Value Alignment Essay
Value Alignment Paper BUS/475 Value Alignment Paper Values for an organization should be considered as the central focus and people who operate under the National Security are certainly not an exception - Value Alignment Essay introduction. Value can focus on the aspects that are more relevant for strategic leading and planning. Values are defined as those that have importance to or hold a significant value by someone. The “someone” can be an individual or a business. When it comes to a business, the imperatives for the vision of the business should be based on the organization’s core values.
The United States Army once had their theme labeled simply as, “values”. The Army had listed four organizational and four individual values that defined them: duty, loyalty, integrity and selfless service. For the individual: competence, commitment, courage and candor defined the values instilled in each soldier that represents the Army. Values embody what a business or organization stands for and should be the primary base for the behavior of the employee or members. It can be the case that an employee or member of the organization does not share the same values as what the organization implies.
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Disconnection between the organizational and individual values can lead to dysfunction. When there is a disconnect between operating and stated values it can be uncertain to figure out what is really acceptable. Two of the Army’s organizational values include courage and candor. One can state that officers are encouraged to have “the courage of their convictions” and express their disagreements publicly. This can be very beneficial in some cases; however, in other cases it can go terribly wrong. This also refers to society at a certain level.
Principles in which a society functions on does not conform the principles that just happen to be stated. People of power can use force to suppress a certain debate for staying power. In certain organizations, such as the U. S. Army, dissent may be rewarded by discharge (termination) or expulsion. With this stated, there are distinct disconnections and disconnections create issues. However, the central role and purpose of the values still remain. The relevance of the US Army’s values is certainly apparent.
Soldiers can be called upon to be exposed to certain danger when performing their duty, they must be able to allow trust from their fellow soldiers and their leaders to prevent any potential risk. The Army’s values describe conditions that can facilitate the trust which is a very important element when you are willing to confront danger. If there is no trust, the tolerance for risk is low and the effectiveness of combat will be compromised. United States Army’s Value Alignment The US Army values are broad however they tend to align their values for the enhancement of performance and organizational alignment.
Executing the performance levers, such as their views of many facets of the organizations readiness for change, or the areas of risk, provide the framework for the determination of what actions to take on in preparation for change or to mitigate the risks. Within these performance levers are descriptions that the Army feels will enhance performance and culture within an organization. They include: leadership effectiveness, organizational alignment, staffing and deployment, performance incentives and alignment, communication and education and professional development.
Below is the U. S. Army’s Change Management Methodology Model (army. mil, 2009): My values certainly differ from the values that are implemented by many executives that I have worked for in the past. Executives spend majority of their time drafting, redrafting and revising value statements, vision and mission statements, and purpose statements and so on. They never tend to spend most of their time attempting to align their businesses with the visions and values that are already in place. The United States Army however keeps their core values and retains them for years and years.
It explains the importance of an organizational tradition and respect for the core values that they stand for. My values do not differ with the degree of alignment of my personal values and those of the US Army. After careful research and study of this powerful organization, I have concluded that the Army is the most visionary of organizations and they have made it clear that their concentration is primarily on the alignment process and not just crafting the “perfect mission and vision statement.
Value Alignment Essay
Ethics and corporate values play a significant role in an organization and are both imperative to success - Value Alignment Essay introduction. To attain a successful alignment between individual and corporate values, there needs to be a synergy between the employee and the organization he or she work for. The benefits contain significant value to both the organization and the employee. Established in 1898 as “Brad’s Drink,” PepsiCo has grown substantially and is a carbonated soft drink sold in 190 countries worldwide. Ethics play an important role in PepsiCo’s mission and vision statements, which in turn, supports employees whose values are parallel.
Circumstances, surroundings, and people influence and evolve personal and professional morals and values. Morals are the types of lessons learned as person grows. Learning right from wrong is a personal moral that turns into a value. Origins of personal morals and values can differ from person to person. Age, religious background, environment, business society and cultural beliefs all have an influence on our values. These values carry over to our professional lives and guide us to be responsible employees. Values influence our behavior and function as a guideline to our personal and professional decisions.
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According to Business Dictionary (2010), values are beliefs or ideas shared by the members of a culture about what is good or desirable and what is not (Values Definition, para. 1). The evolution of my personal morals and values has translated into strong business value. Some of these values have been taught by other employees or supervisors. Individual values that evolved into professional values include respect, honesty, honor, and compassion. However, value is as individual as the person and can change depending on the circumstance and need.
Personal and professional values will continue to evolve as individuals make decisions, transition through life, and professionally grow. There are several types of values that drive an individual’s actions and behaviors starting with Theoretical values. These values drive an individual to the discovery of truth and knowledge. Economic values create an interest in the production of goods and services and the uses and creation of wealth. Individuals with strong social values place a great deal of value on human relations and tend to be kind and sympathetic.
Religious values are usually instilled in us by our families and tend to influence us in many ways both positively and negatively when it comes to dealing with people of different faiths (Taylor, n. d. ). The types of values a person has influences his or her actions and behaviors and has a great deal to do with what kind of a company a person wants to work for and in turn, the kind of organization who wants them. Pepsi states that “At PepsiCo we believe that what is good for society and what is good for business can and should the same thing.
We believe in “Performance with Purpose” and we act on this daily, delivering sustainable growth while investing in a healthier future. This is our promise and our mission. ” (Company Overview, 2009). PepsiCo is very firm on how they conduct business and present aligned values to the consumer. Pepsi shares a commitment to sustained growth, empowering people, responsibly conducting business, building trust, and honesty with the consumer (PepsiCo, 2009). Pepsi realizes in a changing business world that great companies need to have strong values and stand by them.
In 1986, Pepsi faced a threat of contaminated Lemon Lime Slice. Pepsi responded quickly and efficiently to protect the public from the allegedly cyanide laced soda (Hevesi, 1986). A massive recall of the cans and two-liter bottles found no evidence of tampering. Pepsi responded with responsibility, trust, and honesty. Pepsi is a company that aligns values with actual plans and actions better to serve consumers. Pepsi has very strong values when protecting consumers and the quality of the product Pepsi produces.
I believe that Pepsi only makes and sells products that align with their values as a company. Pepsi believes in truth, respect, responsibility, and empowering people to be the best. My personal and professional values share similar aspects. At work employers expect honesty, respect, and completion of a job well done. Values are an important part of running a business successfully. The values that executives bring into the organization form the work environment for the rest of the employees. This helps to build a strong mission and vision in hich the organization strives to run the company by. Pepsi is no exception to this rule. The Pepsi Company understands that there is a lot of competition in the market, so in order for them to stay competitive the executive need to make decisions that show that there values come with every decision that is made. Just like the organization stated that they understand that what is good for society should be good for business. The reason they say this is that they want consumers to understand that they will make decisions based on what is good for both and not just business.
They want to make sure that consumers understand that values are important to running the business. No matter what types of values run drive an individual or an organization, it is important for business to have positive morals and values to be successful. This is why Pepsi believes in “Performance with a purpose. ”
Business Dictionary. (2010). Values. Retrieved from http://www. businessdictionary. com/definition/values. html PepsiCo (2009). PepsiCo Corporate Responsibility Report. Retrieved October 10, 2010, http://www. pepsico. com/Download/PepsiCo_2009_Sustainability_Report_Overview. pdf Taylor, M. (n. d. ). Six Points to Determine Our Own Individual Value System. Retrieved http://exinearticles. com/? Six-Points-to-Determine-Our-Own-Individual-Value-System&id=1897045 Hevesi, D. (1986, July 12). Threat of Cyanide Tampering Prompts Pepsi to Recall Soda. The New York Times, p. 1. PepsiCo. (2009). PepsiCo. Retrieved from http://www. pepsico. com/annual09/financialContent_Management_Reports. html