II. Values or Culture; Second Step of Strategic Planning & Management

 II. Values or Culture; Second step of Strategic Planning & Management:

In the previous post, we have discussed vision; the first step of Strategic Planning and Management. Now, in this post, we are going to throw light on the second step which is culture or values.

Figure 1

What is a value?

• Qualities, characteristics and ideas about which we feel strongly.
• Our values affect our decisions, goals and behavior.
• A belief or feeling that someone or something is worthwhile.
• Values define what is of worth, what is harmful, what is beneficial
• Values are standards to guide your action, judgments and attitudes.
• Values come from organization, organizational leadership, people, standards and policies, compensations and environment as shown in figure 1.

1.

Guidance: Organizational Values are critical for a do-good business!  They will guide decisions and tell the world how you will interact with those you serve. Set of values actually make your organizational culture. Culture acts just like a womb where an infant grows and develops. Just like that a good culture produce a conducive environment to achieve organizational goals and objectives. Values define your way of interaction within a department and to customers. Culture is a medium to implement your strategic plan in a good manner. If your culture is not supportive then you will be unable to find desired results. Choose up to ten (or add your own) and compose a sentence or two for each telling the world how this value will guide your business and help you achieve you Vision and Mission.  Again, this is an activity that should involve your Board/Staff and Executive Management Team.

Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid

There is, usually, an ambiguity between values and culture. It should be crystal clear that a set of values forms organizational culture. In other words, culture is the set of organizational values. Values may be good or bad. I f values are good, culture of a company is good and vice versa. 

What are our values (culture)?

Values are those things that are most important to us. Values describe the guiding principles and beliefs of the organizational culture. Value statements answer the questions:

•    What do we believe and value in this company/organization?

•    What does this organization stand for?

•    How does the organization want to operate?

.    How does the staff interact each other and customers?

Value statements:

•    Provide a basis for decision-making and action.

•    Shape the way people work together by creating shared expectations and norms.

•    Help the organizational human resource to remain focused on what is important.

Guiding Principles and Values:

·         Every organization should be guided by a set of values and beliefs.

·         Provides an underlying framework for making decisions – part of the organization’s culture.

·         Values are often rooted in ethical themes, such as honesty, trust, integrity, respect, fairness etc.

·         Values should be applicable across the entire organization.

·         Values may be appropriate for certain best management practices – best in terms of quality, exceptional customer service, etc.  

 

 

Some Examples of organizational Values

Integrity	Teamwork	Partnership	Honesty
Communication	Respect	Safety	Attitude
Customer Service	Trustworthy	Diversity	Individuality
Creativity	Growth	Achievement	Competence
Accountability	Inspiring	Community	Quality
Commitment to Success	Ethical	Legal	Professionalism
Fairness	Responsibility	Consistency	Empowerment
Fun	Risk-taking	Efficiency	Balance
Loyalty	Optimism	Reliable	Cooperation

CONCLUSION

The crux of the discussion is that values are a key driver in shaping organizational behaviors, providing a serene environment for staff development and achieving organizational objectives. 

Organizational culture also increases our understanding of how it influences other organizational outcomes such as productivity, employee engagement, and commitment. One thing is undoubtedly known about culture: It is constantly being created, changed, and splintered to ensure the success of its parent organization.