Training Courses, Workshops and Projects Research papers Acas' Research and Evaluation Section undertakes and commissions a range of in-depth research projects, findings from which are captured in our research papers series. These papers comprise both evaluations of Acas services and reports which contribute to wider employment relations debates. Featured research paper 'Improvement required'?
In examining the correlation between the manner in which we conduct business and the principles to which we personally ascribe, it is undeniable that we are inextricably impacted by our respective familial upbringings, social environments and academic influences.
Echoing this observation, noted ethicist and educator Dr. Robert Rue emphasizes that: Our values get us out of bed every morning, help us select the work we do, the company we keep, the relationships we build, and ultimately, the groups and organizations that we lead.
Our values influence every decision and move we make, even to the point of how we choose to make our decisions Rue,p. Consequently, when an individual discovers genuine and meaningful alignment between his or her own personal values with those of his or her employer, a powerful connection is created.
This connection creates numerous possibilities for both individual growth and company productivity, manifested in myriad ways.
The need to generate employee enthusiasm and dedication to product produced or service rendered is of utmost concern to retain the employee and infuse passion in those services delivered by the employer. There has been a long held maxim that if an employee truly believes in the work that he or she performs for an employer, that employee will be invigorated to create a necessary, safe and beneficial service or product with pride, dedication and respect to purpose.
Prior to accepting employment with a new employer, a certain amount of due diligence is customarily performed: Does the organization have a sound historical record in manufacturing a product or providing a service that provides both desired and necessary assistance to the customer?
Will public image be portrayed in conformance with the actual operations of the business? It is imperative, especially in the wake of new legislation enacted to curtail the level of reported corruption and to demand individual accountability e.
Barrett continues to explain that if you use beliefs to make decisions, those decisions will reflect your past history in dealing with similar situations. Past history is always experienced and context-based, and beliefs are not equipped to handle complex new situations that have not been experienced previously.
Beliefs are steeped in our past histories, habits and traditions, and are thus constrained by individual experiences and not as adaptable to new situations. Alternatively, if you use values to make decisions, those decisions will align with the future you want to experience.
Values transcend both contexts and experiences. Therefore, they can be used for making tough decisions in complex situations that have not yet been experienced. As a result, values provide a more flexible mode of decision-making than beliefs. When an organization and its team members unite around a shared set of values, they become more flexible, less hierarchical, less bureaucratic, and they develop an enhanced capacity for collective action.
When employees not only share similar values — but also a similar vision — the performance of a company is enhanced. Shared values build trust. Trust is the foundation on which relationships are established, both with team members and customers alike. Values-based leadership is a way of making authentic decisions that build the trust and commitment of employees and customers.
As a leader, your job is to create a vision and to inspire others to make that vision a reality. In order to get employees passionate about what they are doing, leaders have to possess great energy so that they can spark excitement and achieve results.
While this may seem counterintuitive, a great leader sometimes needs to focus less on the numbers, and more on the values of building a team, sharing ideas and exciting others.
Successfully operating as a values-based leader benefits your team, your organization and yourself.
Bonding, appreciation of differences, improved relationships, clarity of team purpose Organizational: Revitalized corporate culture, alignment, commitment and passion for the organizations values and a deeper sense of meaning Customers: A leader who embraces this type of thinking can become very successful in fostering strategic vision and gaining the support and partnership of other potential business partners.
Find people who are competent and really bright, but more importantly, people who care exactly about the same thing you care about.
This statement has been personally influential and I have embodied its clear meaning in a saying that I keep at the forefront of my thinking:John Manzoni explains why 'name-blind' recruitment is important for greater diversity in the Civil Service and beyond.
Workforce Diversity Management: Biggest Challenge Or Opportunity For 21st Century iridis-photo-restoration.com | Page. Continue for 5 more pages» • Join now to read essay Diversity in the Workplace and other term papers or research documents Read full document Save Download as (for upgraded members)/5(1).
Research papers. Acas' Research and Evaluation Section undertakes and commissions a range of in-depth research projects, findings from which are captured in our research papers series.
dlr homework Diversity In The Workplace Term Papers essay what is art for me gastric cancer phd thesis. Nursing Community service workers will interact with a wide variety of clients and co-workers from a range of cultural backgrounds.
They must therefore be aware of: • The role of diversity in the workplace. • Methods of accommodating diversity. • Access and equity issues that relate to their own area of work.
• Cultural, historical.