Core
Workplace Values
Values
are estimations not of worth but of worthwhileness. If value is what makes us
wealthy, values is what makes us human. (Smith, 2004). Personal values are
intrinsically related with different aspect of our lives, including
professionally. It is important to know how to distinguish the differences and similarities
between personal and corporate values, not simply to increase awareness, but to
align what is necessary, to reflect on what can be adapted and to make wise
decision (in small and large scale).
Denning
(2011) mentions that lack of overlap between personal and corporates values may
generate dissonance, consequently it is perceived that the relation between corporate
and personal values affects motivation and overall performance. Upon completing
The Core Workplace Values Assessment Exercise, developed by Dr. Randall Hansen
(consult http://www.randallshansen.com/
to know about the author), I found that my five core workplace values, in no
particular order, are:
1.
Flexibility
2.
Integrity and Truth
3.
Having a positive impact in others and society
4.
Professional Development
5.
Balance between work and family
My
values fit my career path, but, at the moment, not my employer’s values. This current
gap is due to the divergence between the espoused and operational values, commonly
witnessed in organizations. As Denning (2011) says, most values statement or
lists of values that companies put together end up as wallpaper. I cannot
ignore the overlapping values of some departments in the company, neither the
complexity in my organization nature, but the difference between the values of company
changed drastically on the past three years, especially from high ranked leaders.
Neither I can disregard the fact that the values are still there, slightly, but
the power of its wholeness to impact on employee’s life is weakened by top leadership.
My
values influence me in every aspect of my life, as expected. Personally,
especially conjugally, values as truth, integrity and positive impact were determinant
on my overall choices, and are empowered constantly, on the course of my
relationship with my husband and with relatives and friends. Truth and
integrity are musts as they carry trust as biproduct. Positive impact it what
gives sense to everything I look for in my personal, and when possible, my
professional life. If is not to impact positively in people’s life, what am I on
Earth for?
The
result of the assessment, taking in consideration all five core values, explains
my low performance at my current organization, although I still fulfill the job
description. It also expands the clarity that now I have on my upcoming career
path. As I plan to move from my current base, consequently I will need to shift
to another organization. Independent of the position I will apply, my choice of
my next organization will rely upon this result. I have taken my values in
consideration before choosing to work for and with my current organization, but
the clarity will assist me on making a wiser decision in the near future.
Currently speaking, the type of values that best
represent my organization is of the hardball strategists. My organization has a
single-minded focus on winning, even if the espouses values contradicts my
conclusion. Financial results, at the moment, are above everything and rooted
in every action. For instance, they are changing everyone’s contract, to a maximum
of three months sickness a year, (resulting in termination of contract after
this period), being six months previously. They are terminating employees under
expensive medical treatments due to its expenses. Promotions are also being
cancelled if a sick note is placed between the assessment results and the
initial training. This are examples among a list of others which make me
perceive the leaders of my organization hardball strategists.
The company has five corporate values: service excellence,
innovation, people, financial strength and safety. They transmit their values
(except people) through different channels and ways. Service excellence is
taught through initial training for the position, random workshops for some of
the departments, and punishment if the value is not followed. Safety value is
shown by using its safety manual to back employees up for any decision to be
taken, when opposites interest is at stake (at least it is how it works in my
department), and also through recurring annual assessment and safety sessions.
Innovation is the only espoused value which is entirely operational. My
organization keeps innovating and communicating the changes through internal
and external advertisements, also through workshops clarifying the reason and
details of the changes. Financial strength, and focus, is what characterize my
company as of hardball strategist. They do everything in their power for
financial gain (small and large actions and changes). They strive doing so, which
also explains its strong position in the field, but my concern is the lasting
effect of putting financial strength in front of people, as explained on Collins
and Porras (1994) on their comparison of companies built to last.
I
do not see other values that could serve the organization better, but simply
putting their values fully in practice. People should be the value with more
attention spent, as it creates emotional connection and consequently long-lasting
results. Valuing people is not simply providing a tone of benefits but being
there where they need most, and encouraging personal and professional
development with internal and external resources and policies. Focusing on
people requires constant meeting for praise, follow up and genuine
conversation, not meeting organized as to implement a punishment or as a form of
guiderail to apply policies and procedures. I believe that practice, as said,
and a rank on our current values would benefit more the organization, than the
creation of new ones.
References
Collins, J. C., Porras, J. I. (1994). Built to last: Successful
habits of visionary companies. New York, NY:
Harper Business.
Denning, S.
(2011). The Leader's Guide to Storytelling. San Francisco, CA:
Jossey-Bass.
Smith, D. K.
(2004). On value and values: Thinking differently about we in an age of me. Upper
Saddler River, NJ: Prentice Hall.
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