Identifying Your Core
Values at workplace
BySadia Wali
Dr. Pardes co-author of the book, ‘Understanding Human Behavior’ emphasized
on how one can retain his valued talent? Replacing employees and onboarding new
hires is a difficult task for an organization. The Research by the Gallup
Organization says that currently101 million employees world over are not
feeling engaged at work. Leaders seek
ways to empower the workforce to achieve their potential. According to CEO of a
company, employees think that recognizing and appreciating their talents helps
to boost up their learning capacity. Hence, organizations which consider their
employees as a whole person and not just as employees have more productive and
committed individuals. Satisfied employees mean satisfied customers, which
leads to profitability.
In rapidly changing
times, a ‘change in management or system also effects the skills and
capabilities of employees.
As Robert F. Kennedy says,
“About twenty
percent of the people are against any change.” –
If organizational change implies innovation, skills and character- building, it should influence employees in a positive way. It is preferable to define core values at work place. Common core values in corporate culture include terms like: Integrity, innovation, honesty, passion and commitment. Living by your values means living by higher standards.
Unhappy employees
have several fears and complaints. Chances are whatever the change; disgruntled
employees always feel unmotivated and demotivate other colleagues through their
negative behavior. To manage difficult employees, the managing team should
devise an action plan or strategies that include reviewing the complaints,
coaching the employees and giving clear, behavioral feedback. Appreciate their efforts and reward them for
being responsible, committed and enthusiastic.
Organizational
behavior boosts up the productivity
of management. It transforms them into an indispensable employee and helps
develop commitment among the employees to achieve their personal goals thereby
achieving the goals of the company.
Employees get motivated when they find
career development in the organization. They are provided with learning
experiences pertaining to their interests, development needs and organizational
reward systems. The
employees will not be able to utilize their potential fully if management is
too authoritative, threatens self – interest or job security and involve stress
and risks. Unresolved issues of interpersonal tension and conflict lead to
emotional stress for employees. It may lead to work disruptions, decreased
productivity, project failure, absenteeism and more termination.
Hence, the management needs to hire
people with the right values and attitudes. Employees knowing about organizational
behavior should know about dressing
style, work with honesty, delegate responsibility and bring a good
organizational performance. By providing training process or cultural
orientation to new hires, the organization should communicate
and model the behavior they want in their set up. Reinforcing the right behaviors
will help to strengthen the relationship between employees and the management.
According to Society of Human Resource Management,
to retain high-performing employees, the management should provide people with
challenging situations that link their goals with their desires. The managing team needs to create a positive
company culture and values. Improve expertise of employees by offering opportunities
to learn and collaborate with peers. The “reward” for the contributions such as
appraisals or promotion enhances self- confidence of the
employee and keeps him motivated.
To conclude,
To improve performance and efficiency, an
organization should set its highest
priorities and fundamental beliefs and core values.
The writer is an Assistant Editor at Innovative Solutions.She can be contacted at sadiawali@hotmail.com
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