DEVELOPING CORE VALUES IN ORGANIZATIONS * DEVELOPING CORE VALUES IN ORGANIZATIONS Core values is a summary of creativity innovative hardworking integrity among many,Core values need to be put in good language so as to bring them out clearlyCore values should paint good picture When we talk of core values some words pop up in our minds automatically. Words like integrity, creativity, hardworking among many others. This words if not put down in good language they are just meaningless to the employees, actually some won’t even know the core values. Core values should paint a good picture to your employees as to why they get up early in the morning to come and work for you (Hirsch, 2009).. This is by including your mission and vision in the core values hence pointing all the employees to one direction and by this a team will have been created. Developing a strong set of core values is a primary key to create a good culture in the company * DEVELOPING CORE VALUES IN ORGANIZATIONS core values should be started with verbs Core values are actions hence the need to start them of with verbs It adds meaning to them when started with a verb In developing core values one needs to start them with a verb. Core values are how employees should act while in the organization and acting means doing something hence the need to start them off with a verb since it will help to add meaning to the core values. A good example is when u want the employees to be respectful don’t just say “respect” write it as “show respect to one another” that would be much better (Douglas, 2010). * DEVELOPING CORE VALUES IN ORGANIZATIONS Staff involvementComing up with a list of core values and giving the public to review itGetting the feed backLet every employee be involved Staff involvement when developing core values will come in handy. Come up with a list of the core values you as the owner have in mind then give it to your staff asking them if that is what makes the organization special. Wait for the feedback and if they don’t agree with it then it needs to be revised (Douglas, 2010). . Something about staff involvement is letting your feedback group be large enough so that every ones opinion is counted but the group to come up with the core values to be smaller so as to avoid too much language on the edits. * DEVELOPING CORE VALUES IN ORGANIZATIONS. Coming up with catch phrasesmotivates all to work as a teamFor example, alone I walk faster together we walk further.This is what defines your work place making you unique. Being unique is one way to develop an organizations core values. That is by coming up with your own catch phrases such as “alone I walk faster but together we walk further”. By this everyone will be working towards one goal and the core value would have found purpose (Hirsch, 2009). * DEVELOPING CORE VALUES IN ORGANIZATIONS In the process of developing the core values you may end up developing a cult in the proce.

1. DEVELOPING CORE VALUES IN ORGANIZATIONS
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DEVELOPING CORE VALUES IN ORGANIZATIONS
Core values is a summary of creativity innovative hardworking
integrity among many,Core values need to be put in good
language so as to bring them out clearlyCore values should
paint good picture
When we talk of core values some words pop up in our minds
automatically. Words like integrity, creativity, hardworking
among many others. This words if not put down in good
language they are just meaningless to the employees, actually
some won’t even know the core values. Core values should
paint a good picture to your employees as to why they get up
early in the morning to come and work for you (Hirsch, 2009)..
This is by including your mission and vision in the core values
hence pointing all the employees to one direction and by this a
team will have been created. Developing a strong set of core

2. values is a primary key to create a good culture in the company
*
DEVELOPING CORE VALUES IN ORGANIZATIONS
core values should be started with verbs
Core values are actions hence the need to start them of with
verbs
It adds meaning to them when started with a verb
In developing core values one needs to start them with a verb.
Core values are how employees should act while in the
organization and acting means doing something hence the need
to start them off with a verb since it will help to add meaning to
the core values. A good example is when u want the employees
to be respectful don’t just say “respect” write it as “show
respect to one another” that would be much better (Douglas,
2010).
*
DEVELOPING CORE VALUES IN ORGANIZATIONS
Staff involvementComing up with a list of core values and
giving the public to review itGetting the feed backLet every
employee be involved
Staff involvement when developing core values will come in

3. handy. Come up with a list of the core values you as the owner
have in mind then give it to your staff asking them if that is
what makes the organization special. Wait for the feedback and
if they don’t agree with it then it needs to be revised (Douglas,
2010). . Something about staff involvement is letting your
feedback group be large enough so that every ones opinion is
counted but the group to come up with the core values to be
smaller so as to avoid too much language on the edits.
*
DEVELOPING CORE VALUES IN ORGANIZATIONS.
Coming up with catch phrasesmotivates all to work as a teamFor
example, alone I walk faster together we walk further.This is
what defines your work place making you unique.
Being unique is one way to develop an organizations core
values. That is by coming up with your own catch phrases such
as “alone I walk faster but together we walk further”. By this
everyone will be working towards one goal and the core value
would have found purpose (Hirsch, 2009).
*

4. DEVELOPING CORE VALUES IN ORGANIZATIONS
In the process of developing the core values you may end up
developing a cult in the process. So be careful not to put much
emphasis on the values so as to prevent developing a cult
In developing the core values one can end up developing a cult
in the process. Don’t adhere too much to the core values as this
is what mainly develops a cult. Finding a balance between new
ideas, new visions, and rules of engagement makes everything
run smoothly (Douglas, 2010). .
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DEVELOPING CORE VALUES IN ORGANIZATIONS
Test out the the core values on employees and ex-
employees.Take note of how they react to themIf they are not
satisfied let them contribute on what needs to be changed.
Ask managers to test out the core values against employees and
ex employees. While testing out let them take note of how the
staff reacts to the values and if it is a negative reaction then
they need to be reviewed (Hirsch, 2009). The staff then onwards
can be asked to give in what needs to be changed in their own
opinion. The major factor in developing core values is to make
sure that the employees are satisfied with them.
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DEVELOPING CORE VALUES IN ORGANIZATIONS

5. school they would have called it bench marking. Visiting other
successful organizations and enquiring of how they came about
their core values is always good.You take their ideas and
incorporate them with yours and you can have a good way of
developing your values
There are companies out there, successful ones for that case.
You can have a visit and find out how they managed to come up
with good and actionable values. Its not that you are not capable
of making your own successful values but by incorporating
some of the ideas you get from them with some of yours can
actually come up with some good set of actionable values. No
need to have values just in pen, make them practicable and by
that you will have started to build up a culture with values
(Olsen, 2012).
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DEVELOPING CORE VALUES IN ORGANIZATIONS
Change is inevitable but not all change is readily accepted. In
developing the core values wont mean that all problems are
solved. It may make them feel as if they are outcasts. So the
staff need to be ready to adapt with the new values so that they
can be meaningful,
Developing the core values is not an assurance that all the
problems will be fixed quickly. Practicing of the core values
may inflict pain and also make some employees feel like
outcasts. That’s why in every change the startups are always
hard for they need constant changing and constant adaptations

6. (Douglas, 2010). The beginning of a culture is much hurting
but makes us stronger after wards so as to meet the long term
vision. So I developing core values people need to be ready to
adapt.
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DEVELOPING CORE VALUES IN ORGANISATIONS
Develop values that go hand in hand with the workplace
cultureSo before developing them look into the culture of the
work place so u can be able to come up with effective
values.They should be sustainable and important for the long
term success of the organization.
Every workplace has a different working atmosphere. Not
everything might fit in to your culture. So before developing a
value look into the culture of the work place, search for values
that go along with the culture of the workplace and at the end of
it you will have developed some good values in the
organization. Before installing the value make sure you are sure
that it is sustainable and important to the long term success of
the organization (Hirsch, 2009).
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DEVELOPING CORE VALUES IN ORGANIZATIONSNow put
everyone's idea in writing and arrange them in categories.Don’t
leave out anyone's opinion write it no matter how off point it
may seem. This is to make everybody feel part of the group.

7. Put every ones ideas in words on paper. With a team pass
through the answers you have had from the interaction with the
staff and put it down (Olsen, 2012). It may help to put them in
categories. At this point take down everything no matter how
off point it may be. The idea is to get every ones idea to the
open so that no one feels left behind.
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DEVELOPING CORE VALUES IN ORGANIZATIONS
Its time to narrow down the core values but making sure that
they reflect on most of all the core values writen beforeSit down
with a team of highly ranked staff and review them and narrow
them to about four main core values and this become the core
values at the workplace
It’s time to narrow down the core values to around twelve
values. This will be a summary of the most repetitive values
from the staff. And since the staff was part in this creation you
need to confirm from them that those values actually reflect on
the actual core values of the business culture. Now sit down
with the executives and narrow the values to about four core
values but they need to reflect the major ideas that emerged
from the meetings with the employees (Douglas, 2010).
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REFERENCES
Hirsch, A., & Altclass, D. (2009). The forgotten ways
handbook: A practical guide for developing missional churches.

8. Grand Rapids, Mich: Brazos Press.Douglas, E. F. (2010).
Leading at light speed: Build trust, spark innovation, and create
a high-performing. S.l.: Inkwater Press, Div Of Fi.Olsen, E. J.
(2012). Strategic planning kit for dummies. Hoboken, N.J:
Wiley.
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