In this week’s MSLD521 blog I will answer the following A521.5.4 questions:
1. Based on the readings in the Denning text and the assessment you took in A521.5.1 identify in detail the process of developing and aligning organizational values.
2. Identify the three basic components of an ethical community and discuss how they might be applied in your organization.
3. Are there values that are missing from your organization?
4. Discuss how you might develop those values and also align them with the values of the individuals in the organization.
How to Develop and Align Organizational Values
Values give a brand character. So, if I were developing a new product or company, I would first decide what character I want my brand to communicate and then promote values that align with that character. I would love to start a company similar to TOMS (a shoe company that gives a pair of shoes to a needy child when you purchase a pair of shoes). If TOMS is working, why not a tent company that gives away a tent to people who have no shelter? “TOMS has succeeded precisely because a new business model has been created.” (Bachnik, & Szumniak-Samolej, 2013, Shared value..., p. 639). I could call the company “HomeFree” that would communicate that when you buy a tent from us and we will give the Red-Cross a tent to give away where the think it is needed most. In fact we would even illicit the their help in the design and construction of the tent we would give to them. If the Red-Cross can’t use it, we’ll locate a charitable organization who can use it. We would use a predominantly servant leadership style and hire as many disabled veterans we could to start the company. By starting my own company I could align the values to what I want my brand to communicate.
Three basic components of an Ethical Community and How I Would Apply Them
Trust – “The general expectation among members that their fellows will behave ethically toward them.” (Denning, 2011, p. 132). First and foremost they would be the focus. Every person in management would ensure on a very regular basis that everyone on the team has everything they have accomplish the job the first time. If production wanes, it is not the employee’s fault it is our fault and we need to find out what it is they need. The ONLY cause for letting someone go is if their ethics truly do not align with ours and at least two instances must be documented. I would visit every new hire and sit with them during lunch and learn about what is important to them. Along the way I would tell them how I was inspired to make tents by a story I heard about Blake Mycoskie and TOMs. Prior to departing I would shake their hand and thank them for helping make the dream come true.
Loyalty – I really like the idea of showing loyalty to the employee by advancing them money during times of hardship. Making sure we put the employees first and let them take care of the customers will help show we are committed to them.
Solidarity – That first lunch sit-down with new hires is an important first step to show solidarity. I would encourage management to mingle amongst the employees during break-times. I would have table tennis available during break-times (An idea I would love to adopt from my days at Southwest Airlines) and regular team building events that managers and workers would attend together like sporting events.
Are There Values Missing From Your Organization?
Of course there are! It would be unrealistic to assume an aircraft manufacturing company, whose parent company is traded on Wall-Street would be a company whose values are ethics centric.
…an organization consistently committed to implementing ethical values is acting stupidly and exhibits an insufficient commitment to enhancing shareholder value. Any publicly owned company that overtly pursues such a strategy risks being assessed as underperforming, and thus becoming a target for either removal of the management team or a takeover…(Bakan 2004, as cited by Denning, 2011, p. 134).
How Might I Develop and Align These Values in My Organization?
These specific values…not going to happen. I agree with Denning 100% on this “Some might decide…to try to work to change the company’s values and urge the company to become more ethical in its practices. However, changing a company’s values is a Herculean task with significant risk to the participants. At best, it will take many years and many allies to accomplish, including strong support from the top of the organization.” (Denning 2011, p. 135). No, if I wanted to work day in a day out with this set of values I would need to leave and create my own company as sketched out loosely above. I am however doing the best I can with the tools available. I’ve started a book club that will take place in a lunch and learn setting. The lunch and learn book club values employee growth and will provide valuable work skills (improved communications skills, negotiating skills, etc.). In addition, I am working diligently to promote sit and stand workstations for all office worker employees. This act values employee well-being with a tangible benefit to the company of reducing time away from work and increasing productivity.
References:
Bachnik, K., & Szumniak-Samolej, J. (2013). Shared value in practice: TOMS business model. Chinese Business Review, 12(9) Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/1471998254?accountid =27203
Denning, S. (2011). The leader's guide to storytelling: Mastering the art and discipline of business narrative. San Francisco, CA: Josey-Bass.
