A Perspective on Organizational Values with Bob Miller
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Transcript of A Perspective on Organizational Values with Bob Miller
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Organizational Values
How to Understand and Make Values - Valuable
Bob Miller
September 22, 2011
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Introduction & Expectations
R. W. Miller Jr. & Associates
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R. W. Miller Jr. & Associates
Learning Outcomes
• Are organizational values important?• The Pros and Cons of organizational
values.• How to develop and implement
organizational values.• The results of values conflict.
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Values
Values represent basic convictions that-
A specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.
Value is a judgmental element of what is right, good, or desirable.
Review dictionary definitions of values
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60 Second Exercise–1–2–3–4–5
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R. W. Miller Jr. & Associates
Corporate Culture
Ethic
s
Org Behavior
Leader
ship
Core ValuesOrganizational
Personality
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Do Values Have a Priority?
Can you rank order your values?
Try Paired Comparisons
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What Are The Pros & Cons of Organizational Values?
Pros:• .• .• .• .• .• .• .
Cons
• .• .• .• .• .• .• .
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Who Should Be Involved In Developing Organizational
Values? • .• .• .• .• .• .• .
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Importance of Values
1 2
Individuals enter organizations with notions of what is right and wrong with which they interpret behaviors or outcomes
3
Values generally influence attitudes and behavior.
Values lay the foundation for the understanding of attitudes and motivation because they influence our perceptions.
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Share Some Organizational Values
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Wegman’s Values
1.We care about people2.High standards are a way of life. We
pursue excellence in everything we do3.We make difference in every community
we serve.4.We respect our people5.We empower our people to make
decisions that improve their work and benefit our customers and our company.
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Walmart
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Since Sam Walton founded Walmart Stores, Inc., it has always been a
values-based, ethically led company. The values that guide our decisions and our leadership are the 3 Basic
Beliefs:• Respect for the Individual• Service to our Customers
• Striving for Excellence
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Anyone Recognize These Core Values?
• Trustworthy• Loyal• Helpful• Friendly• Courteous• Kind
• Obedient• Cheerful• Thrifty• Brave• Clean• Reverent
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Red Lobster
• Hospitality• Fairness• Caring• Respect
• Quality• Zip• Balance• Fun
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Starbucks
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• Our Coffee• Our Partners• Our Customers• Our Stores• Our Neighborhoods• Our Shareholders
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• Service• Diversity• Inclusion• Openness to Change
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R. W. Miller Jr. & Associates
Respect
Communication
Integrity
Excellence
?
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• Ethical Behavior 90%• Commitment to Cust. 88%• Commitment to Ees 78%• Teamwork/Trust 76%• Commitment to
Shareholders 69%• Honesty/Openness 69%• Accountability 68%
• Social Respon. 65%• Innovativeness 60%• Drive to Succeed 50%• Environ Respon. 46%• Initiative 44%• Commit to Diversity 41%
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The Area Represent
The Area Represent
ConstituentsConstituents Special Interest Groups
Special Interest Groups
Lobbyists
Lobbyists
Values Funnel for Politicians
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R. W. Miller Jr. & Associates
• Upholding the Constitutional Right to Keep and Bear Arms
• Ensuring Equal Treatment for All• Protecting Our National Symbols• Freedom of Speech and of the Press• Maintaining The Sanctity and Dignity of
Human Life• Preserving Traditional Marriage• Safeguarding Religious Liberties• Preserving Americans’ Property Rights• Supporting Native American Communities
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R. W. Miller Jr. & Associates
• Liberty• Justice• Equality for all• Community• Strong Middle Class Jobs• Defense of our shores• Modern Infrastructure• Economic Stability and Prosperity• Energy Independence• Environmental Protection
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• Smaller Government• Personal Accountability• Local Decision Making• Fiscal Discipline• Serving the Taxpayers
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R. W. Miller Jr. & Associates
Advertised
Social Responsibility
Integrity
Customer Service
ProfitsShare Holder Dividends
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Power
Recognition
$$$$
Diversity
Honesty/Integrity
Employee Development
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R. W. Miller Jr. & Associates
Teamwork
Quality
Customer Service
Individual RecognitionPower
Automony
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It is my personal opinion that a high as 95% of
people that leave organizations of their own
accord, do so because of a values conflict.
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So how do individuals deal with values conflict?
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Individual Conflict Options
• Leave or run away– Refuse and force them to make you
leave• Suck it up and do it anyway• Discuss the conflict with the source• Get others involved
– Co-Workers, more senior managers, the public, the government
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Organizational Options to Minimize Counterproductive
Values Conflict
• ?
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R. W. Miller Jr. & Associates
Questions & Answers
Bob Miller, PHR
716 270-3020
www.humanresourcesource.com