developing appropriate work values, ethics and corporate
TRANSCRIPT
DEVELOPING APPROPRIATE WORK VALUES, ETHICS AND CORPORATE CULTURE
BY
OMOLE ADETOUN (ACIPM) *
Session Outline•Learning objectives•Introduction•Definition of terms•Importance of work values, ethics and corporate culture •Factors that impact negatively on work values, ethics and corporate culture.•Developing appropriate work values, ethics and corporate culture•Conclusion
Learning ObjectivesAt the end of the session, participants should
be able to: define the concepts of work values, ethics
and corporate culture; explain the importance of these concepts; mention factors that impact negatively on
work values, ethics and corporate culture; and
list ways of developing appropriate work values, ethics and corporate culture in our organizations.
Introduction The need for appropriate work values, ethics
and corporate culture cannot be over-emphasised
The leadership/management style determine and sustain work values, ethics, and corporate culture
Appropriate work values guides your standards (ethics) and determines your corporate culture
Work values, ethics and corporate culture is crucial to organisational performance
Definition of Terms:Synonyms of the word, ‘Appropriate’: suitable, befitting, proper, well-timed, practical, workable, good , applicable…
Spot the DifferenceAPPROPRIATE INAPPROPRIATE
WORK VALUES the worth, importance or usefulness of something to somebody
are beliefs and practices you consider important
are passed down from generation to generation
govern what people do, how they do them , why they do them and their efforts
can aid or impede individual and organisational growth
become our way of life (culture) overtime
Personal work values Integrity
Loyalty to your team / boss / organisation / profession
Diligence
Maximising profits and minimising losses for your company (simply by doing your tasks / job perfectly)
Working as a team with your colleagues for the progress of the company regardless of your differences
Excellent customer service
Common organisational values include:
integrity service excellence / professionalism operational efficiency/competence cost - consciousness customer satisfaction technology know-how timeliness
Organisational values
Work Ethics (Formal Dress code)APPROPRIATE INAPPROPRIATE
The meaning of Ethics ... moral guidelines for the conduct of affairs
in a family, community, organisation and profession
morals of your industry morally good or bad, right or wrong involves ordinary decency/civility includes integrity, honesty, fairness,
dependability, inter-personal skills has its roots in our cultural values, belief
systems, norms, nuances ethics can take the form of laws whereby
violation of ethics are punished
Importance of Work Ethics Required for predictable behaviour, good communication for building relationships
ensures good conduct in the society
absence of ethics leads to disorderliness, chaos and anarchy
many professional bodies provide members with a code of conduct and ethics
violation of ethics attracts strong sanctions and discipline
Inappropriate Work Ethics
Appropriate Work Ethics Allegiance to authority
Office etiquette
Team spirit
Confidentiality and tact
Proper dress sense
Excellent interpersonal relationship
Emotional maturity/control . . . . . .
WORK ETHICS .... everything starts and ends with leadership – ‘trickle down’ effect
leaders (managers, supervisors, coaches etc) set the standards for their staff/subordinates/team
your attitude as a superior rubs off on your staff and they, in turn, act the same way towards each other and towards customers as well.
management need to act in consonance with employee expectation to foster commonality of purpose
the boss determines the speed of the team!
CORPORATE CULTURE
“How we do things around here”
...... Our shared beliefs, attitudes, norms, behaviours, practices, dressing, language (spoken and unspoken) systems, processes etc.
What is Corporate Culture? collective behaviour of people with common corporate
vision, goals, shared beliefs, habits, working language . . . .
a blend of values, taboos, symbols, routine activities a company develop over time
philosophy, behaviour, dress code, colour codes, attitudes that constitute the unique style and policies of a company
the personality of an organisation, the prevailing atmosphere visible by the way work gets done daily
organisational character evident through the actions/inactions/reactions of the staff and company practices
Corporate Culture
Benefits of Corporate Culture provides an efficient working environment
essential to create mutually respectable relationships
helps day-to-day simple and important action
guides peoples’ behaviour within an organisation
assists you in decision making whenever the need arises
gives you an edge in solving problems bordering on ethics, values, corporate culture and diversity
helps to shape and prepare employees for future responsibilities / challenges
Class Activity
Let’s break into groups . . .
Critically analyse the case study and highlight salient points.
CASE STUDY Tauluus, a healthcare Manager, seems to have it all: an MBA degree, unstoppable energy, charisma, and a razor-sharp wit. Considering these raw ingredients of success, Tauluus should be a star. In reality, however, personnel turnover in his department is high, and morale is low. His career seems to be falling apart before his eyes. Why? The reason is simple: Tauluus has a high IQ, but his *EI, or emotional intelligence, is sorely lacking. He hurts others with ‘joking’ remarks, reacts badly to criticism, and becomes impatient when his employees bring issues to his attention. All the energy and advanced degrees in the world cannot overshadow these glaring weaknesses. Maybe Tauluus will get a clue soon and begin shoring up his EI, but until then, he is destined to ‘lead’ a crippled team or no team at all. Class Activity: Point out to Tauluus, three (3) ways he can shore up (strengthen) his Emotional Quotient. Highlight five (5) dangers of low E.Q in the workplace and suggest preventive and curative
measures.Thank you! * E.Q meaning Emotional Quotient - the amount, quality and level of emotional intelligence. The ability to monitor/control your emotions and that of others’.* I.Q meaning Intelligent Quotient - a measure of a person's intelligence as indicated by an intelligence test; it is the ratio of a person's mental age to their chronological age (multiplied by 100). Emotion:A natural instinctive state of mind deriving from one's circumstances, mood, or relationships with others.Feelings that characterize such a state of mind are joy, anger, love, hate, fear, horror, etc.
Resistance to Corporate Culture Ignorance on the part of staff,
Poor communication style
Leadership style
Inadequate / inappropriate training on work values, ethics and corporate culture
Lack of comprehensive orientation/ induction programmes
Dictatorial approach to initiating change
Resentment on the part of the workforce
The Way Forward... Comprehensive induction and orientation training programme
Periodic education in form of web-based trainings, classroom, understudying superiors, workshop, seminars, role - plays and so on.
Videos/dramas are most suitable because of its direct emotional appeal.
An easy-to-read staff hand-book (guidebook) may be provided. Organisations’ corporate culture is expressed in its mission and vision statement.
Motivate staff to abide by the company’s code of conduct and inform them of sanctions, and punishment where applicable.
Educate staff with necessary skills on how to handle ethical dilemmas.
Management should institute structures that detect early signs of contempt for the operational work values and ethics.
There should be a clear cut and widely understood procedure for handling grievances.
FOOD for THOUGHT “You don’t have to buy into the
Corporate culture, you don’t have to believe in it, all you have to do is fit in…
You may question whether you want to fit in, but if you want to get on and be successful in the company / organisation / industry, you must be a part of the corporate culture.”
- Richard Templar“The Rules of
Work’’
Any Question, Please?
Conclusion Work values, ethics and corporate culture defines your
organisation, - says more than words (branding)
Leadership / management style determine and sustain work values, ethics and corporate culture
Work values, ethics and corporate culture can make or mar organisational performance.
Personal values and ethics of staff must align with the organisational values, ethics and corporate culture.
ReferencesFor Further Study:Armstrong, Michael (2000). A Handbook of Human
Resource Management Practice Kogan Page, Penton Ville, London
Fajana, Sola (2002). An Introduction to Human Resource Management Labofin, Akoka Lagos
Heller, R. (1998). Communicate Clearly. Dorling Kindersley Limited, London.
Templar, R. (2003). The Rules of Work. Pearson Education Limited. Edinburgh Gate.
The End
Thank you for participating,