How Do Organizations Communicate Their Core Values to Potential Applicants - Assignment Example

How do organizations communicate their core values (i.e., what they stand for) to potential applicants? Submitted by: 14/08 Submitted to: [Tutor’s Name] Table of Contents Introduction 3 Purpose of the Study 3 Data Collection and Interpretation Methodology 3 Career Catalyst 4 Fast-Track to Career building with fun 4 Personal and Professional Growth Opportunities 5 Open and Honest relationship Opportunities 5 Offering Training Opportunities to educate potential applicants 5 Rewards and Compensation 6 Partnership 6 Social Impact 7 Innovation 7 Data Analysis and Results 7 REFERENCES 9 Introduction Core values are those merits and ethics of an organization that structure the foundation upon which the organization builds its business practices and behaviors. Core values help to characterize corporate society. Moreover, Core values help organizations to, among others: legislate particular connections; guide business methods; set gauges and standards for workers; articulate what they remained for; guide decision making; recognize the practices that ought to be compensated. All organizations have a value profile that is determined by a set of understood or straightforward qualities, whether they are mindful of it or not. Numerous organizations decide to make their center qualities straightforward on the grounds that they perceive the imperativeness of core values (Whiteley and Whiteley, 2007). Purpose of the Study Core values are different for each organization, however, the purpose of core values are same regardless of the company and organization. Similarly the way through which a company or organization communicates their core values with their potential applicants is different from each other. The purpose of this study is to explore what are the different techniques through which different organizations are communicating their core values with potential applicants. Because these are the people who are building a complete infrastructure of an organization and it is important for them to have an understanding to the core values of that organization. Data Collection and Interpretation Methodology The methodology that is used in this research paper is the secondary data collection that is derived from the brochures of different companies. Some brochures were acquired directly from the representatives of the company while others were accessed via Internet. For the interpretation of the data, we used data coding methodology. This is an approach in which researchers are assigning meaningful codes to different type of data to make it readable. A code in qualitative analysis is frequently a statement or short expression that typically allocates a summative, striking, readable, and/or reminiscent quality for data. For appropriate coding, proper assistance has been taken from books and journals. Career Catalyst If an organization says that they are like career catalysts this means that they are offering certain values to their potential applicants to help them in building their career. For example, Accenture, a leading consulting, technology and outsourcing firm is communicating its core values to potential applicants by offering them a number of career developing elements such as collaboration and diverse culture, strong leadership, opportunities to use skills and opportunities to put one’s experience in areas of expertise. Fast-Track to Career building with fun Many organizations communicate their values by showing their open attitude towards new technology for which they need to have a workforce that can accept change easily; however, it is not a simple and easy thing to attract people. For some individuals, particularly the individuals who originate from greater organizations, the steady change could be to a degree unsettling at the outset. If a person is not ready to manage consistent change, then he/she is not likely a decent fit for the organization. For example, IBM global business services provider is attracting new talent by offering them chances to build a successful career using fast track. Where they are offering jobs and responsibilities according to a person’s skills and experience and are offering training sessions to them to polish their skills. Personal and Professional Growth Opportunities There are many people who love to work in those organizations that are offering opportunities to them in achieving their personal growth opportunities additional to professional growth opportunities. Such people are not feeling comfortable in traditional organizations that are offering only professional growth opportunities. To communicate their core values to potential applicants many organizations are offering personal growth opportunities to new talent. For example, PWC is attracting new talent by emphasizing on “You”. Where they are allowing people to make innovation in a way they feel comfortable and enthusiastic. Open and Honest relationship Opportunities Open and honest relationship is fundamental to the best relationships among employer, employee and customers. To attract and retain potential applicants, many organizations are focusing on building open and honest relationship with their workers here they are encouraging honest communication, friendly and loyal environment and opportunities to diverse their relationships. For example, Mckinsey and company are offering a stimulating and open environment where they are encouraging their workers to build friendly and honest relationship with their clients and co-workers. In a friendly and honest environment an organization can effectively communicate all parts of its core values to its workforce. Offering Training Opportunities to educate potential applicants Many organizations teach individuals in the event that they dont have sufficient learning. They can prepare individuals in the event that they dont have sufficient abilities. They can even educate individuals if their skills are inadequate according to the requirements of the organization. In this way they can change the mindset of a potential employee according to the core values of the company by understanding their skills, behavior and approach. For example, Accenture is offering training sessions to its potential applicants especially to those who have an inquiring mind where they try to satisfy their queries and convince them to act according to the core values of the company. In this regard, they invested $810 million in training in the fiscal year 2012. Rewards and Compensation Rewards and compensation is another tool with which organizations are communicating their core values to potential applicants. Such organizations attempt to perceive when individuals are experiencing the core values and practice them continuously. They additionally settled a yearly "Core Values Award." Rewards and compensations can be monetary, certificates and even trophies to praise the contribution of the workers in communicating core values. For example, Thomas Nelson, a publishing firm is offering annual rewards and compensation to those employees who are following their core values. In this regard every new and old employee is highly motivated to follow core values of the company. Partnership Many top services organizations are treating their employees as their partners where they are offering opportunities to them to take initiatives while motivating mutual respect, support, honesty, investment and strong personal relationship. In such a way they get full support from their workforce to hire new and to retain the old ones. For example, Boston consulting group is encouraging their clients and employees to work as partners while implementing their core values. Social Impact Positive social impact is a way that helps organizations in building a strong and positive image outside the company to attract people. In such organizations people feel proud to be part of them that attracts potential applicants to join these companies. This is a very effective tool to communicate the core values of organizations because people today are becoming aware about the importance of a healthy and safe environment (Morsing and Beckmann, 2006). For example, Boston Consulting group is attracting potential customers and applicants by improving their strong and positive corporate image. Innovation Innovation is the need of every organization to become successful in this modern and technologically advanced era. Innovation is the key to success that allows people to come up with new and creative ideas that have potential to change the world or to change the existing position of the firm (Clark and Staunton, 1989). Innovation is the part of many organization’s core values such as Accenture, Boston consulting group, PWC etc. Innovation is the way through which an organization can attract and retain its potential applicants. Data Analysis and Results The analysis of the data is showing that core values are the fundamentals of an organization and without core values it is hard to run an organization successfully. For growth and success of an organization it is important that the core values of the organization are implemented effectively throughout the organizations. The practice and proper experience of the core values of an organization also ensures a sense of unity among people outside the organization. In this research report the analysis of secondary data has been done and the data is justified through real world examples, i-e, consulting firms. The research gave an insight of the techniques used by different organizations to communicate their core values to potential applicants. The research results are positive towards attracting new applicants while retaining the existing ones. The research showed that for communicating core values with the potential applicants it is important to understand the importance of core values in the success of an organization. The organization must incorporate their core values in their decision making process while building strategies. People are very sensitive about the decisions and strategies of companies and they trust those companies who care their core values for shaping their unique cultures (Miles and Huberman, 1994). REFERENCES Clark, P. and Staunton, N. (1989). Innovation in technology and organization. 1st ed. London: Routledge. Miles, M. and Huberman, A. (1994). Qualitative data analysis. 1st ed. Thousand Oaks: Sage Publications. Morsing, M. and Beckmann, S. (2006). Strategic CSR communication. 1st ed. Copenhagen: DJØF Publishing. Ritchie, J., Spencer, L. and O’Connor, W. (2003). Carrying out qualitative analysis. Qualitative research practice: A guide for social science students and researchers, pp.219--262. Whiteley, A. and Whiteley, J. (2007). Core values and organizational change. 1st ed. [Hackensack], New Jersey: World Scientific. Read More