The Significance of Values in an Organization

Final Comments

This list is just an example of how to create a “code of conduct” that contains the meaning of values in terms of desired behaviors.  You can adapt it or make it differently, according to the requirements of your organization. However, the result must be the same: A practical guide for team members who also participate in its creation.

In the past two decades I’ve run hundreds of workshops helping different types of organizations define their values, and I have almost always encountered similar difficulties.

Many times “ethics” are considered a value, but ethics is a branch of philosophy that deals with morality, which is also considered a value.  However, morality is formed by social conventions about what is good and bad, and has always been mired with contradictions. For example, political terrorists kill people to impose what they consider morally correct.

So with these types of references, values in organizations have become a source of controversy that in the end has few practical and useful implications.

Many organizations define their values as a sort of managerial obligation.  They don’t seem to be very clear or convinced about the benefits to their daily activities, or at least it isn’t evident in practice.

This issue has become paramount to me in my work, because every action in every organization communicates values, and communications is my specialty.

It is very difficult to define and convey consistent, key messages for a company or product, if these messages are not based on the company’s or product’s values.  Every act of communication act, in form and substance, teems with values.

Organizations transmit a message in everything they say and do, or in what they don’t say and don’t do. By the same token they also reflect the values of their mission and their public.

In this regard, it’s of fundamental importance for every organization to understand and communicate the value of values.

I trust that I’ve made the point that organizations which have shared values can develop an organizational culture that allows them to perform with excellence, and in a manner far superior to those that don’t share a consensus regarding their principles.

I also hope that this booklet will be useful to you in your daily professional life.  And since I believe that communication, among other things, means having a constant two-way exchange, I would greatly appreciate your opinion of this booklet.

Please send your comments to my e-mail address:
jucar@cograf.com.

Thank you for your time.

Juan Carlos Jimenez
August 2009


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The Significance of Values in an Organization has been published by Cograf Comunicaciones. ISBN 978-980-12-3779-2.
Copyright 2008 Juan Carlos Jimenez. All rights reserved.



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