Toward collective organizational values: a case study in UK construction
ABSTRACT Values have held a prominent place in business ethics and organizational theories in recent years. Some organizations now aim to integrate values into their business practices, which requires a thorough understanding of the organizational values. However, while many believe organizational values should reflect the collective values of the staff, the majority of values statements are generated by senior management with little examination of employees' personal values. The difficulties surrounding the development of an organization's values are exacerbated by the dearth of literature offering practical guidance. The case study presented has been conducted in a UK construction company using Schwartz's theoretical framework of human values as a starting point and framing device. Employees' values profiles were collected and analysed through an organizational-wide values survey. Follow-up workshops and post-workshop activities facilitated the sharing of common values and helped staff representatives develop their own organizational values statements, independent of the senior management, before a final stage of negotiation with them. The findings support the argument that the shaping of collective organizational values should be based on a clear understanding and communication of employees' personal values, and Schwartz's circumplex model of values and associated survey instrument are helpful framing devices to initiate and structure such a debate. Compared to the usual management-imposed approach, this bottom-up process could make organizational values explicit in a more understandable and useful way, and improve values congruence between individuals and host organizations.
- SourceAvailable from: Ivan Malbašić[Show abstract] [Hide abstract]
ABSTRACT: Organizacijske vrijednosti složen su koncept koji se može motriti iz različitih perspektiva, pa tako i s obzirom na njihovu prihvaćenost u organizaciji. Po tom se kriteriju razlikuju prihvaćene, stvarne i željene organizacijske vrijednosti, a kao kombinacija prihvaćenih i željenih vrijednosti ističu se i deklarativne organizacijske vrijednosti. Cilj rada je dvojak: (1) razjasniti ulogu deklarativnih organizacijskih vrijednosti općenito u poslovanju te (2) predstaviti rezultate istraživanja deklarativnih organizacijskih vrijednosti najvećih ICT poduzeća u Hrvatskoj, što omogućuje i njihovu usporedbu s deklarativnim organizacijskim vrijednostima najvećih hrvatskih poduzeća (neovisno o gospodarskom sektoru). Rezultati istraživanja ukazuju da se vrijednosne orijentacije dvije promatrane skupine poduzeća, barem na deklarativnoj razini, znatno razlikuju.
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ABSTRACT: The popularity of green construction professional credentials has increased dramatically in recent years in the United States and abroad, due in part to the mainstream development of sustainable construction in the building design and construction community. The aim was to compare the perceived value of three broad-spectrum green building professional credentials currently available in the North American construction market: Green Globes Professional, LEED Green Associate and Green Advantage Certified Practitioner. Perceived professional and personal value derived from holding credentials, including but not limited to impacts on compensation, promotion, education, industry recognition and self-confidence, were evaluated for a sample of credential holders using an online survey instrument. Invitations were successfully delivered to 6670 certified and non-certified design and construction professionals. Of those surveyed, 730 responded to the Qualtrics survey. A one-way analysis of variance (ANOVA) was used to detect significant differences between the reported perceptions of different credential holders. The results revealed that Green Globes Professionals and LEED Green Associates agree more strongly than Green Advantage Certified Practitioners that earning their credentials resulted in positive professional and personal impacts. No significant differences between the perceptions of Green Globes Professionals and LEED Green Associates were identified.Construction Management and Economics 11/2012; 30(11). DOI:10.1080/01446193.2012.728710 · 0.80 Impact Factor
Conference Paper: Values and corporate governance systems[Show abstract] [Hide abstract]
ABSTRACT: The development of the capitalist socio-economical system depends on its existing corporate governance systems. Values and differences in corporate governance systems across the world are part and partially related. It is obvious that enlightened, competent, professional ultimate owners know what results they want to have from the company in the long run. It’s also clear that they can sustain in a competitive environment only if they invest ownership strategy based on values. Therefore, we are crystallizing different values, and systems of corporate governance. Success requires a consistent vision, and has an ownership strategy at heart. Ownership strategy is here defined as a series of goal-directed plans and activities that align a business’s structure, culture, and resources with the opportunities and threats in its environment. Keywords: corporate governance systems, ownership strategy, valuesInternational Society for the Study of Work & Organisational Values., Riga, Latvia; 06/2014