Benefits of Core Values to an Organization - Research Paper Example

? Benefits of Core Values to an Organization Introduction Every organization has a purpose it operates and the goal it works toachieve. In order to achieve its goals, it has values that it observes to form the platform on which tasks and work, also employees code of conduct. Core values are different from business strategies, job description, and responsibilities; they guide employees conduct, interactions while in business and defines the road map to fulfill the mission statement of the organization. These are the daily practices carried out daily in the organization in every task and assignments. When employees understand the company core values, they prove aligned with the company’s objectives. Values are long-term drive for mission and goal achievement. When these values are well formulated, stated, and understood, they make a business prosper. Concisely, values have played inevitable roles in a company such as, guiding business processes, articulation what the company stands for, governing and controlling employees relationships and guiding the organization on how to reward employees and the society as a whole (Rossenfield, 2009). They also offer guidelines on how to teach and train employees and decision-making. Values are thus key aspects for every organization focused towards organizational goals and objects as they contribute significantly to these. Benefits of core value It is arguable that, a company with well-set and understood cores value performs excellently. This is for the reason that, the working atmosphere is restricted by those principles; processes are conceded out within the standards. This makes sure that employees remain focused on the mission of the company. As a result, assets are well utilized, and high profits are acknowledged. When employees understand and work within the company value, they feel that their working environment is favorable. As such, the employee will show their increased interest to work for the organization for a long time (Blanchard, 2009). In return, there is talent retention and prospective employees with new talents and technology would be very willing to join such an organization. When a company has high employees’ retention, it cuts down on costs associated with recruiting and retraining new employees. Furthermore, core values persuade best people into a company by attracting, advancing, and maintaining the excellent personnel. Values test employees and consequently subject them to a constructive approach towards tribulations and decision-making processes. When employees identify with and hold on to the core values, customers are happy and willing to be linked with the company. As a result, customers have a propensity to purchase more, purchase time after time, and even share the experience amongst friends who come to purchase to have a feel of the company. This tightens the connection between the customer and the business hence a long-term bond between the company and the customers. This guarantees client value formation by remaining receptive and focused to customer needs and value delivery (Rossenfield, 2009). Core values ensure that there is one global network and a standard product. For example, if a company has several branches or outlets, these core values are applicable to all its outlets, therefore, maintaining a standard product quality and services (Blanchard, 2009). This creates a condition whereby customers experience exceptional service. In addition, core values govern employees’ personal relationships as they lay the platform on how interactions are to be done. The explanation of this is that the set code of conduct in the company helps create a healthy relationship. When employees behave as expected, chances of conflicts are minimal, eventually helping each of them to present their expected results towards the company’s growth. The management have smooth running because theirs is a clear cut on how employees should respond to their supervisors therefore, it enhances obedience and respect in a company. Conflicts destroys working environment and employees reduce their productivity since they do not feel at ease to consult each other or even to work as a team. If conflicts are not solved as soon as they emerge, the organization can collapse gradually since there is no coordination and cooperation. Therefore, core values places the organizations interests before individuals’ interests. Therefore, core values foster respect between employees in an organization as diversity is valued and controlled. Further, the values help in treating each employee and customer in a manner that reflects the company values (Lawrence, 2008). Core values make sure that integrity is upheld in a company since every employee observes professionalism, transparency, and honest when executing tasks. Moreover, core values adds confidence to employees since they gain courage and confidence especially when making decisions and performing any assigned task for they know how they should conduct themselves and the expectations on their output (Rossenfield, 2009). Well stated and understood core values make processes easier and shorter due to the fact that instructions are clear and short, every employee has a vivid idea of what is expected of him and can execute it at ease. Effective processes increases production since there is no time wastage and resources are utilized maximally. When production is optimal, shortages are kept at bay hence continuous supply of goods and services. This on return influences the achievement of the mission of the organization. Decision-making is also made easier by values since there is a model or lay out on how consultations are made and who to be consulted (Blanchard, 2009). These decisions are made focusing on the purpose or mission of the company. When an employee is aware of the core values and has to make a choice, then such an employee makes own decision whether the resolution is about to make aligns with the organization’s core values. If it contradicts those values, the employee abandons such option and goes for a more focused one (Charles, 2006). This enables the employees avoid future frustrations, but the lack of values allows an employee to decide on personal assessments on time of crisis and this may make him stray more from the objectives of the company. Lawrence (2008) believes that when employees understand the values and behave accordingly, safety in the company increases. This is because employees carry out procedures as stated, are keen on every task they undertake. This reduces occurrence of accidents since t here is order and protocol. In an organization where there is no order, chances of accidents are likely to occur since tasks are executed at random which can create a state of confusion. Values also play a major role in quality production and customer satisfaction; when employees observe the company values, they will produce quality goods and services that are customized to their customer needs (Isobel, 2005). In return, when these customers are happy, they are likely to stick to the company for a longer time hence sustaining the company market share. This ensures the company stays profitable, and growth is evident. Core values creates a stewardship mind set in employees since they focus on both present and future business operations and out puts. They guide toward building a stronger and resilient organization for the future age bracket. The stewardship spirit also enables the company to be focused on the stakeholders’ expectations by developing employees and helping them improve both the society and global environment. Arguably, core values are coupled with the mission statement and vision of a company. When correctly and effectively defined between the employer and employees, they provide a consistent and transparent recruitment processes, rewards and penalties to employees. When dealing with market environment, these values help to define the organization regardless of subjected changes. Values create a vibrant support on running day to day operations. When a company is not keen with its values and belief system on executing tasks in both long-term and short term, the employees will work under their own value structure. The result is their interests will conflict with the company and will start work avoidance, interfere with ideas and projects because many employees’ values are dissimilar to the employers. When the values are not aligned together, there is a negative impact on employees’ productivity and engagement. When values get shared and understood by consistently by employees, there is a strong plat form that allows management and workforce decide in alignment what is fine for the company as a whole. As stated earlier, when a company misses to state its values, the employees and management keep on drifting from the objectives and mission of the company (Lawrence, 2008). In such situations, they no longer base decisions on the business perspective but rather on conditions and influences therefore gratifying personal expectations. Before management notices the drift, there is a lot of resource wastage and objectives abandoned along the way since focus is on the individuals interests. In conclusion, to keep a company competitive and focused on its mission, vision and goals, a discussion of its core values should be done during each annual business planning events. However, for the organization to perform effectively, an environmental scan should be carried out to identify the organization’s performance graph. Consequently, this information influences the next step to be conducted to cater for right decisions for the company future. In conclusion, well distinct and understood values contribute largely to the company success and prosperity in the future. References Blanchard, R. (2009). Creating Wealth With a Small Business: Strategies, Tactics and Models for Entrepreneurs. Charleston: Ralph Blanchard Charles, C. (2006). Core Success Journal. Lulu.com Isobel, D. (2005). Strategic Marketing Decisions In Global Markets. EMEA: Cengage Learning . Lawrence, J. (2008).The Future of Business: The Essentials. EMEA: Cengage Learning. Rossenfield, R. (2009).African American Core Values : A Guide for Everyone . London: iuniversal Read More