The significance of shared values to an organization

Introduction

If you have ever been part of an organization that doesn’t share values, chances are you’ve experienced the negative effects. Shared values characterize an organization and its culture. Values provide employees with a common understanding of how to act in the workplace. An organization’s values drive ethical conduct and behavior. Organizational values can be used to set goals and provide direction.

Shared values characterize an organization and its culture.

• Values are a set of beliefs that guide behavior.

• A value is not the same as an objective, but it can help you determine what you should do and how you should do it.

• Shared values characterize an organization and its culture.

• When employees understand their organization’s values and expectations, they will work together better because they know what each other expects from them in terms of behavior and interactions with others within the company.

Values provide employees with a common understanding of how to act in the workplace.

Values provide a common language that can be used to guide the actions of employees. When values are shared among a group of people, they form a common understanding of what is expected of them and how they should behave in the workplace. This helps employees know what is expected from them—such as showing up on time or following through on projects—and gives them guidelines for dealing with their peers and supervisors as well (e.g., “I will do my best work”). The more clearly communicated these expectations are within an organization, the easier it will be for everyone involved to understand each other’s responsibilities and fulfill them effectively without confusion or conflict arising between departments or individuals within those departments (e.g., “I need help with this project!”).

An organization’s values drive ethical conduct and behavior.

Values are a key component of an organization’s culture. In fact, there are many ways that values can be used as a tool for decision making and ethical behavior throughout an organization.

Values provide a framework for ethical behavior by providing guidelines for how employees should behave in specific situations. For example, if you’re asked to do something unethical (such as steal money from your employer), then you know that doing so would violate your company’s values—and therefore means using different tactics than those used by other members of the team who don’t share those same beliefs.

Values also determine whether an action is ethical or not; they dictate what actions are acceptable within an organization when it comes down to them being applied towards achieving goals set forth by management at any given time during normal business hours (or outside of these times). For example: An employee may be upset with his boss because she didn’t give him enough praise after completing some project within her department but instead only told him how much he needs improvement before moving forward into future projects/tasks related thereto; however this same individual doesn’t feel comfortable sharing any negative feedback about his boss’ performance because she’d be considered disloyalty toward higher-ups above him–which could result in disciplinary action taken against him down line through HR personnel who handle complaints made against individuals within their respective departments similarly (or even worse).

Organizations with shared values have reduced employee turnover and increased their productivity.

Some organizations have a difficult time finding employees who share their values. This is because many people are looking for a job that fits them, not just one where they can make money. When you’re looking for someone whose values align with yours, it’s important to consider the other factors at play: how long the individual has been searching for work and what their experience level is like before landing an interview.

If this sounds like something you want in your organization, here are some tips on how to go about finding people who fit together well:

• Look beyond job titles and skill sets when hiring new employees (and then train them). It may seem obvious but sometimes we forget that there may be more than one way of doing things! So instead of focusing only on whether someone knows how to do something or not—which could lead us down paths we don’t want by limiting ourselves—we should focus on understanding why certain skills would be beneficial rather than wasting time trying to find out if they exist within our team right now.”

Values help organizations communicate what they stand for and how they treat their people.

A company’s values are the foundation of its culture, and they can be used to communicate with employees about how the organization treats them. For example:

• Your job is important. We value each employee’s contribution to our success, which means we don’t just want you working hard—we also expect you to work smart so that we all get the best results possible.

• We have fun at work! When it comes down to it, all of us here at TD Bank want nothing more than for our customers’ experiences with us (and each other) during banking hours and beyond!

Organizational values can be used to set goals and provide direction.

Values can be used to set goals and provide direction. With a clear vision of what your organization stands for, you can start to determine how best to achieve those aims. This will help you identify which paths are most likely to lead toward success, as well as how your team should work together in order to reach their goals.

Setting values helps an organization see the big picture and act accordingly. For example: if an organization has a value of “beachfront property management” then it might want its employees (who might be working on an office building) or agents (who might represent beachfront properties) looking out onto the ocean whenever possible so they don’t miss any opportunities for new business!

Strong, clear values are critical to the success of any organization.

Values are a key component of the culture of any organization. They’re what it stands for and how it treats its people. By setting clear values, you can use them as a guide for setting goals and providing direction. Values help organizations communicate what they stand for and how they treat their people: if you want to improve customer service, then strong values will help your employees understand exactly what’s expected from them in that area.

Conclusion

As you can see, the importance of shared values to an organization is very real. If you want your company to succeed, then sharing these values with your employees and creating a culture that supports them will ensure they stay loyal and committed to your company for years to come.