Identifying Your Core Values at workplace

Identifying Your Core Values at workplace

By
Sadia 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