ORGANIZATIONAL VALUES: CHARACTERISTICS, IMPORTANCE, EXAMPLES - CULTURE VOCABULARY - 2024

The organizational values are considered the most important basis for creating an atmosphere of harmony and therefore high productivity within an organization. Perseverance, learning, discipline and self-criticism are some of the most prominent organizational values.

These values ​​make up the organizational culture, which corresponds to those beliefs or ways of proceeding thanks to which one company can differentiate itself from another, even if both are part of the same sector or are dedicated to exactly the same thing.

Knowing the organizational values ​​of a company leads to greater productivity and commitment. Source: pixabay.com

Given that organizational values ​​are so fundamental within a company, it is vitally important that everyone who lives in an organization has absolute clarity of what these values ​​are and through what avenues they can be developed successfully.

For organizational values ​​to have a real positive impact within a company, it is necessary for them to be shared and understood by all members of the organization. Otherwise, they will be just words that will not have obvious influence on the results of the company.

Characteristics of organizational values

They're clear

It is important that the organizational values ​​are stated clearly and precisely. They must be easily understood by the members of the organization, so that in this way they can understand their implications and adopt them in their daily work within the company.

They are associated with the spirit of the company

It is essential that organizational values ​​are consistent with the specific mission and vision of a company. For this reason, the choice of these values ​​should not be arbitrary, but should respond to the spirit of the organization.

Each company is different despite the fact that it has elements in common with others in the same sector, and it is precisely the organizational values ​​that contribute to differentiate one institution from another in a concrete way.

So, organizational values ​​correspond to that valuable brand that describes a company and that makes it more competitive in the eyes of customers.

They are the basis for decision making

When making any type of decision, from the most everyday to the most momentous, the members of a company must consider organizational values.

This is so because these values ​​are what define the routes of action that one company will prefer to follow as opposed to another. These routes of action will define the objectives obtained, so focusing on the appropriate organizational values ​​is decisive to have successful results.

They are motivators

Organizational values ​​are a motivating or driving element for the workers of a company, since they are notions through which personal and professional improvement is promoted.

These values ​​should be seen by workers as the way to achieve self-realization and, at the same time, achieve the success of the organization thanks to the formation of excellent skills in the work team.

When the organizational values ​​are stated in an appropriate way, they represent a strong motivation for the members of a company, who will always seek to give their best to meet the objectives set by the board of a company.

They generate a sense of belonging

This characteristic is related to the previous one. When a worker feels motivated and taken into account by an organization, a sense of belonging is generated in him that makes him commit to the company to its fullest extent and be aware of his own responsibility in fulfilling his work commitments.

Organizational values ​​are shared by all members of a company, which is why they become a common element that links them all and makes them part of a great project.

Historically, for human beings it has always been important to feel that they are part of something since we are beings of a social nature. For this reason, it is natural for us to feel well-being by developing a sense of belonging within an organization.

Activities with which they are implemented

Planning of training programs

Some companies organize encounters, meetings or convivialities in which they seek to directly inform about what the organizational values ​​of a company are and how they are applied within the institution.

This can be a very efficient way of making these values ​​known, since they are officially promoted and misinterpretations are avoided. Likewise, these programs can also be focused on developing the activities associated with a specific value.

For example, if one of the organizational values ​​of a company is punctuality, workshops related to correct time management can be offered; or if the differentiating value is proactivity, talks can be organized on ways to innovate within a company or on how to avoid procrastination.

Organizing this type of event reflects the importance that the company gives to its values ​​and can provide employees with the assurance that there is real motivation on the part of the organization to promote both personal and professional improvement of its employees.

Creation of concrete practices associated with values

An organizational value can be better understood if it is linked to a specific practice or activity.

An efficient strategy is to avoid promoting value from the abstract and integrating it into the daily practices of the day-to-day of the company, such as in meetings with clients, in the ways of communicating within the company or even in what the physical space of the company looks like. organization.

Promotion of the objectives achieved

It is important for employees to know that their actions contribute directly to generating positive results within the organization, especially when these results come from elements as abstract as organizational values.

For this reason, it is vital to let employees know which objectives have been met and how organizational values ​​have influenced the achievement of those goals. This will make the members of the company notice that their efforts and modes of behavior are productive.

Recognition of outstanding workers

It can be very motivating to give credit to those whose behavior is based on organizational values, and this motivation affects both the person who receives the recognition and the other members of the company, who will feel that their efforts could also be recognized.

Importance

As we have discussed previously, organizational values ​​are the foundation on which a company is established. To the extent that these values ​​are clear and are applied on a daily basis, the more efficient and productive said company will be, since all its employees will be focused on carrying out the most beneficial actions for the institution.

An organization with well-defined values ​​has a more precise action plan and all its procedures are consistent with its mission and vision. This is perceived as a positive element by customers, who will have a greater interest in connecting with the organization.

In addition, organizational values ​​are differentiating factors par excellence, since it is these that define the main characteristics of a company in terms of how it behaves with its ideal audience and how it executes the actions through which it offers its products or services to its clients.

Examples

Discipline

This value reflects the rectitude that characterizes a company. An organization based on discipline is committed to fulfilling its responsibilities fully, which implies that there is respect for the client and in all internal processes of the company.

Proactivity

The value of proactivity refers to the ability to respond quickly and efficiently to customer requirements.

Likewise, it reflects the motivation of the company to have initiatives aimed at projecting future possible demands and determining how they can be covered.

Self-criticism

Through this value, a company expresses its willingness to improve continuously as a result of the evaluation and review of its ways of operating, which guarantees an evolution in terms of the performance of the workers.

In this case, it is important to promote the constructive aspect of self-criticism, otherwise it will have a counterproductive effect because it will tend to demotivate and be a moral burden for employees.

Perseverance

A company whose central organizational value is perseverance implies that it does not give up in the face of adversity and that it intends to achieve the proposed objectives even if there is a hostile context.

In the business environment in general, perseverance is one of the most determining values ​​for the achievement of objectives.

Learning

Learning as an organizational value reflects the willingness of a company to constantly update itself to offer better products and services to its customers.

This value implies that the company expects its employees to stay in constant training, in order to be able to fully meet customer expectations.

Responsibility

This is another value in which respect is emphasized. A responsible company respects the agreed times, does not give less than what it offers and positions itself before clients as a trustworthy institution.

Likewise, responsibility implies that all decisions made in the company are carefully studied so that the sectors involved benefit or, at least, are not victims of harm.

Customer friendliness

It consists in the habit of treating the client well, with kindness and in a friendly way.

Innovation

The tendency to innovate products and services, without staying in the past.

References

1. Jimenez, J. "The value of values ​​in organizations" in The value of values. Retrieved on March 12, 2019 from The value of securities: elvalordelosvalores.com
2. Keropyan, A. “How to promote the values ​​of a company” at EAE Business School. Retrieved on March 12, 2019 from EAE Business School: Challenges-directivos.eae.es
3. Linares, M. "Methodology to work with organizational values" in Gestiópolis. Retrieved on March 12, 2019 from Gestiópolis: gestiopolis.com
4. "The 6 most important organizational values ​​for your company" in Grupo Misol. Retrieved on March 12, 2019 from Grupo Misol: grupomisol.com
5. Valbuena, M., Morillo, R., Salas, D. “System of values ​​in organizations” in Network of Scientific Journals of Latin America and the Caribbean, Spain and Portugal. Retrieved on March 12, 2019 from the Network of Scientific Journals of Latin America and the Caribbean, Spain and Portugal: redalyc.org
6. Dylan, E. "Organizational values: the most underutilized corporate asset" in Forbes. Retrieved on March 12, 2019 from Forbes: forbes.com