Denning discusses in detail the process of developing and
aligning organizational values.
Identify the three basic components of an ethical community
and discuss how they might be applied in your organization.
Are there values that are missing from your organization?
Discuss
how you might develop those values and also align them with the values of the
individuals in the organization.
In
Denning, specifically Pg. 131 discusses the three “Genuinely Ethical Values”.
An
organization with good ethical values will revere its staff as a community of
individuals to whose welfare and contributions are valued along with a
commitment for the well being and nurturing of the individual.
My
organization is extremely stove piped, with particular entities looking at others
as simply support for their purpose and needs. The organization is somewhat
flat lined in that innovation or new ideas, or an attempt to bring the
organization to the minimum requirement for a particular policy, regulation or
requirement, is met with so much resistance and opposition. Along with a
general lack of support to the individual proposing the change, that most do
not bother, having been thrown under a bus or two previously.
An
ethical organization will treat the environment with respect, and not simply a
commodity from which needed resources can be harvested for the good of the
organization, without replenishment and concern for the future.
The
organization does a fantastic job as a good steward of the environment, and
looks to furthering the science of understanding the environment and mans
effect upon it, in a manner conducive to sound and environmentally responsible
practices and methods.
How
an organization treats its internal and external stakeholders as individuals
and not simply a means to an end or to be exploited for the sake of profit.
The
organization will not acknowledge that injustice has been done toward specific
individuals, and that it is more expedient to simply ignore an unfortunate
situation in hopes that it will go away. The wronged individual is further
alienated and/or diminished when attempting to right a wrong, or addressing a
condition that may be controversial or overtly difficult to accomplish although
it may be regulatory required.
Are
there values that are missing from your organization?
The organizations Strategic Plan is chock full of Espoused
values that are of no particular
value since management does not consistently support or lead by example. This
has instilled certain mistrust between various groups
of officers, civilians and management.
Discuss
how you might develop those values and also align them with the values of the individuals in the
organization.
The
individuals who possess strong lasting values ad brought them from the
military. And will not devalue or bend these values simply to get along with
the crowd (present company included).
There
are those who are lost somewhere between and cannot take a stance either way,
or are afraid to make a stance and risk an already uncertain career.
That
said… most of the retired or former military have a strong bond that will not
be broken. The crowds that do not possess these strong values and integrity are
most likely to be the dissenters attempting to discredit and/or diminish an
individual that has identified problem areas.
It
is because of this that the organization will eventually flounder, as strong
willed and skilled individuals possessing the drive and determination along
with strong values and integrity leave (again, present company included).
The
latter paragraphs content was not noted as being discussed in the course text(s)
however, I believe it prudent to address from the stand point of a bad
relationship… at what point does one throw-in the towel and search for greener
pastures in an organization that values and appreciates an individuals high
caliper contributions, experience, attention to detail and credentials?
Kurt,
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