Leaders are not only the source but also themost important means of establishingorganizational values.Leaders not only set the direction for theorganization, they also establish the meansthe goals.
Values are global beliefs that guide the actions andjudgment across a variety of situations.Values are relatively stable and enduring. This isbecause of the way in which they are originally learnt.Value shapes Beliefs Perception Attitude PersonalityValues may be terminal and instrumental.
They reflect that person is ultimately striving to achieve.It is desirable end states of existence; the goals that aperson would like to achieve during his or her lifetime. A sense of accomplishment Family security Inner harmony Social recognition Friendship Self respect
It is a tool or means of acquiring a terminalvalue. Being courageous Being helpful Being honest Being imaginative Being ambitious Being responsible
The GLOBE (GLOBE leadership and organizational behavior effectiveness ) project team comprises 170 researchers who have collected data over seven years on cultural values and practical and leadership attributes from 17000 managers in 62 countries , covering as many as 825 organizations spread across the globe . The research team identified nine cultural dimensions that distinguish one society from another and have important managerial implication.
Assertiveness- As the degree to which an individualin organization and society are expected to be.Future orientation- A level of importance a societyattaches to future oriented behavior such asplanning & investing in the business.Performance orientation- It measures the importanceof performance & excellence &refers to whetherpeople are encouraged to strive for continuedimprovement.Human orientation- As the degree to whichindividuals in organization or societies areencourage & reward people for being generous, kind& caring for others.
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• Trust. We earn the trust of our co-workers, customers, leaders, and followers through a pattern of unquestioned integrity. When we lose our integrity, the trust we built is lost.• Courage.• A leader of integrity possesses moral courage and does what is right even when the personal cost is high. Doing the right thing is sometimes harder, but is always worth the effort.• Honesty.• Honesty must be our hallmark. Our word must be our bond. Honest people dont pencil-whip reports, dont cover up safety violations, and dont falsify documents. The bottom line is leaders of an honest organization do not lie, even in the face of negative consequences
• Responsibility. Leaders acknowledge their responsibilities during failure as they do during success. True character is displayed when times get tough as well as during times of glory.• Accountability. No leader shifts blame or takes credit for the work of others. Integrity equates to accepting the consequences of our actions, no matter how extreme they may be.• Justice. A leader practices justice. Those who do similar things must get similar rewards or similar corrective actions.• Feedback. Free flow of information within the organization. Feedback from all directions is possible in an environment where integrity has built an atmosphere of trust.
I. It play key role in the choices made by leader.I. Values also affect the solutions generated and the decision made about problems.II. Values often influence a leader’s perception of individual and organizational successes as well as the manner in which these successes are achieved.III. Leaders with a strong recognition values might likely choose a riskier solution that would thrust them in the spotlight.
• Values are becoming the preferred mode of decision- making in business.• It is not surprising therefore to find ample research showing that adaptable and values-driven companies are the most successful organizations on the planet.• When organizations unite around a shared set of values, they become more flexible, less hierarchical, less bureaucratic, and they develop an enhanced capacity for collective action.• Shared values build trust, and trust is the glue that enhances performance.
A strong desire to do right, to do the best, and to treat others as they would like to be treated. Values are not imposed, rather, selected. Values- Based leaders have critically examined these values and made a conscious decision to live by them. Values guide leaders in a way of living that feels good (and right) after the fact. Values-Based leaders expect good consequences if they embrace and live these values and bad consequences if they reject and dont follow them. Help leaders be their best.
• Respect for Others. Appreciates the fundamental worth of all people as human beings.• Control of Emotions. Expects all members of their organization to refrain from displaying inappropriate emotions in such a way that would bring discredit upon themselves and/or their organization.• Acceptance of Diversity. Not only accepts diversity as a given, but also build off its strengths.
• Self-Control• Ensures employees refrain from improper behaviors that cause hurt, anger, and frustration in others, inappropriate jokes, sexual advances, and racial or religious intolerance are unacceptable and undermine strong workplaces.• Feedback• Employees are provided with the proper feedback for personal excellence. Employees deserve honest feedback and most will be deeply appreciative of it.