Three Foundation Stones for Building Organizational IntegrityWritten by Dr. Freddy Davis
When stock market crashed in 1929, there were a lot of people who lost everything they had. You would think that result of that event would be complete and utter despair. And, in fact, there were those who reacted that way. There were numerous cases of people who committed suicide because they lost their life savings on that fateful day. They simply went into a depression and just couldn’t bring themselves to go on with life. But there was another group of people who reacted differently. These, too, lost everything and there is no doubt that they were just as devastated at their loss as were others. It is just that they seemed to have better coping mechanisms. These folks were, somehow, able to take it in stride. Many of those went on to create another fortune. What was difference? Both lost everything. Why did they react so differently? The answer is that they placed their values in different places. As a result, path they chose was also entirely different. The ones who committed suicide saw money as an end in itself. When it was gone there was nothing left to live for so they ended their lives. Those who started over placed their values more in process of living life. They valued relationships and personal growth over money. They realized that money comes and goes, but life goes on. They chose to value things that give life meaning whether there is money or not. This is but one example of many ways this plays out in our lives. We all constantly deal with trials and disappointments. Whether it is with finances, business opportunities, relationships, sports competition, academics or whatever, we all face those times when we don’t have outcome we want. The choices we make at those moments do not just happen. While we may, sometimes, feel limited in our possibilities, fact is quite different. At any moment we have way more possibilities than we imagine. One of major choices we make is our value system, and decisions we make in life are based on those values. While all too many people simply fall into their value system without due consideration, it should not, and need not, be that way. In "era of Enron" and “MCI” with it's focus on bottom line above all else, it is time to refocus on where true value lies in enterprise of business. Let's face it, money is everywhere. It is in good places and in bad places. It is used for good things and for bad things. The question is not, "Will we have money at our disposal?" It is, "What will we do with what we earn?" We have to assume that our business will be making money - no profit no business. Money, in and of itself, is a neutral commodity. Rather, it is values we establish about business and its resources that define outcome. We are not born with values - either as individuals or as a business entity. We absorb them from our environment (family, teachers, colleagues, etc.) and we craft them from our life experiences (what we read, who we listen to, desires and dreams). But values have to be based on something. American culture emerged out of a way of thinking that was based on an objective value system which emphasized personal responsibility. The thinking was, “If something was bad or wrong with my business, it was my responsibility to make it right.” It included a very strong objective sense of what was right and wrong. The result of that value system is powerful economic engine that United States has become in world today. In recent years, though, there has been a significant shift in thinking. Rather than a system which emphasizes personal responsibility, it is now very much one which places responsibility on everything else but self, with right and wrong being a matter of personal preference. This system cannot help but develop an Enron mentality. There are a lot of different ways that we can get at right and wrong in business dealings. Every business has to structure its efforts according to its own line of business, personalities of its people and corporate culture. But there are three basic principals that must be underlying foundation for all of them if that business wishes to progress to higher and higher levels of value.
| | Considering the Importance of Corporate CultureWritten by Kate Smalley
Considering Importance of Corporate Culture When it comes to sizing up job candidates, cultural fit is just as important to consider as qualifications. That’s why hiring managers must use their heart and not just their head during selection process. Your company should use insight to assess how job candidate’s character and personality — not just skills — will fit into corporate culture. People are your company’s best, most important investment. This is especially true for executives and others in key positions that have greatest potential to impact your bottom line. Whether you need a senior-level executive or a department manager, you cannot afford to hire wrong person. If you do, you could encounter a negative hiring experience, which can cost valuable time and money. Poor hiring situations can equate to lost production and business — not to mention other tangible costs related to interviewing, placement fees, relocation, and training. Minimum figures for executive turnover are reportedly four to five times annual salary. What Is Corporate Culture? By definition, corporate culture is “the act of developing intellectual and moral faculties, especially through education.” But in a broader sense, it’s “the moral, social, and behavioral norms of an organization based on beliefs, attitudes, and priorities of its members.” Every organization has its own ideals, which are often based on values of founders or top management. At Atlanta-based Home Depot, for example, keeping all employees interested in business is a top priority. All new employees — even executives — spend two weeks working on sales floor, learning what customers want and need, and receiving a ground-zero view of company's core business.
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