Values, Culture of integrity, and the Role of Leaders in Organizations

Values, Culture of integrity, and the Role of Leaders in Organizations

 

It is essential for organizations to unearth their beliefs and put them into motion for them to achieve their goals and be successful in the competitive market. There are several key initiatives needed for an organization to build a values-driven culture which is defined by integrity. One of the key initiatives is making personal values shared (Wittmer, 2016). Both the management and the workers should be included in the process of value creation to foster teamwork and unity in the organization. Another initiative is treating the employees like the owners of the organization. This can be done through empowerment, which will make them feel like they have a stake in the success of the company. Encouraging time for creativity is another initiative that will enable everyone to realize how their potential can be meaningful.

Development of values in an organization takes six steps that help in building a strong culture. The six steps include assessment of the current organizational culture, reviewing the strategic business plan, determining the culture needed in the plan, deciding if the values need some change, defining the chosen values and incorporating the values into the organizational process (Zinko, Gentry & Laird, 2016). The best organizational culture needs a thoughtful and intentional identification of the core values which will direct it to a positive direction. There are also some ethical theories underpinning the organizational values, including the utilitarianism and the virtue ethical theory. Both theories enable organizations to set values and goals they seek to achieve for them to be successful.

Decision-making process involves assembling of all the facts important in the organization and defining the ethical issues before identifying the core values (Govindan et al. 2015). After the core values have been identified, the organizing committee should consider any relevant barriers and cognitive biases to the decision. The possible actions should be discussed, which will eventually lead to deciding the course of action. One of the processes that helps an organization achieve a culture that is driven by integrity is the process of connecting the culture to the community and the world at large. The marketing process is also another process that will highlight the company’s values to the public.

As the company leaders, it is important for Theresa and Mike to embrace certain behaviors. They should be compassionate, which means showing interest in the wellbeing of the employees and understanding everyone in the organization. They should be able to adapt to any changes in the organization to enable them to accomplish what is needed at the right time. It is also important for them to be effective listeners to build trust with other members. Their main role in leading the initiatives is communicating with the employees on the company’s objectives and coaching them step by step to achieve the desired goals. Some of the most important actions in communicating and establishing alignment across the merged organization include effective communication, trust, and following the right framework.

 

 

 

 

 

 

 

References

Govindan, K., Rajendran, S., Sarkis, J., & Murugesan, P. (2015). Multi-criteria decision making approaches for green supplier evaluation and selection: a literature review. Journal of Cleaner Production98, 66-83.

Wittmer, D. P., (2016). Developing a behavioral model for ethical decision making in organizations: Conceptual and empirical research. In Ethics in public management (pp. 57-77). Routledge.

Zinko, R., Gentry, W. A., & Laird, M. D. (2016). Development of the dimensions of personal reputation in organizations. International Journal of Organizational Analysis24(4), 634-649.

 

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