Values of Effective Leader

Exploration report card Topic Values Structure of assignment 1. Introduction 2. Research 3. Results of research 4. My view on delimit in terms of steering 5. Conclusion 6. References 1. Introduction Paying attention to our determine helps us to ? bring self-aw be ? keep estimable decisions ? prioritize our tasks ? develop credibility as a leader Reasons why value are historic to managers 1) Understanding ones own core values is essential to becoming self-aware. And self-awareness helps us to ascertain how throng perceive us also it allows us to identify the own(prenominal) qualities that we would like to change.Values shape our choices, but our choices also influence our values with time. If we dont pay enough attention to examining the commensurateness between our exploits with our values, our ventureions may be guided by agile concerns and instant gratification rather than our values. bring of changes in values arrives a lot of time, but usually it begins with c hanges in behavior. Over time, we start to feature for granted the choices that we repeatedly make still if they are initially inappropriate with our values, and our values begin to drift as well.Clarification and requalification of our person-to-person values can stop that float. 2) People who internalize and act on standards of arbitrator and human rights achieve a towering level of good information, and they make estimable decisions. During our lifetimes, we pass with different stages of deterrent example development. midget children, at the preconventional level of clean development, make choices on the basis of the immediate consequences of their decisions. People who have not developed further than the preconventional level of moral development, only choose an ethical alternative if its in their immediate individual(prenominal) interests.People who step forward to the conventional level of moral development make decisions on the basis of the formal rules and info rmal norms of their social context, and will choose ethical alternatives even at the cost of forgoing their self-interests. The small percentage of people who progress to the highest level of moral development, the postconventional stage, make decisions on the basis of human rights, fairness and skilfulice. Such people are willing to close the eyeball to their self-interests and may even break societys rules and norms in collection to act according to their principles.People who achieve the postconventional level of moral development are trustworthy its difficult to bribe them and they are not pressured by peers. 3) An apprehension of ones personal values is useful for time management. The majority of us has the opportunity to do more than(prenominal) things than well of all time have time to do. Consequently, we have to choose the tasks we will work on thoughtfully. An understandable picture of our personal values allows us to rank the tasks on our to do lists according to i ts enormousness for us. 4) Having a clear set of personal values helps us to build the reliability and trust that assists leadinghip.The or so challenging times for leaders are times when they must lead others into something new. Transformational leaders are able to influence their followers to add their faith and follow them into the unknown they build trust. We are more tending to trust people when we understand their values, and see that their actions are harmonious with those values, because we can predict how they will act. Today, companies are confronted with different normative expectations from their milieu and are expected to be socially responsible.The discussion about responsible demeanour of companies is based on the increasing splendor of values in line of descent context. Important element of the choice of motives for human action is the set of values of the person involved in the action. In small and medium-sized enterprises which are human being-shaped more s trongly than big companies, the question of values propagated and lived in the follow refers directly to mangers. There was one research conducted in co-operation between the International Graduate School Zittau (Germany) and the Technical University in Liberec (Czech Republic) in the period of process September 2006.It considers the question of what values are significant for small and medium-size companies managers and owners and how they manage to bring their personal moral values into harmony with the companys interests. It focuses on personal values as broad concepts examining their importance in the context of the entrepreneurs or managers personal lives on one hand, and in process of making a decision and actions inside the company on the other hand. 2. Research Method and context of research Small and medium-size companies were determined by the turning of employees companies were selected from the following barter area Industry ? trade ? service firmament ? public and state authorities ? non-profit governances ? counselor ? education The statistics was collected by personal interviews using a standard approved questionnaire. The interviews were hold only with personnel responsible for decision-making with the companys owner, director or manager. The questionnaire covered a variety of areas of billet ethics such as ? perception and evaluation of the business ethics ? ethical values ? ethical/unethical behaviours ? attitudes towards unethical behavior perception of unethical behaviour ? role of triumph in unethical behavior In questions focusing on personal and companys ethical values, categories defined in beforehand of 20 values were used to evaluate their importance in the process of decision-making. Connection between personal and companys values was calculated by Likert scale1. As a point of departure for the analysis of categorical variables, percentage frequency tables were used to discern the importance of personal and company ethical values. . Results of reserch The significance of personal values Owners and managers are not just business people they are also human beings. They have their deep personal values and that are unlikely to change in a short period of time. To investigate the owners and managers personal values importance, 20 values focused on the objective that one would like to achieve were selected from different areas of value system. Respondents were asked to dawn five the most substantial and five the least important values. accord to survey pic The majority of asked owners and managers consider wellness (86 percent) and family (76 percent) to be the most important personal values. Other personal values that have got comparatively high number of answers were reliability (51 percent), integrity, honesty (42 percent) and trust, reliance (40 percent). About one third of respondents stated responsibility (34 percent), money, pecuniary success and prosperity (31 percent), and education (29 percent) to be one of very important values.The least important values with the lowest frequency of answers (stated by less than 10 percent respondents) were commitment (2 percent), individualism (3 percent), discipline (6 percent), openness, veracity (9 percent), and credibility and trustworthiness (10 percent). Also survey showed that reliability was perceived to be more important personal value for companies operating in the industry, trade and service sector than to non-profit make-ups, state and municipal authorities, education or consultancy companies. The significance of business valuesAlike the personal value system, the importance of values in term of corporate management and culture was studied by the research. Respondents were asked to tick five values that in their opinion are the most important in their business activities and decision-making processes. Also, they were asked to mark five the least important values in managing their business. According to survey pic Comparing to personal values, the importance of values in management is not so clear. The highest achieved number of answers (65 percent) was showed in professionalism and quality.Just about 50 percent of respondents said that reliability (53 percent), and relationships, co-operation and team work (51 percent) are important values in their management. Roughly one third of respondents believe that integrity, honesty (36 percent), responsibility (35 percent), focus on success, profit, prosperity (32 percent) and flexibility (30 percent) to be very important values in business operations. The least important management values were individualism (2 percent), tolerance (3 percent), openness, frankness (5 percent), discipline (6 percent) and respect, acknowledgement, justice and fairness (7 percent).Concurrence of personal and business values Growing competition and unstable business environment force managers to look for the highest possible proceeds on each investment and develop strategies that can increase companies profits and success. This puts high pressure on companies owners and managers. In order to fulfill all requirements, owners and managers are often have to make decision and act at variance with their believes and personal values.For this reason, the research examined how difficult it is for owners and managers of small and medium-size enterprises to bring their personal values in concurrence with their business values, and under what circumstances they would make a decision that would be against their personal moral values. Respondents were asked to mark if they agree or disagree, using Likert scale, with six statements that show complexity in keeping their business decisions and actions (business values) in concurrence with their personal values.Over a half of respondents agree that for owners and managers it is difficult to behave according to ethical norms and values either because ? it is not possible to fulfill expectations of people (agreed 70 percent o f respondents), ? conditions in the market place are not adjusted for ethical behaviour (69 percent), ? there is danger that competition will be stronger (67 percent), ? there are no ethical regulations in the company (50 percent). Also, about 57 percent of respondents agreed that it is not difficult to act according to personal ethical values but in order to achieve companys objectives, it is inconvenient.Roughly 49 percent of respondents agreed that it is not difficult to combine their personal and business values, even though it is uncomfortable for them. Whats more, the survey showed that about 3 percent of respondents would always and 31 percent maybe act against their personal values if they could increase success and profit of the company whereas, in case of the company bankruptcy more respondents would be certainly (about 25 percent) or very plausibly (47 percent) willing to step on their personal values.Approximately 84 percent of owners would act against their personal v alues in order to save their company from bankruptcy, comparing to 72 percent of managers and 69 percent of directors. 4. My view on values in terms of management Value is a choice of that you think is important in the present. Values are not something that can be seen. They can be recognized only by studying reactions and attitudes that motivate your behavior. Values and personal life positions are formed under the influence of make love on the stage of person and in the long term may be inappropriate or even destructive.Children are closely watching their parents and see how they behave in times of black and smock stripes of life. Bearing in mind and sensing behavior of parents in a calm and reach moments, the often begin to imitate their parents. Children also react to how they are treated, and are seeking ways to chasten the certain problems that arise. Child perceives, mimics, experimenting. Some things he drops and develops a certain way of behavior for himself. Heads of c ompanies are not insulated from each other in their work.They are influenced by the values existing in a position social group, especially the views and personal outlook of the senior managers. Due to the need to remain to the style adopt by the corporation, individual managers have problems. The relation between personal and corporate attitudes may interchange from fight to dissent. Managers with blurry personal values are not tend to doubt their own values and also, in most cases, they tend to ignore information that disagree with their values. They have tendency to be inconsistence.Often, cant name a quick decision when it s needed and dont want to take a key position in the dispute, or in making important decisions for the company. Thus, they are stressful to shift responsibility to others and to avoid situations where they are expected to explain the decision they made. Managers with clear personal values, on the contrary, often doubt their own values they are very seriou s about the role of values in decision making. They are able to change their values under the influence of perceived data and experience and are open to talk about it and discuss with colleagues.They are always ready to take the responsibility for decisions made according to their personal values and enthusiastically accept views of colleagues that are different from their own. They are truly trying to understand others views. These managers are always reliable in making decisions. Both, in prevalent life and at work, they always rely on their beliefs and act according to them. Usually, such managers become more effective leaders of organizations, employees tend to listen to them and appreciate them and trust their choice (decision). 5. ConclusionIt is hard to make a standard list of corporate values, because the organizational culture is almost always a mix of archetype values, attitudes, norms, customs, traditions, behaviors and rituals that are unique to this organization. The purpose of common values is to unite people in groups, to create a powerful force in achieving goals. This aspect of values is wide used in organizational culture, because it allows people to achieve goals. As shown by different studies around the world, todays qualified employee wants to receive from the organization more than just money.The materialization and impact of a number of social factors led to the formation of a great class of the todays employees, the expectations are very different from those that dominated in the forward generation. Nowadays, workers are counting not only on financial success, but also tend to psychologically feel comfortable in the organization, and on cultural values which match their personal values. Each organization carries out its activities according to those values, which are essential for its employees.While creating an organizational culture social ideals and cultural traditions of the country should be taken into account. Moreover, for an absolute understanding and assimilation of values in an organization, it is important that the corporate values vary within the organization. The gradual acceptance of these values will allow members of the organization to achieve stability and success in organizational development.References 1. http//community. livejournal. com/marketing_club/14212. hypertext markup language 2. http//www. fin. ru/management/practice/man_today/lichn. shtml 3. http//www. summittraining. co. uk/news-detail. asp? fldNewsArticles_ID=126 4. http//www. ipsihologia. com/? p=206 5. http//quality. eup. ru/MATERIALY7/ckk. html 1 A Likert scale is a psychometric scale commonly used in questionnaires, and is the most widely used scale in survey research. When responding to a Likert questionnaire item, respondents specify their level of agreement to a statement. (www. wikipedia. org)