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The Worst Thing that Can Happen in the Workplace

Having worked with many organizations and the best teams, I believe that the Philippines truly has much to offer with regard quality manpower. In general, Filipinos are resilient, fun-loving, loyal. The best of us are sensible, altruistic, motivated. With the right processes reinforced, monitoring made consistent, discipline implemented, productivity rewarded, it seems that everything great is possible for any profitable organization and its teams. However, one often overlooked aspect of management and leadership involves the implementation of values in the workplace. What is right and what is wrong? What does the organization stand for? Why does it exist?

Once the values on which the organization was built get compromised or are taken for granted, things that were initially “right” will suddenly start going wrong. For instance, the “right employees” will suddenly be less motivated, the “right situations” will suddenly be unproductive, the “right measure” will suddenly promote unethical behavior, the “right leader” will sooner or later leave, or worst go with the flow. Values ensure that the organization stays in tip-top shape and productive-fighting form. Without them, it goes off track and eventually becomes better off closing down.

As individuals, we face the same situation: We can battle the worst trials and survive them. We can carry the heaviest weight and keep going. For as long as our values are upheld, we will constantly find ourselves back on track and surviving any battle.

Good organizations align their plans and actions on identified corporate values. They realize their vision through processes and guidelines that make the employees comply with the same values.

The Rockeach Value Survey developed in 1973 by social psychologist Milton Rokeach identifies two sets of values, terminal and instrumental, each having 18 individual value items.

Instrumental Values refer to preferable modes of behavior. They are the reasons employees give their best:
Cheerfulness
Ambition
Love
Cleanliness
Self-Control
Capability
Courage
Politeness
Honesty
Imagination
Independence
Intellect
Broad-Mindedness
Logic
Obedience
Helpfulness
Responsibility
Forgiveness

Terminal Values refer to the desirable end-states of existence. They are the reasons employees stay with the company:
True Friendship
Mature Love
Self-Respect
Happiness
Inner Harmony
Equality
Freedom
Pleasure
Social Recognition
Wisdom
Salvation
Family Security
National Security
A Sense of Accomplishment
A World of Beauty
A World at Peace
A Comfortable Life
An Exciting Life

This value survey can guide the organization and its leaders on the most common values that motivate its teams to pursue both short-term and long-term goals. Values are universal in nature. Both the ones in the Roackeach survey and those not in the list represent the hopeful and positive intention to do what is right and to be in the right place and the right state of mind.

The worst thing that can happen in the workplace is the inability of everyone accountable to uphold the values on which the organization was built and on which are anchored the aspirations of all its stakeholders. One big task of the organization and its leaders is to apply resilience in upholding the values through the right policies, directives, and corrective measures.

For the corporate programs that hone in on the identification of core values and the best means to get everyone involved in upholding them, call your TalkShop Consultant at (632) 894 5588 or 0917 853 5588 today.

Posted by TalkShop
Sheila Viesca, TalkShop CEO and Director of Communication finished her bachelor degree in Literature, masters in Entrepreneurship, and doctorate in Applied Cosmic Anthropology. She designed the Philippines' Language Competency Benchmark for the Department of Education and pioneered Integrated Language Teaching (ILT) in workshop designs and corporate communication training. You can follow her on Facebook, Youtube, Twitter, LinkedIN, and Google+

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