and should not be done.

A value is a person’s judgement on what is important in life and is what priorities are within