Concept of Values:
By value, we mean the motive and/or the basis for choosing between alternative courses of action when a critical decision needs to be taken. High values lead to objective, fair, altruistic decisions and actions and ensure the welfare of all concerned. Low values do exactly the opposite. This can be extended to all facets organisations faces. Value influence the behaviour of individuals in the following manner:
- Values influence an individual’s perception about the problems he faces and consequently the decisions he makes to overcome those problems.
- Values influence the way in which an individual looks at other individuals and groups of individuals, i.e. interpersonal relationships. Values become the basis of such interpersonal interactions.
- Individuals judge organisational success as well as its achievement on the basis of their value systems. Thus, for some individuals, organisational success irrespective of the means adopted whereas, this may be a mean thing for other individuals.
- Individuals set limit for the determination of what is ethical or unethical behaviour for themselves as well as for others.
- values determine the extent to which individuals accept organisational pressures and goals. If these do not match the values hold by them, they thwart the organisational pressures and goals, and even leave the organisation.
Allport Etal’s Classification of Values:
Allport Etal have classified personal values into six categories based on the orientation of people inwards certain things.
Economic: People having values of economic orientation attach importance to what is useful. They are concerned with the practical affairs of the work and are material minded people.
Theoretic: People having values of theoretic orientation involve themselves in the use of rational, critical and empirical processes. They strive to explore truth.
Political: People having values of political orientation place great emphasis on power. They remain interested in gaining power and using it to influence others.
Social: People having values of social orientation attach importance to love and affection. They are for the interests of people around and are sympathetic to them.
Aesthetic: People having values of social orientation attach importance to love and affection. They are for the interests of people around and are sympathetic to them.
Religious: People having values of religious orientation attach importance to unity.
Concept of Value Based Organisation:
It is a breathing and living culture of common beliefs and core value among all the individuals and workers of an organisation. It is distinct from traditional structure which is mechanistic in nature.
Features of Value Based Organisation:
- Traditional structure focuses on rigid organisational structure and strict authoritarian relationships within an organisation. However, VBO focuses on building an orgnisation on the basis of core values rather than core relationships.
- There are clearly defined ground rules that guide the behavior of the employees of the organisation. These values and rules assist in making decisions especially at the time or ethical dilemma.
- VBO aims at providing the employees sound mechanism to align their personal values with the organsiational values. This helps in creation of a motivated and unified workforce.
- VBO has a key role for managers and leaders. the organisational values are practiced and manifested by the leaders of the organisation. They set examples of high integrity and mortality.
- VBP helps in creating a intensely-held value system which does not change frequently.
- VBOs are however flexible and adaptive to cope up with changing environment or external influences.
- An organisation with strong value based ethos will flourish even in competing environment. There will be high employee commitment and productivity in such organisations.
Process of Promoting Value Based Culture in Organisations:
Make the List of the Managers and empower them to act as ideals and exemplars of values. This will help in building trust among the team members. Those managers who are consistent in action and words are highly followed.
Create a Shared Ideas: There should be campaign and a noticeable launch of these values. Middle level manager must explain the importance of culture in an organisation.
Training for Value-Based Leadership: The managers must develop a cascading plan that can be followed for years, where the higher level managers lead and train their lower subordinate and so on. They educate about the expected behaviours from their subordinates and the importance of values in binding the organisation. With this, the entire organisation grounds its decisions on the core values. There is synchronisation. Techniques such as peer coaching are used to induce employees about values.
Coaching Strategies: Managers must have regular talks and discussions with their subordinates so that all are reminded of following organisational valuess. Managers can inspire their subordinates by collecting real motivating stories to motivate the employers.
Measurement: The manager must check and measure whether the subordinate is following the value system of the organisation. Actionable standards can be set and toolkits can be used to assess the values of the employees and organisations as a whole.
Recognition: The employees who have high integrity and values should be recognised and awarded as they foster true organisational values and will carry these values with them in future also.
Significance of Value Based Organisations:
- Synchronisation of personal values and organisational values.
- Promotes high integrity which establishes ideals in the organisation.
- Enables in earning goodwill in the market due to ethical practices.
- The employee remains motivated and involve as his personal values are in tandem with those of the organisation. It ensures job satisfaction.
- Stability in the organisation as the foundation is based on strong values.
- sturdiness during the same time of dynamism, however it can change according to the requirement.