...Operationalizing Values and Value Systems in National Agricultural Research System N.H. Rao National Academy of Agricultural Research Management Rajendranagar Hyderabad 500 030 Abstract Value systems serve as frames of reference for behavioural responses at both individual and organizational levels. Institutions in which the organizational culture is highly evolved have invested in developing strong internal value systems to resolve ethical dilemmas and value conflicts, and ensure high performance, quality, social responsibility and employee professional satisfaction. Such investments contribute to both individual and organizational development and growth. There is a need to develop a viable organizational culture in institutions of the National Agricultural Research System (NARS). This paper is concerned with how strong-willed and disciplined research and education managers, scientists and teachers can contribute to the development and operationalization of strong internal value systems in NARS. Three kinds of situations, where value conflicts can arise are identified. These relate to individual identity, identifying with the group in the work place, and organizational identity in society. By learning to identify each kind of value conflict situation, individuals can learn to resolve value conflicts in a practical way by a combination of self-inquiry and introspection with shrewedness and realism. The extent to which an individual can do this, without...
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...Value System Essay COM231 – Persuasive Theory May 5, 2013 Value System Essay Value systems are used to help and direct our behavior and influence decisions that we all have to make. What value systems do we use? We have learned that there are multiple value systems, including maternal systems, religous systems and professional systems, that we have chosen to direct our lives by and give us a sort of outline as to how we and our families should be living our lives. Is it possible that by reading essays for others that we can figure as to what point of views and value systems the authors are trying to persuade? The article that I chose to read was “For Argument’s Sake; Why Do We Feel Compelled to Fight”. The title seemed fitting for the mood that I was in. I will attempt to see if I can decipher the value system portrayed and whether or not it is meant to persuade your attitude or decisons about the topic at hand. The story at hand was the third person account of a woman by the name of Deborah Tannen. Once I had completed reading her personal stories of her guest appearances on televison and radio shows. I wanted to find a bit about her first. Deborah Tannen is “a University Professor of Linguistics at Georgetown Unvirsity and author of many books and articles about how the language of everyday conversation can affect relationships” (Deborah Tannen, 2009). This author states that “everywhere we turn, there is evidence that, in public discourse, we prize contentiousness...
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...Sexuality and Value Systems Sex should be responsible, with the right person at the right time. Irresponsible sex leads to unpleasant consequences. Not being prepared can also cause problems such as sexually transmitted infections or undesired pregnancy. A sexual experience should be pleasant in every way and it should not result in pain. Values There are a couple of values we should all have when being sexually involved: Being Responsible Being responsible involves a variety of things; and using protection is not all it takes. Being responsible is considering an entire scenario before being sexually involved. Knowing what you’re doing and why you’re doing it is very important and that shows responsibility. Being responsible also relates to thinking about the other person and not only yourself. Since it takes two, both partners should be in agreement. Being proactive. Being proactive is one of the most important values in sexuality. No man or woman should practice sex without being prepared. If there’s no planning for pregnancy than there should an on-going plan with birth controls to prevent it. Same thing with man, they should be prepared always to cover their side of being proactive. Having principles. When the time comes for me to talk to my son about sex, it wouldn’t be right for me to teach him about being responsible, proactive and not having principles. If there are no principles than there wouldn’t be limits; and without limits...
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...This case can be taught at an advanced undergraduate or graduate-level course in human resources management, organization change and/ or international management. It presents a discussion opportunity to evaluate the mutuality of an organizational culture and an HRD Centre. It is evident that development of HR philosophy and programs is influenced by the diversity of its workforce, and has implications on the growth and success of an organization. Finally, this case can be used to provide an example of the evolving need for change faced by global companies in their efforts to remain competitive. This case can be used to 1) Identify specific value changes precipitated by globalization in recent years 2) Increase awareness of the managerial implications of cultural as well as demographic changes for developing appropriate HR strategies and programs 3) Understand the concept of generational identities in a fast-changing economy, such as South Korea 4) Expand understanding of generational cohorts, by comparing and contrasting South Korea and the U.S. 5) Appreciate the critical importance of an organizational culture in laying the foundation of a robust HRD philosophy 6) Learn to develop solutions and HRD strategies based on a thorough analysis of an organization's environment 7) Appreciate that even strong organizational cultures need to adapt when faced with changing demographics and specific challenges This case can be taught at an advanced undergraduate or graduate-level...
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...perform jobs. Technology has played a role in changing the way jobs are performed, the length of time it takes to complete a job, and the knowledge required to do the job. Organizations have had to find ways to manage the changes in the workforce in order to remain competitive in today’s marketplace. In this paper we will look at the Hershey Company, and ways that it has utilized to help manage these changes. We will look at ways to redesign Hershey’s performance management system to include diversity. We will also look at Hershey’s value system particularly focusing on how employees could interpret them in relation to their role with the company. We will continue to delve into the topic of the workforce trends and determine which has had the greatest impact on the Hershey Company. Finally we will look at the mentoring program that Hershey’s has put into place to help embrace the age diversity of the workforce. We will review the effects the mentoring program can have on integrating values into the Hershey...
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...Ethics and Values in a Global Setting Jason Bokesch CMGT530 March 22, 2010 John Zupan Ethics and Values in a Global Setting This week we were asked to write a paper examining how we reconcile our personal, professional, and cultural values, and our ethics in a global setting. Personal values are individual beliefs that determine individual decision making. These values are not only inherited from our parents, but we also modify them as we experience different events in life. Personal values affect our attitudes toward people, cultures, and society. Professional values are our attitudes toward work, our conduct at work, how we are rewarded, and expectations of our employers. These values ultimately determine who will work for, how hard we will work for them, what we will work for and how we interact with our coworkers. Each group, society, and culture has their own set of beliefs and norms about what is right and wrong, just, or unjust. Ethics are defined as a set of values that determines an individual’s conduct when it comes to making sound decisions regarding what is right and what is wrong. Now that we have looked at how each term is defined, we need to examine today’s global setting in three different terms: cultural differences, economic conditions, and family backgrounds. Now more than ever, there are greater cultural differences in all areas of life. It used to be that cultures were divided by things such as sections of a town, positions in a company, type of company...
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...NAME- PIYUSH SANDUJA PGID – 61510241 COURSE – BBMK Section - I REPORT – Siebel System: Anatomy of a Sale, Part 1& 2 After looking into the positives and the negatives of Gregg Carman’s performance, I would rate Carman’s performance favorably. He tried to gain as much information as possible and also tried to play on Siebel System’ strengths rather than dwelling on Oracle’s negatives. Hence Carman maintained the Siebel values intact. POSITIVES OF GREGG CARMON’S PERFORMANCE 1) Compliance with Siebel core values: Carman, during his 15mins conversation with the VPs of client services & marketing of Quick & Reilly, completely complied with the Siebel core values as described in the Table below.. Sr. No. | Siebel Core Values | 1 | Serving our customers is not simply a market opportunity. Carman approached the situation with great humility. He didn’t boast of Siebel systems despite having market leadership. | 2 | Our respect for our customers is highly visible in everything we do. | 3 | As a company, we will never place financial gains above ethics. Carman preferred not to comment on its competitor even when straightforwardly asked by Cathy Ridley. | 4 | We choose to be leaders, but we do so with great humility. | 5 | We do not look for problems, we propose solutions. Carman showed them the demo of their offerings and how Siebel will be able to help propose a solution. | 2) Assessing a project opportunity: By conversing with the two officials...
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...the consumer behavior process while in different aisles. I observed 5 consumers in total, consumer A-B-C in the cereal aisle and consumer D and E in the Bread aisle. The details are listed in the Appendix. When making a purchase decision, a consumer goes through a process which is often composed of stages: recognition, information search, alternative evaluation, purchase decision, and post-purchase behavior. In this experiment, consumers recognized that they have the need to buy cereal or bread food goods. At the store, these consumers faced many options, especially for cereals. I have always been overwhelmed by how many types of cereals that the local grocery store carries. These consumers made their purchase decision based on price, value and familiarity with the product. After making their decision, these consumers showed different post-purchase behavior. Some of them picked the product and quickly left the aisle and others stayed in the aisle checking other alternatives even...
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...just got this rom website credits to the author What should Mr. M. Lacdao do with Sylvia Gregorio’s offer of resignation as analyst of Center for Energy Research and Development’s Solar section brought about by absence of organizational value system? Objectives: 1. To be able to establish camaraderie and rapport among employees of the center. 2. To be able to continue to attract the best and brightest employees. II. Areas of consideration 1. Value system Value system is a set of ethical values and measures used for the purpose of ethical or ideological integrity. Organizational value systems are standards of behaviors that govern individual employee behavior within an organization. A personal value system on the other hand is a set of principles or ideals that drive or guide a person’s behavior. Absence of organizational value system encourages employees to pursue behaviors in line with their personal value system, which may not be the values the organization wants to develop. CERD lacks organizational value system. Its absence encouraged some women employees to develop exclusive groupings. It abetted unfair practice of exclusively grabbing training opportunities abroad by some management and training section personnel, curtailing equal opportunity and personal ambitions and career growth of other employees like Sylvia Gregorio. Other indicators include frequent discussions of male engineers’ drinking sessions, girls and disco prompting Sylvia Gregorio to lament...
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...A Progressive Zuckerberg The world today is always changing, moving forward to the future. In the past 20 years many things have evolved from the common computer to the internet. In the essay, “American Value System,” Richard Rieke and Malcolm Sillars present six different value systems. Puritan-Pioneer-Peasant are righteousness, thrifty, hard workers, and dependable. Enlightenment Value System believes in freedom, nature, democracy, individualism and knowledge. Humanitarian, intuition, truth, sympathetic, love and friendship are values of Transcendental Value System. Characters from family, economic security, career, and health represent the Personal Success Value System. Traits that stand out in the Collectivist Value System are cooperation, joint action, social good and unity. Mark Zuckerberg created the famous social media website Facebook, while he was attending Harvard University. Always improving, changing, evolving towards a scientific future is the Progressive Value System that Mark Zuckerberg falls into. Others may think that he may fall in the Personal Success Value System but he doesn’t show the qualities of family, affection, and fair play. Zuckerberg is a Progressive rather than Personal Value System because he is always moving Facebook forward trying to make it more efficient and user friendly rather than care about his career, family and friends. Zuckerberg improved the online social media network and took online networking to new heights. Facebook wasn’t...
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...Values, rewards, and costs play a central role in economic, statistical, and psychological notions of decision making. They also have surprisingly direct neural realizations. This chapter discusses the ways in which different value systems interact with different decision-making systems to fashion and shape affectively appropriate behavior in complex environments. Forms of deliberative and automatic decision making are interpreted as sharing a common purpose rather than serving different or non-normative goals. Introduction There is perhaps no more critical factor for the survival of an organism than the manner in which it chooses between different courses of action or inaction. A seemingly obvious way to formalize choice is to evaluate the predicted costs and benefi ts of each option and pick the best. However, seething beneath the surface of this bland dictate lies a host of questions about such things as a common currency with which to capture the costs and benefi ts, the different mechanisms by which these predictions may be made, the different information that predictors might use to assess the costs and benefi ts, the possibility of choosing when or how quickly to act as well as what to do, and different prior expectations that may be brought to bear in that vast majority of cases when aspects of the problem remain uncertain. In keeping with the complexity and centrality of value-based choice, quite a number of psychologically and neurally different...
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... | |Study of work value preferences on the basis of demographics of employees in a private organization | |Dissertation | | | Table of Contents Chapter 1 Introduction 2 1.1 Concept: What are Values? 2 1.2 Work Values 3 1.3 Types of Work Values 4 1.4 Research Questions 6 1.5 Research Gaps 6 Chapter 2 Research Design 2.1 Literature Review 7 2.2 Need of the Study 8 2.3 Objectives of the study 8 2.4 Hypotheses 9 2.5 Ethical Considerations 9 2.6 Research Methodology 10 2.6.1 Population and Research Area 10 2.6.2 Sampling 10 2.6.3 Sample Size 10 2.6.4 Time Frame 11 2.6.5 Data Collection 11 2.6.6 Data Analysis 11 2.6.7 Sample Profile 12 2.6.8 Limitations of the study 12 References 10 Questionnaire 12 CHAPTER 1 INTRODUCTION The intensifying value emergency in the modern societies is transmitting its malevolence darkness in every sphere of our life. The society has progressed in wide range of subjects...
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...Value Alignment Crysta Lezon, George Liss, Kristie O'Neal, Larry Mayor, and Michelle O'Neill BUS 475 September 5, 2011 Brian Duhart Value Alignment Personal values depict what an individual believes to be important to his or her life and often the values determine the individual’s behavior. Workplace values are similar in many ways, just in a more professional setting. In this paper, Team C will discuss not only the personal and workplace values but also the resulting actions and behaviors, and Coca-Cola’s stated values compared to their actual plans, and actions. Team C will also analyze the degree of alignment within the Coca-Cola Company. Personal and Workplace Values Personal Values Every company has their own set of values they have accumulated over the years of operation that they intend every employee, new or old, to follow. In addition to the company’s values each individual employee has his or her personal values he or she likes to follow. Integrity, honesty, loyalty, quality, drive, respect, and freedom are a few values that many people obtain and like to act on. For any company, including Coca-Cola, it is a valuable asset to have employees with personal values because the company knows they are good people. Workplace Values Workplace values are a key to any company’s success. Every employee needs to follow a set of workplace values as well as personal values. The Coca-Cola Company has seven core values within the workplace: “leadership, collaboration...
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...I. Problem statement What should Mr. M. Lacdao do with Sylvia Gregorio’s offer of resignation as analyst of Center for Energy Research and Development’s Solar section brought about by absence of organizational value system? II. Objectives: 1. To be able to establish camaraderie and rapport among employees of the center. 2. To be able to continue to attract the best and brightest employees. III. Analysis This is about the circumstances why Sylvia Gregorio wants out of CERD. It not just answer the question of job dissatisfaction but also the outline the steps to take in order to align employee values with that of the organization and what its visions are. It takes into account the recognition of talent, efficiency at work and the values that employees must develop in order to create an organization that encourages camaraderie, rapport and team success rather than being confined to few individuals or gender-equality, efficiency at work and recognition of job accomplishment. At the same time, her negative behaviors about her being unsatisfied with her work as an analyst gives away to complaints and other issues about job inefficiency. IV. Alternative course of solution 1. On promotion of Sylvia Gregorio as head of Solar section: Advantages: • Talent retention • Job satisfaction resulting in increased productivity and boredom at work. Disadvantages: • Resistance to authority due to masculine dominated workplace and lack of respect 2. On the reassignment of Sylvia Gregorio...
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...of Colorado * Economist, educator, peace advocate, Quaker, systems scientists, interdisciplinary philosopher * We are approaching a closed system and how it is going to be tough for us * Neither receivers inputs nor outputs * i.e. self-contained * Today we are in an open mind approaching a closed one * Morals are keeping us in the open for now * Econospherethe total worth of everything we have * Fossil fuel is buried sunshine * Shift from Cowboy Economy—people believe that there are unlimited shits, i.e. like the wild west to Spaceship Economy * Spaceship Economywe have only brought enough food/resources for the people we are carrying and must make it last for as long as we can * Stresses resource management * Doesn’t really consider environmental impact as much as more about conservation * Focuses more on population vs. environmental impact * Entropy (?) * Spaceman Economy living within our means, don’t worship production vs. costs… more conservation concerned * Fracking is a good example of us still in a cowboy mode although we are shifting toward Spaceman * Reference to Ethics—ethics, it is us, it is a plural term… we have an ethical obligation to think of future generations * Solutions at the end of the article * 1) Using taxation to deter others * 2) Correction to price system higher price higher quality * 3) Legislative action ...
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