Aligning Values
As I sat down to write this blog post, I read the
instruction/prompt and I absolutely drew a blank. Although I have read Denning’s text and taken
the assessment, I just did not know how to answer the question. So, I stopped trying to write and began to
re-read the material again. I succeeded
in confusing myself more. I settled on
the answer, yes organizations have values. They define the boundaries in which an
organization operates. It takes people
and action to bring the values to life.
People must accept the values and commit their work ethic to enforcing
organizational values but also produce in a way that generates profit while
operating within the confines of the values.
Since most people generally have their own set of values and beliefs since
their childhood, the process can become complicated.
When people apply to an organization that has established
values, they read the values and make a determination whether the match is
compatible with their values. If so they
go to work. If not they either walk away
or accept the differences as something they can live with. If an organization that is currently
operating with valued employees has to start the process of developing values, it
can get messy. I realize this was not
the question. Bear with me. I am getting there.
Organizational values are usually developed by the senior
leaders of the organization. Then they are shared with the entire organization. The top team are best in deciding what values
their business embodies. They have a few
choices to make before developing a values statement. What type of value system does the business practice? I am hoping that robber baron or hardball strategist
are never picked. The developers must be
able to answer questions about the organization or understand the business
enough to make the right choices in value development What type of values do we possess? Are we using instrumental or ethical values? They have to be able to distinguish between
personal and corporate values.. They must distinguish between operational and
espoused values. Instrumental values are generally critical for the well-being of the company while ethical values are more in line .
After the decisions have been made and the values have been
developed, there is another decision to make.
Will our new values be shared values?
In a Study.com (n,d,) article I found on line, shared values is defined as “organizational values that are
usually developed by the organization's leadership and then adopted by the
other members of the organization. The values are shared and followed by all
members of the organization when acting on behalf of the organization. They may
also be referred to as core values” (n.p.). Shared values provide guidance for
organizational decision making and serve as an ethical compass for action.
Now that the values have been created, transforming them into something
other than words on paper will take leadership commitment and action. Things like arranging information segments ast commander’s calls, conducting briefings, presenting video of values in action. It really needs to be a media blitz to allow
enough time for these new values to begin influencing behavior.
The components of an ethical community are trust, loyalty, and
solidarity. Using the Air Force as my
organization, I believe it is already an ethical community. It can be witnessed in and shop on any base on a daily basis. Airmen at every level demonstrate the components of an ethical community.It is not always perfect but the effort is always there.Tthe three components are demonstrated at
every level.
References:
Denning, S.
(2011). The Leader's
Guide to Storytelling: Mastering the Art and Discipline of Business Narrative.
San Francisco, CA: Jossey-Bass.
Study,com. Retrieved from: http://study.com/academy/lesson/shared-values-in-an-organization-definition-lesson-quiz.html Accessed 2016,
September 10
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