Management value

defined

A recent study applications for value orientation and work management scenarios proposed four-dimensional framework of management values, has good prospects:

Achievement orientation: hard work, and strive to complete the difficult task;

helping orientation: care for and help others;

orientation honest: tell the truth, down to business; care and help others < / p>

fair orientation: impartial, fair service.

divided

focus on the organization and management, management values ​​can be divided into internal and external orientation orientation two tendencies. Among them, the intrinsic orientation is a personnel-oriented, emphasizing the welfare and development of staff; external orientation is an organizational oriented, emphasizing the organization's overall competitiveness in the changing environment. At the institutional structure of the organization, control and flexibility it can be divided into two orientations. Wherein the control orientation emphasis on coordination authority, structuring and management activities; flexible orientation emphasizes management of diversity, creativity and ability to adapt to individual enterprises.

on the tissue target distance, and means can be divided into a target orientation. Which means the orientation stresses the importance of management processes; and goal orientation is emphasized to achieve their goals.

formation and function

Management Psychology for Managers values ​​formation and function of the problem, carried out a series of studies. Researchers form the manager of values ​​as manager of past experience accumulated or summarized, is the product of information exchange and interaction between the individual and the social environment. Schein (1985) put the values ​​attributed to the success of business functions to promote both external adaptation and internal integration. In the external adaptation, pay attention to the management staff to act in accordance with the assurance of successful operation mode; internal integration, value-oriented managers with administrative, easy consensus and understanding on environmental management, establish a communication mechanism of mutual trust, thereby reducing eliminate or manage the information overload and uncertainty, the task of improving coordination, a sense of job satisfaction and organizational commitment. From a cognitive perspective it can be further elaborated on the management values ​​that affect management values ​​occur through different pathways two pairs of behavior: First, by selecting and understanding of foreign information, which affects people's cognitive structure; the second is a direct impact on management decision-making behavior. The relationship between cognition and behavior management values ​​and choices, but also affected an important factor of social norms and environmental uncertainty. Many studies have shown that the values ​​of different management executives, its management practices are also different. For example, policy makers in strategic decision-making, leadership, human resource management, etc., reflect their own values. Values ​​are employees understand the central tendencies of composition and nature of work, work processes, expect to be treated like. When work activities are inconsistent with the deep-seated values, will be dissatisfied and uncomfortable, the lack of a sense of belonging, and produce conflict.

measuring

measurement values ​​and define the concept of values ​​are closely related. Defined values ​​with different research purposes, measurement methods are not the same. Many measurements related to management values ​​are in the order of preference level, that is, to choose according to their importance and different scoring; others measuring interval scale is used to make a direct assessment of the importance of the values ​​of the subject. Four common method of managing the measurement values ​​of the sort, dotted method, and the forced choice method scales the summing process. Sort using score or measurement methods researchers believe that values ​​have a hierarchy, the individual has a hierarchical order of preference value system at all levels and different components according to their importance, and the behavior of selecting a different impact. Others believe that should be allowed to make a comparison of the values ​​of the subject of the importance of values ​​and individual differences in overall score. For example, using the Likert scale comparisons between groups will be able to easily. However, this measurement method is susceptible to socially desirable behavior caused the error. Researchers four common assessment methods for managing values ​​were compared with that sort, score method, forced-choice method and Likert Scale total plus method. The results show that sort is the relationship between the predicted values ​​and management decision-making behavior, a better way desirability of social control.

have the values ​​measured for the management of common tools of two types: one is Rokeach value scale (Rokeach Value Scale, RVS), and the other is England value scale (England Value Questionnaire, EVQ). Rokeach scale values ​​measured using two different sort values: instrumental values ​​(title 18), and the values ​​of purpose (title 18), a total of 36 subject. Studies have shown that, using the summing Likert scale method, its reliability, validity, and the same sort, it is possible to distinguish many different types of managed Values ​​groups. But hofstede and Bond (1988) research suggests, RVS for measuring the value orientation of the main Western society is an effective tool, but it is difficult to cover a number of important aspects of the value orientation of oriental culture.

England Values ​​Inventory 48 topics, includes five factors: organizational objectives, the role of staff, relationships, individual goals, management thinking and so on. The three-point Likert scale used scale, has a high degree of differentiation. However, the values ​​used to measure the impact of management personnel management decisions (eg, promotion, job satisfaction, leadership, employee motivation, employee performance, etc.), but also the need for further research to verify.

Value Management Consulting

First, values ​​management is a "new" strategic leadership tool, not only a new way to manage the company, but also an understanding and application of new knowledge means, it is the result of the practice and theory of classical technical field of organizational development, human factors or individual seeks to introduce management thought. On this basis, values, management consulting refers to the professional advisory body dedicated to research and explore the management of organizational values, share best practices and organizational models and solutions to value management to help organizations improve the management level values, values ​​play in the organization development, promoting the role of cultural transformation and organizational change in the effective value management organizations to success.

Newell Management Model blueprint values ​​

1, the values ​​determined.

2, the value of evaluation, i.e. the value of innovation, change and diagnostics;

3, value system is formed, the value system comprises over, beliefs, values, the value of the target and the value of evaluation; < / p>

4, mechanisms to promote, including strategic direction, program decomposition and system security;

5, behavior guidance, mainly through education and training and the value of incentives to achieve;

6, conversion, contains both individual behavior transformation, including organizational behavior transformation;

7, the behavior reinforced by the value of incentives, to promote the dissemination, institutional strengthening, etc. to achieve;

8, to achieve common values.

content

1, the enterprise full value objective and adequate evaluation

That is social interpersonal dynamic field theory based on the establishment of a set of proven scientific methods, through accurate assessment and diagnosis to help enterprises grasp the situation of staff values, the values ​​in order to keep abreast of the status of employees, to take effective measures for the existing problems, to ensure that most enterprises good job performance.

2, construct clear and distinctive effective system of values ​​

Newell blueprint management advice, to build a clear corporate value system, we must first clear company vision and mission. In the early management of values, from the critical success factors, key value drivers of the core resistance (key issues) aspects of factors, group-specific, basic management model and type of culture, the core of management thinking and other qualitative and quantitative analytical, clear organization mission and vision. Effective system of values ​​including the core values ​​and family values ​​system covering all functional sectors and at all levels of the system, concise, practical and effective in the core values ​​of command.

3, values ​​to carry out the work floor

One of the core values ​​of good communication, so that the core values ​​advocated the idea of ​​ubiquitous; the second is through the system construction to guarantee the implementation of the concept of core values ​​advocated. The values ​​into, penetrate into the business management aspects and activities of the various links, into the conscious behavior of all employees of the company from top to bottom, and incorporate values ​​into the corporate brand image to go. Can corporate values ​​into the brand image, scientifically refining the core values ​​of the brand is the key to successful brand management. Have a clear brand values ​​can effectively increase brand awareness and loyalty, improve brand competitiveness: internal provide a clear standard for enterprises to build a strong brand in all sectors, external display to give consumers full of personality characteristics of cultural ideas , so as to enhance brand awareness and consumer loyalty, brand value accumulation.

4, values ​​to carry out evaluation and change

Starting from three note issues: first, whether corporate values ​​is corporate real values; secondly, core values ​​meets the needs of the enterprise environment; Third, the core values ​​have not have their own characteristics and so on. Only values ​​while meeting the three elements are more conducive to the implementation of the corporate culture and business to enhance the production. In addition, companies need to note that values ​​are not static, with changes in internal and external environment, to be led by top business leaders, encourage employees to actively participate, in accordance with the vision to create a corporate culture, analysis of the current corporate culture, identify weaknesses and shortcomings and cultural factors that support change and recognize key impediments to identify specific ways and steps to identify changes in values, the action plan development process, and gradually complete the development and improvement values.