This document discusses the importance of values in management and organizations. It defines values as important beliefs that guide behavior and attitudes. Values influence culture and provide guidelines. There are different types of values like terminal and instrumental. Values are important for organizations as they bind people together, provide a common language, and guide behavior to achieve goals. Aligning personal and organizational values improves decision making and commitment. The document recommends organizations assess employee and organizational values to ensure alignment. When values are congruent, it provides a strong framework for consistency and relationships, allowing the organization to grow.
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
This PPT is about: Value for Managers
-What are Values
-What do they mean for Managers, Importance
-How values can transform workplace
This Presentation is made as a part of MBA class assessment
Basic concept of Indian Ethos
Indian Ethos Importance
Difference between Indian Ethos & Ethics
Teaching from major Indian Scriptures
Teaching from major Indian Scriptures
Application of Indian Ethos to Management
Quality of work life
Quality of work life and Indian Ethos
Notes on Attitude & Values in Organisation BehaviorYamini Kahaliya
this document is on Attitudes and values in organisation behavior for BBA/B.com students .
it tells about that how an individual behave in an organisation.
Attitude : An attitude is a way of thinking or feeling about something, a certain state of mind at the time.
Challenges and opportunities of organisational behaviourJay Maheshwari
This presentation mainly includes all the challenges and opportunities of organisational behaviour .
(NOTE : there are many other opportunities and threats also)
Organisational Behaviour: Meaning – Elements – Need and importance – Approaches – Models – Levels - Global scenario – Socio, cultural, political and economic differences and their influence on International Organisational behaviour – Future of Organisational behaviour.
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.
This PPT is about: Value for Managers
-What are Values
-What do they mean for Managers, Importance
-How values can transform workplace
This Presentation is made as a part of MBA class assessment
Basic concept of Indian Ethos
Indian Ethos Importance
Difference between Indian Ethos & Ethics
Teaching from major Indian Scriptures
Teaching from major Indian Scriptures
Application of Indian Ethos to Management
Quality of work life
Quality of work life and Indian Ethos
Notes on Attitude & Values in Organisation BehaviorYamini Kahaliya
this document is on Attitudes and values in organisation behavior for BBA/B.com students .
it tells about that how an individual behave in an organisation.
Attitude : An attitude is a way of thinking or feeling about something, a certain state of mind at the time.
Challenges and opportunities of organisational behaviourJay Maheshwari
This presentation mainly includes all the challenges and opportunities of organisational behaviour .
(NOTE : there are many other opportunities and threats also)
Organisational Behaviour: Meaning – Elements – Need and importance – Approaches – Models – Levels - Global scenario – Socio, cultural, political and economic differences and their influence on International Organisational behaviour – Future of Organisational behaviour.
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.
Corporate values articulate what guides an organization’s behavior and decision making. They can boost innovation, productivity, and credibility, and help deliver thereby sustainable competitive advantage. However, a look at typical statements of corporate values suggests much work remains to be done before organizations draw real benefits from them.
Values are basic principles which guide individuals.
These are strong beliefs, deep rooted ideologies & core thoughts which are carried by individuals.
Values can be defined as basic standards or ideal behavior that states about one’s judgment – what is important in life.
Organizational values can be defined as a set of ethical ideals which must be obeyed by all employees.
Basic Characteristics of Values are:
Values set moral standards.
Attitudes & behavior are based on values.
Values are permanent & close.
Values prepare scope for motivation.
Formation of Values:
Value-forming activities of various social institutions (family, school, state & religion )
Values of an organization (levels, structure, strategy & goal congruence )
Peers / colleagues in the organization (we feeling, team work, caring & empathy )
Work & career aspects ( planning, organizing, staffing, leading, controlling & career planning )
Professional code of conduct (increasing source of ethical norms for managers in business organizations.
Types of Values are:
Instrumental
Terminal
Theoretical
Economic
Aesthetic
Social
Political
Religious
Culture?
Definition of Culture
Step to Build the Culture
Culture Types
Organizational Culture
Characteristics of Organizational Culture
How to create Organizational Culture?
This ppt is a part of an assignment done at The Assam Kaziranga University in Jorhat. Human Behavior in Organizations is the subject dealing with this topic.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
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Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
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2. Values are important and lasting beliefs or
ideals shared by the members of
a culture about what is good or bad and
desirable or undesirable.
Values have major influence on
a person's behavior and attitude and serve as
broad guidelines in all situations.
3. • Values are different
form Attitudes.
o Values are general
beliefs about life.
o Whereas attitude are
directed towards
specific
objects, events, or
people.
4. Types of values
Terminal Value
Terminal Values include things like happiness, self
respect, family security, recognition, freedom, inner
harmony, comfortable life, professional excellence, etc.
Instrumental Value
These include honesty, sincerity, ambition,
independence, obedience, imaginativeness,
courageousness, competitiveness, and also some negative
traits too.
5. OTHER CATEGORY OF VALUES
Theoretical: Values the discovery of truth and
emphasises critical and rational approach to
problem.
Economic: Values utility and practicality and
emphasises standard of living.
Aesthetic: Values form grace and harmony and
emphasises the artistic aspects of life.
Social: Values love of people and altruism and
emphasises competition and winning.
6. IMPORTANCE OF VALUES IN AN
ORGANIZATION
Contribute to the shared meaning in the organization.
Binds people together as a community.
Provides people with a common language.
Tell people how to behave to achieve the organization’s
vision.
Contribute to organization’s vitality and performance.
7. CONTINUED..
Organizational values are unique to each company.
Values should represent the culture of the
business. It’s okay to be competitive and profit
driven.
As you’re starting to plan for next year, think about
your organizational values and whether they’re
representative of your organization.
8. IMPORTANCE OF VALUES IN
VARIOUS FIELDS
Recruiting -
Training –
Performance -
9. THE BENEFITS OF VALUES IN
MANAGEMENT
Provides good basis to management for better business
decisions.
Improves provided services to partners/customers real
needs.
Facilitate innovation to support organization
competitiveness .
Strong awareness of value culture, with good
understanding of business's goals;
Good knowledge of business/ organization KPIs .
Enhance communication and the efficiency of teamwork.
Commitment from partners/customers and stakeholders.
10. TWO STEP PROCESS
Every individual and every organization on this planet is involved in
making decisions on a daily basis.
The first step in creating values alignment is to find out what the
values of employees are.
The second step is to find out how employees perceive the values of
their organization.
The decisions we make are a reflection of our personal and
organizational values.
When the values of an individual are the same as the values of their
organization, then there is a values alignment &Vice versa.
11. CONCLUSION
Values are the ideals of an individual personal importance.
However, to be successful in an organization, managers need to
learn adopted values, a set of values that are part of the
organisation’s culture.
When personal values (intended) and organizational values
(adopted) are congruent, these become highly pragmatic
operative values.
Thus, they provide a frame of references for consistency in
making decision and relationship with others. Organization
grows and prospers when operative values are strong.