The process of developing and aligning
organizational values in my opinion should starts from upper management and
flow down to lower level management then into the working level employees who
will put the process into work. This
ideology makes it essential to have clear and constant communication
relationship between the working level employees and management. Communication is a must to have in any type
of organizational values. There are many
kinds of organizational values, however, four kinds of values are in work in
organizations today, (Denning, 2011):
(1) The values of the robber barons
(2) The values of the hardball strategists
(3) The values of the pragmatists
(4) Genuinely ethical value
Developing the robber barons strategy is
to take a no value approach other than bare-faced greed, such as, lying and
cheating in breach of the law for the sick of winning (Denning, 2011). Developing the hardball strategy is
technically to take pride in being lean and mean, not only hurting their
competition, but to enjoy hurting them and watching them struggle (Denning,
2011). The pragmatist organization is an
organization that practices their values every year, and it lives and breathe
those values daily (Denning, 2011). Ethical values can be developed by using the employees
of the organization not as a shifting population of workers that come and go,
but as a community of human beings to whose welfare the organization. Certainly, those values will define the
organization culture as it will become a day to day type of re-occurrence event. Preferably, an organization’s core values
clearly define how the employees will behave with each other and with
customers. When organizational values
are aligned, the daily behaviors of the employees will represent the core
values set forth by the company.
The three basic components of an ethical
community are trust, loyalty, and solidarity (Denning, 2011). Trust is the general expectation among
employees that their co-workers will behave ethically toward them (Denning, 2011). Loyalty is the agreement of the duty to
refuse to break one another’s trust (Denning, 2011). Solidarity is to care for others interest and
ready to take action on behalf of others (Denning, 2011). Certainly, those three basic components of
ethical community can be applied in my previous organization; the company I
worked at. There has been a lack of trust
between employees and management in that organization. Somehow, the employees
think that management don’t have their best interest and is out to get them
fired at any moment. Establishing a
trust relationship between the employees and management will do that
organization very well and make the organization stronger. Trust can be
established by having more candid conversation between the employees and
management. Management would have to
step up and show the employees that they do care about their wellbeing and not
just the products they deliver. Loyalty
can be applied by showing the employees that have been in the company for more
than five, ten, fifteen years some appreciation from management and upper
management. Dinner and award certifications should be given to those who work
hard and support the organization. Solidarity
can be used by showing the employees that management care about their interest
and how they want to grow up into better position in the company. Management
can give guidance to those employees and show them the right way to earn the
most from the company and get promoted.
Nonetheless, looking at that
organization in detail, the value that’s been missing is the ethical
value. I would develop those values my
changing the managerial style from a top down management to a transparency
managerial style of leadership. I would
involve the employees in the decision making that would benefit both the
organization and the employees. I would
require each managers to have one on one meetings with each of their employees
to discuss his/her interest in the company and how the company can help him/her
achieve his/her goals in the company. I
would show act of appreciation to the hard work employees by rewarding them,
and encouraging the not so hard workers to do a better job. As a result, the employees would notice that
management has their best interest at heart and is attempting to align them
with the values of the company and succeed as one team.
Reference
Denning, S. (2011). The Leader’s Guide to
Storytelling: Mastering the Art and Discipline of Business Narrative. San
Francisco, CA: Jossey – Bass.
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