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Value based management challenges
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Introduction
An individual’s leadership performance may depend on the ability, commitment, and values to effectively guide others to grow into self-actualizing members of the organization. Through the process of training, coaching, and collaboration, leaders may assist stakeholders to evolve and become empowered to sustain performance outcomes. According to Seligman and Katz (Watson, Papamarcos, Teague, & Bean, 2004), values are those traits that individuals posses that define desirable behaviors and actions. These values may determine an individual’s ability to perform in the workplace. Value-driven organizations create a cycle that through leadership efficacy feeds value creation to every stakeholder in the organization. Therefore, it is imperative the organization attracts and retains those individuals with values closely aligned with the organization (Watson et. al., 2004).
In 2008, as Starbucks stock prices continue to fall, Chief Executive Officer Jim Donald was dismissed giving way for the return of former chairman and architect of the world’s leading roaster of specialty coffee (Harris, 2008). Howard Schultz, who served as CEO from 1987 to 2000, retuned as president of the organization, promising to reconnect the business to customers by reestablishing the “emotional attachment” and value-driven structure the Seattle based company once experienced during his transformational leadership (Harris, 2008). The commitment of Schultz was to continue delivering a consistent experience that would create satisfied customers by creating a new customer loyalty program and leverage its resources and relationships with stakeholders (Harris, 2008). This paper will examine the company’s value-based structure and describe the org...
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...In a jolt, Starbucks fires CEO, replaces him with Schultz. seattlepi.com. Retrieved from http://www.seattlepi.com/business/346397_sbuxdonald08.html
Klenke, K. (2005). Corporate values as multi-level, multi-domain antecedents of leader behaviors. International Journal of Manpower, 26(1), 50-66.
Padaki, V. (2000). Coming to grips with organizational values. Development in Practice, 10(3/4), 420-435. doi: 10.1080/09614520050116578
Rolph, A. (2011). Starbucks CEO asks for $5 donations to create job. Retrieved from
http://blog.seattlepi.com/thebigblog/2011/10/04/starbucks-ceo-asks-for-5-donations-to-create-jobs/
Starbucks. (2011). Retrieved from http://www.starbucks.com/
Watson, G. W., Papamarcos, S. D., Teague, B. T., & Bean, C. (2004). Exploring the dynamics of business values: A Self-affirmation perspective. Journal of Business Ethics, 49(4), 337-346.
Kirkpatrick, S. A., & Locke, E. A. (2001). Leadership: Do traits Matter? Academy of Management Executive,5,, 48-60.
They have profound convictions for for their leadership; Their behavior always reflect their core values and they view themselves as individuals that “lead with their hearts as well as their heads while also building enduring organizations” (George 2003). Leaders are encouraged to maintain the perception of authenticity but making sure that their words are consistent and reflect their action or intentions. They should not be so pompous and arrogant that they cannot relate to or find mutual and common ground with their staff. (Goffee & Jones 2005)
Sabir, S., Sohail, A., & Khan, M. A. (2011). Impact of Leadership Style on Organization Commitment: In A Mediating Role of Employee Value. Journal of Economics & Behavioral Studies, 3(2), 145-152.
In 2002, unexpected findings of a market research showed problems regarding customer satisfaction and brand meaning for Starbucks customers. The situation was unacceptable for a company whose overall objective is to build the most recognized and respected brand in the world. Starbucks was supposed to represent a new and different place where any man would relax and enjoy quality time, alone or with others. But the market research showed that in the mind of the consumers, Starbucks brand is viewed as corporative, trying to expand endlessly and looking to make lots of money. This huge gap between customers' perception and Starbucks' values and goals called for immediate action.
The Competing Values Framework is originated by Quinn and Rohrbaugh. It emphasizes the organizational problems and choices faced by managers. The framework is divided into various managerial roles corresponding situations, as well as specific organizational environments. For instance, the facilitator and mentor roles rely on cohesion and morale to bring about human resource development within the organization. While the innovator and broker roles rely on flexibility and readiness in order to receive the growth and resource needed to perform an effective organization. The director and producer roles are more applicable for planning and goal setting skills and will result in productivity and efficiency. The monitor and coordinator roles are intended to managing information and communicating. The framework can also be divided into two main roles. The first four mentioned above are the transformational roles, and the last four are the transactional roles (Belasen, 1996). The transformational roles are more aimed toward making changes and developments, while the transactional roles have strong emphasizes on managerial authorities. The key to becoming a master manager is to be a successful manager who is able to perform each role in order to cope with all difficulties being faced as a manager (Quinn, 1988). A successful manager is also someone who is perceived by others as performing all of the eight roles more frequent than a normal manager and recognizes each of its importance thoroughly (Denison, 1995). A study by Bono (2004) also shows that giving importance to any specific working environment, such as rational goal model, may lower the effectiveness of other areas. Denison and Spreitzer (1991) stated that when a manager does not gi...
When the 1980’s rolled around, it was a thriving company, in the Seattle area. However, the co-founders began to have other interests and were involved in other careers simultaneously. Despite that, the company was about to undergo a major turnaround. A man by the name of Howard Schultz started to pursue an interest in the company. He noticed that the coffee shop had a wonderful environment.
Schultz, Howard, and Joanne Gordon. Onward: How Starbucks Fought for Its Life Without Losing Its Soul. New York: Rodale, 2011. N. pag. Print.
Although I have many core values, including diligence, happiness, helpfulness, true friendship, freedom, and intelligence, the most significant in my life are love, morality, honesty, and forgivingness. Throughout my life, these particular values have proved key to becoming the person I wished to be. “The term leadership involves our self-images and moral codes” (Values in Leadership). In order to lead and to be someone who upholds their values, one must be fully aware of what is important to them and what drives them.
Values remind me of ethics and morals, necessary in any walk of life and imperative in the work place. These concepts are guidelines in which employees need to follow to be successful. “Values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.” (Robbins, 136) Integrity, courage, service, wisdom, respect and goal setting are a few of the values that are most crucial to me and what I hope to achieve within any work place setting. Values should be lived every day in the work place and should exemplify the
A value system is a rational set of morals brought up by an organization, society, or an individual as a norm of guidance towards their behaviors (Hebel, 1998). Almost all the time, people depend on these fundamental principles on what is wrong and right. Whether one is aware of it or not, different sets of personal core values vary upon each person. Such values include integrity, authenticity, compassion, courage, and truthfulness to name a few. Your values define who you are. At times, there is a huge gap between how people become aware of their values and the way they live their lives. We can overcome our most difficult beliefs, habits, and challenges by setting them aside and replacing them with the true values that conform to our lives. Anything that is considered destructive or jeopardizing towards our development professionally and personally should be put aside (“How Values,” n.d.). Understanding our core values doesn’t just simply give us direction and guidance towards living a purposeful life, but it gives us sentimental fulfillment and happiness while at the same time bettering ourselves to become better people.
Brian Hall, in his journal “Values development and learning organizations” explores, discusses, and cites examples and studies on the significance of value systems and its development in the context of organizations. The article begins by giving knowledge creation as an example that when shared, creates knowledge. Hall (2001) contends that knowledge is one of the prime movers of economic development of the 20th century. This is where Hall was able to the draw the relationship between knowledge and values. Like knowledge, value creation is also a by-product of shared values through human interaction. In an organizational setup, constant interactions form relationships and it is through these relationships that individuals are able to consciously, or unconsciously share values that if multiplied, or integrated with different value sets in an organization may form a set of organizational values (Hall, 2001). The journal further explored the role of technology in the context of our times not only as a means of information dissemination, but also that of values propagation. Ethics Resource Center (2009) defines values as “Core beliefs that guide and motivate attitudes and actions”. This definition supports the idea that values are neutral. What determines values as either good or bad is human reasoning as to how certain values affect mankind in general. The journal highlights the parallelism between the four levels of knowledge and the four levels of organization. Lastly, the journal shares the story surrounding the struggles of Wilhelmsen Lines following the tragedy involving the company’s top executives, as well as the company’s merger with Wallenius Lines.
In 2002, unexpected findings of a market research showed problems regarding customer satisfaction and brand meaning for Starbucks customers. The situation was unacceptable for a company whose overall objective is to build the most recognized and respected brands in the world. Starbucks was supposed to represent a new and different place where any man would relax and enjoy quality time, alone or with others. But
The main area of study selected for this study is ethics and the application of one of its principles, i.e. values in project management framework and it is evident from the conclusions of different studies used for this paper. All in all, after the comprehensive search results, 48 outcomes were realized and out of these 48 outcomes, only 10 were finally found to be actually relevant to the theme of this study. To facilitate the purpose of this paper, 4 peer reviewed journals were used and included in the final review.
Kumar, N. (2012). Relationship of Personal and Organizational Values with Job Satisfaction. Journal of Management Research , 12 (2), 80.
Preliminary Starbucks – one of the fastest growing companies in the US and in the world - has built its position on the market by connecting with its customers, and creating a “third place” beside home and work, where people can relax and enjoy themselves. It was the motto of Starbucks’ owner Howard Schultz and, mostly thanks to his philosophy, the company has become the biggest coffee drink retailer in the world. However, within the new customer satisfaction report, there are shown some concerns, that the company has lost the connection with customers and it must be taken some steps to help Starbucks to go back on the right path regarding customer satisfaction. I will briefly summarize and examine issues facing Starbucks. Starting from there, I will pick the most important issue and study it from different positions.