The core value of this organization is honesty, reliable, consistent, positive, inspiring, innovative and loving. These values are depicted in the past and present of the organization. Independent Auto Sales and Service is owned by a couple whose love and support among each other built this company. They have been in the business for fifteen years. This shows how reliable and consistent they are. They have a positive reputation for honesty. To survive in a competitive world they started repair service business in addition to their sales business, this exhibits their value of inspiration and innovation.
They believe in organizational success. There is a simple reason for the belief that if an organization is successful then profitability will follow it. Their values also portray their belief in organizational success.
We can build customer loyalty by revealing the values to the customer. Customers will often go out of their way to support companies that share their values. We can build employee allegiance by revealing the values to the employees.
They can translate their core value of honesty into action by giving true and accurate estimates for the repair service of the autos. They can translate the value of reliability by doing a satisfactory job on the repairs. They can translate their values by giving an excellent customer service to the customers. This will produce A-plus ...
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...motivated employee. The employees should be encouraged frequently so they stay motivated and generate new ideas. Constructive feedback is important for continuous idea generation. Genuine rewards and recognition help for ongoing idea generation.
It can be part of the culture of the company by making it a habit. It should be incorporated in the company in such a way that everyone considers it regular and important part of the job.
I can get buy-in from participants by creating a strong bond with them. They can share their ideas without any hesitation or fear of criticism. Rewards and recognition will be one reason as well to get buy-in from participants. I should avoid overdoing it. I should not pressurize them to generate new ideas always. The burden of pressure can turn people off to the process. Negative feedback and constant criticism can turn people off as well.
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