The Significance of Values in an Organization

Valuable people in organizations

In general, we value people for their principles, particularly for the attitudes and behaviors they show towards us. Of course, this process is a function of our own principles and beliefs.

However, there are values in organizations that have a generalized positive impact. Those who implement them are acknowledged, and held in high esteem. This is the basis of their capacity for leadership, along with their personality and their ability to affect the development of those around them.

People believe and trust them for what they are and what they do. Their behavior inspires admiration and respect.  Their personality reflects a practice of values that inspires others within the organization to emulate them.

This happens with supervisors who are as attentive towards their work as towards the conditions of those under their supervision.  It also happens with people who have such a sense of cooperation and solidarity that they’re always willing to help others, even without being asked.

Sometimes such values are so absent in an organization that they’ll cause as much mistrust as surprise.

An example is disinterested cooperation. People who do that attract the attention of even those who don’t believe such a value exists in contemporary society, where material values prevail.

Something similar happens when we treat people with excellence. Aloof behavior, or feigned courtesy are so generalized in our culture that when we are treated with genuine respect and appreciation, we often don’t know whether to be fascinated or suspicious.

The distortion of some values is such that many people have a hard time understanding how someone can give more than is “required” or more than what he is being paid for. Maybe this is because in a consumerist society we tend to give more weight to some material values than to others.

People who consistently practice certain behavior principles seem to be going against the flow and enter into conflict with established norms.

This happens with values such as creativity, innovation or striving to achieve. People with these beliefs also make a significant contribution for values to evolve or improve.

Of course, this will happen as long as the practical benefits of these “new values” are greater than those of the organization’s “old values.” Otherwise, there will be negative tension between those who practice one set of values and those who practice another.

In sum, valuable people in organizations are more proactive than the average members of their team.

They are not concerned about what others will say. They decide to practice their values with courage and respectful conviction.

They don’t do it against all odds, but with all odds.


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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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