VALUES IN MANAGEMENT

Roles Played by Mission and Vision

Mission and vision statements play three critical roles:

1. Communicate the organization’s intent to stakeholders.

2. Inform the development of Strategy, and
3. Establish the tangible priorities and goals by which to measure the
success of the strategy of the organization.
What Is a Vision Statement?

The vision is the dream of the organization. It’s what the organization
considers to be the ideal conditions for the community; that is, how
things would look if the organization absolutely, beautifully addressed
the issue that is important to them. It could be a world without war, a
country with no crime, or a society where all men, regardless of gender
or racial background, are treated as equals. Whatever the dream of the
organization is, one or -more vision statements, which are short
phrases or sentences that express the aspirations of the organization
for the future, may well communicate it. In creating a statement of
purpose, the organization clarifies the values and guiding principles,
first for the organization itself and then for the greater community.
Characteristics of vision statements should be:

a) Understood and shared by members of the organization.

b) Broad enough to include a diverse variety of local perspectives.
c) Inspiring and uplifting to everyone involved in the group’s effort.
d) Easy to communicate and they are generally short enough.

What Is a Mission Statement?

The mission statement of an organization explains what the
organization will do, and why it will do that. Mission statements are
like claims about vision, in that they also look at the big picture. They
are more practical, however, and they are certainly more “action-
oriented” than statements of a dream. The statement of the vision of an
organization will inspire people to dream; your statement of purpose
should motivate them to act.
General Guidelines in Creating Mission Statements

a) Concise. While not as brief as statements of vision, mission

statements in one sentence also usually get their point across.
b) Outcome-oriented. Statements on task describe the basic results
to which the organization is operating.
c) Inclusive. Although declarations of mission make statements
about the key goals of your community, they must do so very
broadly. Good mission statements are not restrictive in the
community’s policies or industries that may get involved in the
project. Example: “Promoting the care and caring at the end of life
through coalitions and advocacy.”
Role Of the Vision Statement

Leaders should emphasize the current statement of the mission to

employees which clarifies the organization’s active and key, measurable
goals.

A mission statement is meant for the organization’s staff and members.

Strategic plans can involve changing, the organization’s mission
statement to represent a new direction. It will help workers and the
public opt for the change by emphasizing the advantages of the
transition and reducing the gaps.
Just like the statement of mission, a statement of vision helps to define
the intent of the organization. Statements of vision guide
organizational action and help inspire. Strategic plans may include a
promotional campaign that may include a statement of vision to
encourage stakeholders to partner with the organization as well. A
vision statement is a vision of the future with hope and a positive
outlook. It describes the organization’s inspirational, long-term plan
for what it will be able to do, who it will help, and how the organization
will then be perceived. For now, it’s often out of reach, but not so far
out of reach as to be unattainable. The vision statement gives everyone
a description of what they’re working on.
Purposes of Strategic Planning

Strategic planning is likely to have successes and failures. Leaders

should celebrate the little successes in achieving objectives that are part
of the statement of mission and vision. The mission statement will help
to measure whether the strategic plan is aligned with the agency’s
overall objectives. The vision statement helps inspire workers. Workers
who feel invested, in organizational change are more likely to stay
motivated and have higher levels of productivity .
Importance Of Creating Vision And Mission Statements

1. These statements can help your organization focus on what’s

important. Although your organization knows what you’re trying to
do to improve your community, it’s easy to lose sight of this when
dealing with day-to-day organizational difficulties. Your vision and
mission statement remind the members of what is important.

2. Vision and mission statements offer a snapshot of what the group is

and what it aims to do for other people and organizations. If the
statement of vision and purpose is readily accessible, people know
about the organization without having to dig hard for the details.
Instead, those with common interests should take the time to learn
more. This flexibility is very useful when hiring other individuals
and organizations to support the initiative.
3. Statements of vision and mission concentrate the members on their
shared goals. Not only can the statements themselves act as a daily
reminder of the organization’s value, but the method of creating
them also encourages people to see the organization as “theirs.”
Creating these statements builds trust as participants can more fully
believe in something if they have a hand in creating it.

Advantages Of Having a Clear Vision Statement

• Bringing people to work together.
• To offer hope for a better future.
• Empowering members of the group to achieve their goals through
constructive and successful action.
• Turn your broad sight visions into more practical, action-oriented
language.
• Describe your priorities clearly and concisely to the stakeholders.
• Improving the image of your organization as being skilled and
knowledgeable.

Develop Vision and Mission Statements

Developing a clear vision and mission statements are two of the most
critical activities that the organization can tackle, as such statements
influence almost everything else, they do. When the personnel
understand more clearly what the community is trying to do and why
they are in a prime position to create proposals that will catch the
ideas. When they look at possible claims, try to keep them broad and
enduring.
Wide-ranging vision and mission statements allow for a sense of
continuity with the past, values, and specific aims of a community.
Also, statements of vision and mission built up to last should drive
efforts today and tomorrow.

Writing Mission Statements

The method of writing the statement of purpose for your organization
is close to creating your statement of vision. The same method of
brainstorming will help you to build the possibilities for your mission
statement. you’ll want to establish a common mission statement for
your work as opposed to a vision statement.
Guide Questions in Creating A Mission Statement

1. Could this explain what your organization is going to do, and why is
it going to?
2. Is it concise (one sentence)?
3. Was it outcome-oriented?
4. Is it reflective of the organization’s priorities and people who might
get involved?

After the organization’s leaders have formed a vision and mission

statement, the next step will be to know what other group members
think of them before they use the statements.
Behavioral Management

Behavioral management is a behavioral intervention approach that is

oriented towards keeping order. This is a class of therapeutic strategies
for altering behavior by modifying one or more aspects of the
environment of any person. Behavioral management is derived from
Albert Bandura’s theory of social learning, which affirms that
observable behavior emerges from an interaction between the person
and the environment.

The factors that are modified are those that are thought to contribute
most significantly to the development or continuation of habits that are
troublesome in the atmosphere for the person him/herself or other
people. Environmental improvements are also being made to improve
healthy habits deemed beneficial or adaptive.
Past experiences precede behavior in time and can result in actions or
decrease the likelihood of a behavior occurring. Behavioral events that
organize behavior in time (i.e., consequent events) also increase or
decrease the probability that the behavior will continue once it occurs,
or that it will occur again in the future.

Behavior Management Techniques

1. Antecedent strategies- are used to discourage or provoke a behavior

before a behavior occurs.
2. Consequent strategies- are used when the behavior happens to
discourage a behavior from continuing and repeating, or to
reinforce a behavior.
Understanding Employee Behavior Motivation

Behavioral Management Theory

The theory of behavioral management was developed in response to

the need to account for the actions and motivation of the employees.
The change moved management from an emphasis on production
(classical leadership theory) to a style of leadership based on the
human need of the workers for work-related fulfillment and good
working conditions. It is based on the premise that managers can
better consider the human dimension of workers and view workers as
valuable tools for achieving objectives. Management who takes a
special interest in workers makes them feel part of a specific group.
A Shift in Theories

Long before theorists started writing about employee happiness and

good working conditions, management found classical leadership to be
the most important to the success of an organization, with its primary
interest in high productivity and performance. Later, concern for job
satisfaction and fair working conditions established the basis for the
theory of behavioral management.

To establish a relationship, theorists such as Elton Mayo and others

analyzed the efficiency of workers under various conditions. Mayo’s
work with Hawthorne offers a clear example of this. A group of
telephone line workers were divided into the Hawthorne experiment
and observed working in a private room.
Different privileges were granted to the community members during
their working days, such as the right to leave their workstations,
improvements in pay levels, and even organization sponsored lunches.
What they found was that the management group had generated more
than the other workers. The reason for this increased output was that
the community believed that their well-being was of concern to
management.

It launched a campaign for the management of human relations. When

all management was to invest time, show concern for the personal well-
being of employees, and reward them for a job well done, staff would
be inspired to work harder. This would potentially be a constructive
action toward jobs.
Management By Example

The concept of leading others by dictation or order may seem like a

daunting task to many managers. Most managers don’t want to feel like
they’re babysitting or bossing their staff members around, but they also
find it best to show their workers how they want to behave and how
they’d prefer their daily tasks to be done. That all comes down to the
often-challenging task of leading by example.

Leading by example not only holds managers to strict expectations but

also requires many interpersonal communication skills. Those who
lead by example must be capable of establishing good human
relationships with those they need. This can be a challenge for any
leaders, particularly those who are not exactly born leaders of natural
origin.
Effective Strategies of Managing by Example

Avoid Criticizing
Complaining or judging others can not only discourage team members
from receiving the inspiration they need, but it can also show these
team members that criticism and complaining are appropriate on the
job. Those who lead by example must do their utmost to eliminate
negativity from their lives and their approach to leadership altogether.
Negativity can only generate more negativity, so it must be eliminated
early. The more optimistic a person will be, the more optimistic their
work environment can be every day.
Give Honest Praise

It is necessary to truly improve positive behavior so that others can

continue to behave positively. Criticism avoidance is just half the fight
when it comes to promoting positivity when leading by example.
Dedicated managers who want to lead by example know when to laud
and how necessary it is to offer truthful praise. Giving false or coerced
compliments to workers only for the sake of spreading attention does
not cut it off. People can sense and hear honesty so if leaders want it to
work, praise needs to be sincere and truthful. Individuals usually want
to do the right thing, and positive motivation keeps them on track to do
good things rather than threats or punishments.
Develop Real Relationships
It’s so important for managers to take the time to develop genuine
relationships with their workers so they can gain that respect. It
involves getting to know them and becoming interested in other people
and what they have to say and focusing on maintaining and developing
the relationship, so the two parties have a sense of confidence.
When managers do not take the time to build meaningful relationships
with their workers then the idea of example management will never
work. So, to get workers to imitate their bosses, they need to admire
them and take care of them.
Good listening skills and good communication skills are important in
establishing basic trust between all parties. When a core partnership
exists, workers are much more likely to look at their boss as someone to
respect and would be much more inclined to imitate the actions of their
boss.
Not only does this involve listening to the words that workers need to use,
but it also means picking up on their thoughts and paying attention to
what they are trying to communicate.

Get in on the Action.

It’s much easier for an employee to follow the lead of a superior who sits
in their office all day and doesn’t know how everyday operations work.
Getting involved and being very interested in how the organization works
will only benefit managers who are trying to appeal to their workers and
who are trying to set a precedent on how their workers want to work. To
any manager, so to speak, getting their hands dirty is one of the best ways
to start cultivating a better relationship with their employees and start
managing by example. Once team members see their supervisors do the
job and get into the action, they are much more likely to look for direction
from these supervisors and emulate their behavior.
Humility is Key
Taking a leadership approach needs a great sense of modesty. Not only
does this mean trying to relate to workers and fostering a sense of
harmony between team members, but it also means treating all team
members with a positive attitude. Managers ought to treat others the
way they would like to be treated, never take anything for granted, and
give the benefit of the doubt to individuals. Even if a member of a team
does not perform to the expectations of the manager, this does not
mean they have not tried. Most people don’t go into preparing for their
workday to do a terrible job. Having insight and modesty will also help
managers see the broader picture and see where their workers come
from as they lead others by their example.
Values Formation in Management

• The formation of values is the union of our personal

experiences and the society in which we are entwined. In childhood,
values are placed by our families and reinforced by community and
life experiences. For example, our parents placed on us the
importance of kindness and reinforced it during early childhood.
The value system is first considered for understanding every society.
• The value system implies the culture’s purposes and goals, which
their wisest people have identified and treated as absolute and
primary. In the context of its value system, therefore, the values and
knowledge of every society happen to be preserved.
• A value system is a collection of coherent ethical principles and
procedures used for ethical or moral honesty purposes. A well-
defined set of values is a code of morale.
Points That Highlight the Role of Values in Management

1. Development of Employees
Managers should use the value system to grow their workers in an all-
around way. Values help with vision. Those help in the creation of
employee or worker awareness and moral growth.
2. Motivation
Values will work inside you to awaken your secret talents. With bravery
and confidence, you have it in you to go ahead and realize your full
potential. Inspiring oneself and inspiring others in organizations to
campaign for ethical and right values. Values offer the best
encouragement to remain motivated all the time, irrespective of how
de-motivating and overwhelming things are.
3. Underlie Managerial Behavior
The study of values is central to the interpretation of management and
organizational behavior, which underlies managerial behavior’s value
orientations.
4. Determine behavior values are fundamental and define
actions within the organization to a large extent.
Therefore, through employee behavior, the manager will introduce an
improvement in the way desired.
5. Helps in bringing change Organizations bind through
principles.
Values are enabled cultural improvement when re-evaluated and
matched with the goals of the organizational structure. This practice
has already transformed several individuals and organizations.
6. Determine attitudes.
Values form the foundation for understanding behaviors, motivations,
and beliefs.
7. Promote leadership.
Managers are people who exercise their ‘leadership by values. They can
be effective leaders by practicing the spiritual values in their managing
Jobs.
8. Bring creativity.
Managers will remain innovative by examination of many ethical
principles in unpredictable and ever-changing times. Some traditional
ideals tend to improve cognitive capacity resulting in a different way of
understanding those challenges and circumstances.
9. Managing in Borderless
Management is no longer limited to a national entity but is complete
without boundaries. Administrators have a greater responsibility than
ever before. Consequently, value-based management has become a key
requirement. Owing to the need for social and ethical standards,
administrators must follow not just rules.
10.Guide to life, profession, and character
Moral, ethical, and professional values determine the character of
employees and managers. They guide their profession and life. Value
can become the basis for the behavior of its members.
11.Personality development
Managers tend to be involved in cultivating their staff and fellow
leaders’ personalities. Personality is the total amount of several factors.
However, the selection of moral and fundamental values is an essential
consideration as values include the right way of thinking, the right
motivation, and the passion for improvement.
12.Work ethic
Knowledge, effort, behaviors, attitude, manners of work, interpersonal
vision, a commitment to change and the standard of work generated
are, important elements of every worker’s mentality today. Ethical and
eternal importance places a major role in doing good work. Values may
establish works perception that work has its intrinsic worth.
The Importance of Workplace Values

The ideals in the workplace are the guiding principles that are most
important to you about the way you work. You use these deeply held
values to distinguish between right and wrong ways of working and
they help you make crucial career choices and decisions. Some
examples of workplace values include:
• Being accountable
• Making a difference
• Focusing on detail
• Delivering quality
• Being completely honest
• Keeping promises
• Being reliable
• Being positive
• Meeting deadlines
• Helping others
• Being a great team member
• Respecting organization policy and rules, and respecting others
• Showing tolerance
The ideals of the workplace set the tone for the atmosphere of the
organization, and it defines what the organization cares about as a
whole. The beliefs of the people must match those. When this happens,
people understand each other, for the right reasons, everybody does
the right things, and this shared intention and understanding allows
people to develop a better working relationship.
The alignment of principles supports the organization’s main mission.
If beliefs are out of alignment, individuals are working for different
ends, with different motives and different results. It can hurt
relationships with jobs, productivity, job satisfaction, and creative
ability.