Five Key Organizational Values
The core five organizational values include teamwork, honesty, commitment, customer service, and professionalism. Teamwork involves listening to as well as respecting each other as they work together towards a common beneficial result. Through honesty, it is possible to encourage openness and honesty in everything that the organization does in addition to encouraging integrity all the time (Stone & Klein, 2015). When it comes to commitment, the organization is responsible for ensuring that all timelines met, unless if there are urgent circumstances. Because of this, the organization will be responsible for creating a new timeline and the agreed need of the client ought to be met in spite of personal wants. Customer service as a value in the organization ensures that the clients receive timely, proactive and active services that meant for satisfying their needs. Through customer service, the organization is required to check with their clients that they are satisfied with the services being offered before they make any payment (Stone & Klein, 2015). This organizational value allows the organization to question the clients what the organization would do to ensure that the organization offers the best services and products. Professionalism is all about acting with integrity, being responsible and reliable in addition to ensuring the clients get quality services. Furthermore, as an organization, we do not speak ill about people behind their back.
Distinguish between Organizational Values and Personal Values
Organizational values entail standards that are responsible for guiding a group of people in different settings there is the moment when the organizational values are assumed to be a moral compass in the organization. In as much as there are possibilities of circumstances changing in certain organizations, the organizational values do not change. In addition, organizational values are responsible for expressing the integrity the organization believes in addition to being referred to a decision-making tool, which guides the behaviors in daily interaction. Also, some organization views organizational values as parts of the organization's philosophy. The organizational values identify with how the organization has been managing its conviction about work, individuals as well as the professional values in charge of characterizing non-negotiable conduct and for an organization to be fruitful, a considerable measure of accentuations must be put on the organizational values (Boxx, Odom & Dunn, 1991).
Nevertheless, for the vision of the organization, which is empowering people to live with autonomy to be achieved, the organization is required not to espouse any value. On the other hand, personal values are the central part that defines a person, who he or she is. They are principles that are important to the life of an individual. In the organization, personal values are responsible for affecting how employees relate to each other. Moreover, the personal values what make an individual react in a certain way.
The Role of Organizational and Personal Values in Employee Behavior and Intervention
Through the organization and personal values, the organization has been in a position of incorporating values within the mission and the vision of the organization. The values bring about the enjoyment of the work activities in a way that they encourage productivity together with creativity. It is also through these values that workers have mutual respect amongst themselves. Moreover, there are several instances that the organization together with its employees might have different perspectives when it comes to certain matters. Nevertheless, both personal and organizational values are responsible for making the workers accept different point of views through dialogues that encourage a safe working environment in a way that the employees will be in a position of sharing their experiences.
It is additionally through the personal and organizational values that the organization is in a place of building up human resource approaches that are implied for supporting and reinforcing the vision and mission of the organization. Likewise, the values frame the reason for the satisfactory conduct of the representatives and thinking of choices about the corporate objective of the organization (Magala, 2009).
A situation in which personal and organizational values may conflict
Organizational values might conflict with the personal values if the personal values of the employee are different do not match with the organizational norms (Stone & Klein, 2015). For instance, an employee might be asked to do something by the organization, and it is about the organizational, though it is against the employee’s personal values. In this case, the employee will not be willing to perform the task because there are chances that the personal values of the employee might have its root in religious belief as well as family norms, which do not promote a certain concept that is taking place in the organization. Chances are the organization might consider this to be insignificant, though the concept would bring about domino effects on the structure of the organization. Therefore, before an ethical decision is made by the organization, the managers should think of incorporating the organizational values rather than his value system. Therefore, it should be the responsibility of the organization to assign responsibilities to the employees based on the personal values in a way that the organizational values will be adhered to.
References
Boxx, W. R., Odom, R. Y., & Dunn, M. G. (1991). Organizational values and value
congruency and their impact on satisfaction, commitment, and cohesion: An
empirical examination within the public sector. Public Personnel Management,
20(1), 195-205
Magala, S. (2009). Crosscultural Life of Social Values and Organizational Analysis: An
Introduction to the Special Themed Section. Organization Studies, Issue no. 9, Vol. 30, 925-931.
Stone, A., & Klein, J. (2015). Assessing personal and professional values conflict between caring
and business professionals. International Journal of Arts & Sciences, 8(3), 195-201.
