Personal and organizational values influence human relationships. Personal values are individual principles that guide a person's actions and attitudes, while organizational values are a composite of employees' personal values and principles that guide the organization as a whole. When personal and organizational values are combined and aligned, they can help foster business ethics, honesty, integrity, loyalty, mutual trust, respect, commitment, and high-quality products and services. However, differences in individual and organizational values can also present challenges for human relationships.
Complete knowledge on the relation of Ethics from a Business perspective.
Go through the slides and learn how business relates to modern business.
#business ethics
Personality: Meaning and Determinants of Personality, Process of Personality Formation, Personality Types, Assesment of Personality Traits for Increasing Self Awareness
Complete knowledge on the relation of Ethics from a Business perspective.
Go through the slides and learn how business relates to modern business.
#business ethics
Personality: Meaning and Determinants of Personality, Process of Personality Formation, Personality Types, Assesment of Personality Traits for Increasing Self Awareness
Presentation of QuestionPro's September 30 Employee Engagement Webinar. Find youtube link here: https://www.youtube.com/watch?v=psXi8sHT3S8&feature=youtu.be
CVS Surveyors |Hows build-up trust in Business | PresentationCVSSurveyors701
Chief Executive of CVS business rates specialists CVS,CVS Surveyors, Mark Rigby, explains exactly what the Revaluation is, and what impact it will have on you as a business ratepayer.For many businesses this Revaluation has provided some relief. Rateable Values were last assigned in 2008 and were followed almost immediately by the recession, which saw commercial property values collapse. The Government then, for reasons somewhat unknown, decided to extend the Rating List (the length of time a business pays their assigned bills for). This means that businesses throughout the UK were stuck paying outdated values for an additional 2 years. The recent Revaluation is a chance to rebalance the situation.
Behavioural Science Presentation on MARS Model. MARS stands for Motivation, Ability, Role perceptions, Situational Factors. Also contains information about values and ethics.
This treatise was my final paper for Ethical Leadership at Northeastern University, MA.
It is by no means exhaustive of my beliefs about ethical leadership but gives a broad overview of what is important.
I hope it inspires you to pursue great ethical leadership.
Matt
the premise that values are essence of life guides this slide preparation. Values are the rules by which we make decisions about right and wrong, should and shouldn't, good and bad. They also tell us which are more or less important, which is useful when we have to trade off meeting one value over another. In a family, if elders say, “don’t lie”, or “speak the truth” then these are values propagated by the family. It is expected that the members of the family must follow these values. Values are important because they give direction to action. It means that all of our actions are based on certain values which we have inculcated over the period of times. These actions are ethics, we follow.
They are the principles we use to define that which is right, good and just. Values provide guidance as we determine the right versus the wrong, the good versus the bad. They are our standards. Consider the word “evaluate”. When we evaluate something we compare it to a standard. We determine whether it meets that standard or falls short, comes close or far exceeds. To evaluate is to determine the merit of a thing or an action as compared to a standard. Typical values include honesty, integrity, compassion, courage, honour, responsibility, patriotism, respect and fairness.
Values: The Organization's Cultural BedrockCynthia Scott
By Dennis T. Jaffe and Cynthia D. Scott
Organizations appear to have two kinds of values—hard values about profitability and business success, and softer values about people and relationships. And when push comes to shove, the conventional wisdom is that the soft values are sacrificed to the harder ones. Many people are deeply cynical when they hear about a company’s soft values, because they feel that these values about people are the first to go in times of crisis. However, some leaders feel that the softer values are just as important as the hard ones. If people do not feel that their organization can be trusted, that there are not some core values that their company stands for and is willing to struggle to uphold, then the fabric that ties people to the organization will weaken. When weakened, the willingness of people to put extra effort, to extend themselves, and to help the organization make a difference diminishes. Companies have begun to look to values as the core behind which their people can rally.
2. DEFINITIONS AND PURPOSES
VALUES
• customs or qualities within a society that
are regarded in a particular way as guiding
principles for behavior and action.
• a person’s sense of right and wrong or
what “ought” to be.
• tend to influence attitudes and behavior.
3. Human relationships are based on one’s
personal and organizational values.
Personal Corporate
Human relationships
Values Values
Values that Composite of
individuals personal
hold and allow values, and
to guide their more; that is,
activities the sum of all
including work the parts is
greater than the
individuals
4. COMBINED PERSONAL AND
ORGANIZATIONAL VALUES
Business Ethics Courtesy
Commitment Work/Leisure Attitudes
Honesty/Integrity Visionary Leadership
Loyalty Action Orientation
Mutual trust/ Mutual Respect Quality Products and Servies
5. BUSINESS ETHICS
effects of one’s decisions on many publics –
employees, customers, even competitors
failure to consider these diverse publics
results in unnecessary firings,
reorganizations, and personal frustrations
that stifle an organization.
Fundamental themes of human relations
Empathy
Human dignity
Individual differences
6. The Golden Rule:
• “Do unto others as you would
have them do unto you.”
“Do unto the other feller the way
he’d like to do unto you”
Edward Westcott
American Novelist
7. “Ethics Check” Questions:
• By Blanchard and Norman Peale
–Is it legal?
–Is it balanced?
–How will it make me feel about
myself?
8.
9. Honesty
Is refraining from lying,
cheating, or stealing;
It is being truthful, trustworthy,
and sincere.
Giving a fair
day’s work for
a fair day’s
pay…
10. Integrity
The willingness to take charge, be decisive,
and suffer the consequences of defeat-
accepting the blame when things go wrong.
Integrity is not a conditional
word. It doesn’t blow in the wind or
change with the time weather. It is
your inner image of yourself, and if
you look in there and see a man who
won’t cheat, then he never will.
John D. MacDonald
The Turquoise Lament
11. Workplace Honesty
If you are concerned about ethics,
dishonesty, and crime in the workplace,
the best thing you can do is promote
programs, ideas and a workplace
environment that encourage a healthy
commitment to the organization…People
who identify with the organization are less
likely to steal from it or to engage in
behavior that harms it.
12. Loyalty
Being aware
having the foresight to appreciate
and involve employees
rewarding and being responsive to
employee needs
is a two-way street-who
on the street is not as
important as knowing that
There is a reciprocal
relationship
13. Mutual Trust/Mutual Respect
Dominating factors in achieving the
proper balance between employers
and employees.
Cornerstones of employees’
relationships
The key to effective teamwork
Must be earned and developed
overtime
16. Quality and Services
A commitment to improved quality and doing
things right the first time
Being nice to customers/clients
Showing and acting upon real,
substantial concern for employees
and providing real, substantive service for
customers/clients
22. HUMAN RELATIONS
CHALLENGES
• FIVE MOST COMMON CAUSES OF HR
PROBLEMS:
Your Talents
Organization Needs
Technological Growth
Need for Responsibility
Inexperienced Workers
Editor's Notes
For example, if you value equal rights for all and you go to work for an organization that treats its managers much better than it does its workers, you may form the attitude that the company is an unfair place to work; consequently, you may not produce well or may perhaps leave the company. It is likely that if the company had a more egalitarian policy, your attitude and behaviors would have been more positive.