Alignment to values for building strong groups

There can be strength and beauty in people aligned in a group.

Groups that allow themselves to conform to certain values achieve a certain focus. For example, the Japanese are well renowned for being people who value respect, productivity, and continuous improvement. Their work and their products show it.

Mercedes Benz for example, focuses on making cars that are classy and engineering marvels.

Locking on to values means limiting the attention to a few, important things only. Non-valuable matters can then be set aside. Values gather the strengths of people to align to certain targets.

People would also do better to focus on values rather than personalities. There are too many egomaniacal leaders that lead people to believe a group’s greatness is because of them. Such bosses, if you may have had them in your workplace, you might half-heartedly obey. But if a value is strongly upheld in a company, you would most likely uphold that value also.  Even if you have a terrible boss, because certain values are recognized in the company, you most likely would align to those. Values in a culture are something people know to be true, that would lead them to live by it, and consider it as they would do act.

Having values memorized or set up in posters in companies would not matter, if they are not lived up in everyday dealings. Let’s say, posters with the word “Integrity” might only irritate good people who see other people who get away doing bad stuff in the office. Or how could a company uphold the value of meritocracy, for example, if they hire bosses from outside. No matter how hard an employee works in the company, they hire in someone from outside as a leader, thus showing the company doesn’t really reward the employees inside (meritocracy).

There is also power in values agreed upon,  not just values imposed on a people. The best selling book, Good to Great, acknowledges that mutually beneficial values are enriching for both management and employees. Agreed upon values also consider hearing from the under-respected majority in a group.

 

 

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