The company’s values are a set of standards, norms, criteria and beliefs that influence behavior. Of course, they are the core of the company’s value; they become the glue that unites employees of various ranks and departments, creates a unity of views and actions and allows the organization to achieve its goals. To do this, they must be divided, cultivated and declared by the management of the company and its most authoritative employees. The company's values, which are held by the majority of the company's employees, determine the set of criteria by which they form a judgment about any employee as an individual.
In an organization they play the same role as morality in society; they enable it to exist and develop. In this regard, it is true that a company where the company’s values are defined only formally, in long term will become unviable. In order for an employee to be sincerely imbued with values, they must correspond to his own social aspirations, moral standards, and understanding of personal direction of development.
Each employee takes his own personal position in the general set of values, which changes over time in the process of interaction between people. It should be understood that not all company values, even those accepted by a person, can ultimately become his personal ones. Recognizing value and treating it positively is not always enough for it to become a personal norm and rule. But despite this, the company’s management must carry out systematic work to form, communicate and explain the organization’s values, and involve employees in activities related to their implementation.
As a rule, the company values, examples of which are given below, are things that most people understand. Something complex and ambiguous may not be accepted or understood. If you look at the ethical codes of large well-known corporations that take this issue seriously, you will often find such concepts as responsibility, self-criticism, honesty and openness, friendly attitude towards employees and clients, and determination.
It is very important to understand that any established organization has its own values, regardless of whether its top management is involved in their formation or not. Therefore, in order for them to correspond to strategic ones, this work must be done, but at the same time, established informal norms, rules, criteria, and traditions must be taken into account. One of the optimal ways in this work may be to establish certain frameworks for existing informal systems, their gentle correction in the right direction, without revolutionary upheavals, prohibitions and repressive actions. This work should be preceded by a deep analysis of the existing informal work with the involvement of specialists, and the desired result should be moved gradually, covering all levels of the organization.
Company values are the accepted rules and principles shared by the organization's employees. They directly affect both relationships in the team and external environment, which can be clients, suppliers, or partners. At the same time, the company must have a clearly visible mission, because it is towards its implementation that corporate values are directed.
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Corporate values and their impact on the organization
Employees must fully share all the values of the organization, otherwise it is impossible to achieve company development, increase the number of clients or sales levels. This is especially important in small companies that have just started their existence. The creation of a system must be approached as responsibly as possible, since it is fundamental.
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If the company's principles and values were initially chosen incorrectly, the strategy needs to be revised. It should be noted that periodic analysis makes it possible to identify significant problems at the stage of their occurrence.
A radical change in the system is negatively perceived by the team. If adjustments are made, employees should be informed at a meeting or receive separate training.
The company's values should also be based on the interests of the employees. If this does not happen, individual personnel will quickly cease to be loyal.
Methods can be used as an incentive to maintain the system rewards and punishments. The interests of the company and employees should be united into a single whole.
When employees share corporate culture, mission, they try to work as efficiently as possible. At the same time, there is less frequent shifting of responsibilities and covering for employees who cannot cope with their assigned tasks or systematically violate routines.
Company value system: stages of creation
When developing company principles and values, it is easier to carry out the work in stages. If the organization does not have a specialist, you can seek help from professional business consultants who diagnose the system, identify existing errors, and develop ways to eliminate them.
Algorithm for creating corporate values:
- diagnostics of the current corporate culture;
- analysis of the company's mission and strategic vision;
- analysis of strategic goals;
- analysis and assessment of competencies;
- creating a list of required values based on mission, vision, strategic goals and competencies;
- attracting personnel;
- conducting a strategic session to formulate an accurate list of values;
- transfer of values to the level of behavior;
- list approval;
- staff involvement.
Company employees should not only be familiar with the value system, but understand it. Otherwise, problems arise with staff involvement, since people cannot understand what is required of them. If the organization is small, almost all employees are involved in development and implementation; in large companies it is necessary to involve clear leaders.
Company principles and values: diagnosis and application
The most common situation is that none of the employees perceive the company’s values and do not want to adhere to them. It turns out that they exist, but are not used in practice. If it is difficult to force employees to follow formal values, then informal ones can be controlled.
Formal ones include:
- open relationships;
- mutual respect;
- mutual assistance;
- other interpersonal relationships.
For informal ones:
- closedness;
- internal corporate struggle;
- visibility of work;
- competition for resources.
Often, managers are not even aware of the existence of informal company values, since they are secretly created and promoted among workers. They take root surprisingly well and are quickly adopted. You have to fight them long and hard.
If a conflicting employee is identified who promotes informal values, which contradict formal principles, a preventive conversation should be held with him. In some cases, such employees need to be not only punished, but fired, because they negatively affect not only the team, but also the development of the organization as a whole.
When developing a company's value system, it is necessary to take into account the interests of everyone, but they should not negatively affect the well-being of the organization. Excessive material incentives for employees and unrealistic discounts for clients are not the basis of corporate culture. The relationship between values, vision and mission cannot be compromised. Otherwise, the company’s development will fade, and the team will become less loyal.
First of all, employees and managers should know the answers to the following questions:
- why and for what it is necessary to follow the principles;
- why it is beneficial for employees to follow the values;
- what will happen if you don’t follow them;
- how this or that value is taken into account when making decisions;
- how to behave in accordance with the corporate culture.
It is desirable that employees see an example of the company’s values for themselves, for the company, for shareholders, for clients. It is important that they understand how to achieve what they want. To do this, work must be carried out with the team. The manager is obliged to answer all questions in detail and guide employees. As a supplement, they can be compiled instructions, in which not only values are indicated, but also vivid examples. Trainings conducted by an experienced specialist who is respected and inspires trust will not be superfluous.
Example of company values
By considering the company’s values and examples of other organizations, you can not only identify current shortcomings in your company, but also learn a lot of new and interesting things. You should not rely entirely on the corporate culture of others, as missions may differ significantly. But partly adopting experience is more successful companies It's still possible.
Corporate values of the company: examples « Adidas
Adidas' mission is to be a leader among global brands producing sporting goods. The company achieves leadership based on the vision of consumers - it is the passion for sports that makes the world a better place. The main values are the principles by which every employee of the company lives and works.
Adidas corporate values:
- be open;
- rely on facts;
- do not play political games;
- interact;
- be efficient.
Corporate values: examples of Russian Railways
The mission of the Russian Railways company is to meet the demand for transportation, increase operational efficiency, and improve the quality of services. Company's mission— globalization of the system of movement of people and goods. All solutions are based on a unique infrastructure, employee skills, and innovative technologies.
Basic principles of Russian Railways:
- work conscientiously;
- be proud of the title of an employee of Russian Railways;
- focus on results;
- rely on skill;
- make informed decisions;
- putting people first;
- perceive yourself as part of the whole;
- be a leader;
- strive for something new.
When developing and implementing organizational values, examples will help you navigate what the corporate culture of other companies is based on. There is no need to try to completely copy them. What takes root in large companies will not always find a response from employees in small organizations. You need to take a rational approach to developing the system, and most importantly, decide on the company’s mission.
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In many companies, corporate values are like a theory of relativity: everyone knows about their existence, but only a few know what they are. In my opinion, this state of affairs is one of the most unforgivable mistakes a leader can make.
Corporate values perform the same task in a company as morality in society: they allow it to exist and develop. Thus, a company in which corporate values exist only formally will inevitably turn out to be unviable in the long term.
There may be several reasons why some Russian companies have not paid enough attention to corporate values until recently. On the one hand, people who grew up before and during the reforms of the 1990s acquired a strong aversion to the imposition of any moral principles “from above.” On the other hand, everyone was in such a hurry to develop and earn money that there was simply no time to form values, and many probably did not think about the long term.
However, if you look at large global companies, it becomes obvious that corporate values and corporate culture in general are indeed important to them and play significant role in organizing employee relations, building business processes, strategic planning and decision making. And in this regard, Microsoft's experience is very indicative. The company's values describe it unique features and the specifics of work that distinguishes Microsoft and allows it to remain a leader in the dynamic and highly competitive IT market for so many years.
Any person who starts working at Microsoft becomes familiar with the company's values and decides to what extent they suit him personally and whether he is ready to share them. And this is not a formal procedure, but really important stage in the work of our HR managers. Of course, any readiness and interest can be imitated. However, experience shows that employees who do not show sufficient sincerity and attention at this stage ultimately face great difficulties in their work. And this is just a good demonstration that corporate values are not just postulated, but also function. Personally, when deciding to work at Microsoft, I considered corporate values as one of the most important selection criteria. And, of course, the coincidence of my personal values with the company’s values could not but inspire.
It is very important that a person is sincerely imbued with values. To do this, they must correlate with his own moral standards, social aspirations and understanding of his personal path of development. It seems to me that anyone who is interested in their work, professional growth and new experience can understand and share the corporate values of Microsoft. And this, in turn, is an excellent description of most good specialists. However, judge for yourself.
Self-criticism
It seems to me that this is one of the key values, since it was the one that did not allow the company to rest on its laurels and forced it to repeatedly change the fundamental principles and directions of business development. By the way, this principle exists at literally all levels. For example, when I write a report, I need to point out weaknesses, areas of improvement, even if the overall results are excellent.
Responsibility
Anyone who works at Microsoft represents the company and is responsible to the company's more than one billion customers and partners. This means that he must be ready for professional hard work. And here we are not talking about the responsibility for show that makes many lazy people come to work first, but about the fundamental inability to perform their work below a certain professional level.
Willingness to take on complex tasks
Willingness to decide complex tasks setting ambitious goals is not that common. Many people are simply uncomfortable working when they are constantly required to make decisions, improve their knowledge, and master new directions. However, this is exactly what many people like, it does not allow them to get bored and gives them a feeling of satisfaction with themselves and the work done. I myself do not like routine and sincerely admire people who can set grandiose goals, like “A computer in every home, on every desktop.” When I joined the company, I started by setting one of these big goals: to double the business in Russia. And today we are confidently moving towards achieving it.
Commitment to technology, interests of customers and partners
Probably, in some areas you can be good specialist, doing something that doesn't interest you very much. I know that some even see this as one of the signs of a true professional. This can be discussed. But I am sure of the opposite: a person who is not interested in technology cannot work effectively and professionally in a leading IT company.
Honesty and openness
This value coincides with generally accepted moral standards existing in society. However, its significance within the company is that its reputation consists not only of the consumer properties of products and the value of shares, but also of the human and civic qualities that its employees possess.
In conclusion, I would like to say that, as always, I am interested in dialogue. You may not agree with some of what was said. Maybe you think corporate values are just a brainwashing tool, or maybe you think they're only necessary big companies, and medium-sized businesses manage just fine without them? Maybe you know examples of successful companies in which the main corporate value is the absence of corporate values, or have you personally encountered original, non-standard ways of forming them?
We, we consider our products to be a means of changing the quality of life of people in Russia, we help bring to life ideas and dreams related to construction, renovation or business in this area, turning the process of purchasing goods into enjoying professional advice and simple, fast shipment. Developing together with our employees and partners, we give you the opportunity to be proud of your achievements!
Core values and principles.
At the core of our culture, our corporate values enable us to work as one team and stand up for our beliefs, always and everywhere. Our corporate values are based on our experience and serve as the basis for how we move forward. The challenge for each of us is to be guided by corporate values in our daily work.
Interesting job. Customer focus.
We carry out our duties with sincere passion, trying to bring something new to our work that makes it more interesting and productive. We can always count on getting a job interesting content subject to the conditions of responsibility, honesty and integrity in relation to the Company.
We strive for leadership and look far ahead. We do everything to develop and ensure the competitiveness of our products and partners, focusing on long-term mutually beneficial relationships, because they are the ones who choose us. We comply with our obligations and strive to act based on common interests.
Productivity. Achievements of goals.
We set aggressive goals and force ourselves to achieve them.
The efforts of all employees must be aimed at achieving results. To achieve this, we all must understand the Company's strategy and goals. There are no unimportant positions, everyone works to achieve their specific and private goals, but the success of everyone else depends on this work. Everything we do is focused on results and achieving our goals with minimal costs and deadlines, for which we find new ways to solve problems, optimally distribute available resources, and improve interaction systems.
Happy family life. Health.
We are confident that a healthy and strong family is the basis for the formation of sustainable life values and a harmonious personality. By observing the moral foundations of marriage, strengthening responsible and respectful relationships with loved ones, each of us receives ample opportunities for further development and self-improvement. Health is one of the most important resources of a person, allowing him to be effective in his activities. We take care of our health and the health of loved ones, strengthen it, and promote healthy image life. We realize that bad habits and addictions cause irreparable harm to health and do not welcome them in others.
Self improvement. Continuous learning.
We are proud of our employees - professionals who want and grow with the Company, who pick up and help implement all new ideas. We value initiative, employee status, authority and respect, which are determined by a person’s leadership qualities, and not by position. We strive for positive change in all areas of work and life, based on the desire for self-improvement. People see the Company as a place where they want to build their career; for them it is a matter of life, and not a place where they come to talk. We seriously strive to give our employees a sense of belonging to something significant, because there is every chance of achieving this in a Company that is growing as quickly as ours. It would be simply stupid to let the enthusiasm of people who believe that they are building a great Company burn out. We learn, consolidate knowledge and teach others. Any process and any activity can be carried out better if only we learn from each other, store this knowledge in the Company and make it available to everyone. A culture of continuous learning is learning for the organization's progress and learning for the individual's progress.
Responsibility. Self-discipline. Honesty and integrity.
We are confident that the current work and further development The Company is possible only on the condition that each of us understands the importance of his influence on the processes occurring in his life and at work, that the results of the activities of his colleagues and the Company as a whole depend on his actions and the fulfillment of his obligations. When we employ people with interest and self-discipline, we do not need an excessive hierarchy of management. When we have disciplined actions, we don't need excessive control. We speak openly and truthfully about the actual state of affairs and the motives that guide us; we are true to our commitments, ideas and beliefs, which is reflected in our actions and behavior.
Strong will. Cheerfulness and optimism.
We are firm and determined in our desire to achieve our goals, thanks to which we easily find the strength to overcome any obstacles, as well as the support of our colleagues and partners in achieving their goals. We perceive any difficulties as an opportunity to learn something new. We appreciate every moment in our lives and have a positive attitude towards the world around us.
Good management. Teamwork.
The attitude of employees towards their colleagues is of paramount importance. Employees must have reason to trust the motives and integrity of their managers. Management is responsible for creating a productive environment in which employee and Company values flourish. Since no goal is beyond the reach of any single person, we welcome and encourage the interaction of employees with managers, assistance in introducing a variety of ideas to improve the Company’s efficiency. Team spirit helps us meet customer expectations. We support each other and enjoy victories and rewards together.
Ethical standards and rules:
Norms of relationships within the Company.
- We take all necessary measures to ensure safety, health and labor protection as key aspects ensuring the activities of the Company.
- We create conditions conducive to professional and personal growth and development of employees, as well as strengthening their well-being.
- We do not compromise when it comes to quality. We work tirelessly to improve our service and product range, as well as important innovations.
- We treat the products manufactured or sold by the Company with respect, without discriminating against third parties. We respect the Company's symbols.
- We avoid conflicts of interest - situations where the personal interest of an employee contradicts the interests of the Company, affects or may affect the performance of his official obligations. We inform management about similar cases in order to prevent or regulate them.
- We are open, tactful, polite and extremely honest in our interactions with colleagues, thus showing respect for their position and views
- We rely only on facts and objective criteria when assessing the actions of our colleagues and, at the same time, we perceive constructive criticism of our actions and results as an incentive for further self-improvement.
- We recognize the subordination that exists in the Company and the need to obey the decisions of senior management and carry out tasks from employees who are responsible for the business processes in which we participate.
- We strive to create a system of our professional activity, describing all work processes, setting standards.
- We create conditions for transparency of all work processes and motivation systems, structuring work and establishing clear indicators of effectiveness and efficiency.
- We strictly comply with all established norms, regimes and deadlines, thereby making work processes stable. We strive to maintain impeccable order in their implementation.
- We ensure the reliability of the data provided on the results of work
- We understand that each of us is an important element of the system and we need to make every effort to achieve it. efficient work generally.
Standards in interaction with partners, clients and competitors.
- We carry out timely and high-quality fulfillment of our obligations to partners and clients, and readily provide consulting and organizational assistance.
- We strive to develop together with our partners.
- We treat our competitors with respect because they are one of the key drivers of our constant development, They - important criterion when assessing our successes and mistakes. We adhere to the principles of fair competition.
- We give preference to negotiations and finding a compromise in case of disagreements and disputes.
Standards for working with information related to the Company’s activities.
- We are careful about storing proprietary information that is not subject to disclosure in order to prevent its dissemination outside the Company, and we also do not use proprietary information for personal purposes and the interests of third parties.
- We strive to comprehensively cover the Company’s activities in the media, on the Internet and in other ways in order to improve and protect the reputation of the Company and employees.
In the use of Company resources.
- We treat the Company's property and intangible assets with care and make every effort to preserve them and use them more rationally.
- We use the Company's resources (office equipment, communications, software and network resources) solely for professional purposes.
- We understand that any equipment we work with is the property of the company.
In relation to the Company culture (appearance and speech of employees).
- We support neat appearance and the accepted dress code.
- We closely monitor competent oral and in writing, we avoid curses, vulgarism, slang.
- We adhere to a polite manner of conversation, do not allow raising our voices or offensive tone, and exclude familiarity in communicating with others.
Measures and mechanisms for maintaining key values
- We promote an active and positive outlook on life by organizing various corporate events. We take care of the health of our employees, actively responding to ideas for holding various sporting events and competitions. We help in organizing mass sports by renting sports complexes. An example is the football team “Center SM”
- We strive to strengthen the family views of our employees, organize children's competitions, and give gifts. We encourage such an initiative.
- We make our work more interesting by providing employees with the opportunity to participate in various projects and internships.
- We improve and develop our employees by organizing various training programs for them.
- We support employees' efficiency in business and focus on achieving results using various systems of material and non-material motivation.
Compliance with rules and regulations
- Each employee voluntarily accepts responsibility for compliance with the rules and regulations of the Company, openly demonstrates adherence to the provisions and, by his example, involves his colleagues in this.
- Heads of structural units are a model of compliance with regulations for their subordinates, control the behavior of their personnel in terms of compliance with regulations and carry out work to promote their understanding.
- The Company is committed to communicating and reinforcing its values and norms to all employees. accessible ways, as well as provide all possible support in their understanding.
A new employee is usually told about the company's core values when hired. Each item on this list is important, so an entrepreneur, when creating a list for his organization, must carefully select what is truly relevant. The company’s core values must not only be declared, but also constantly supported in the work process, so the choice must be combined with both the field of activity and the peculiarities of business legal entity. When making a decision for your organization, it would be a good idea to study the experience of large companies.
Organizational values
Strategic profitability can easily be called dominant in this list. Company employees must understand what the demand is based on and be able to make reasonable forecasts for the near future (and the planning department for the rather distant future). The workers' task is to evaluate the assortment and profitable standards. As part of the work to determine strategic profitability, you need to be able to analyze the chosen niche, your region, customer base, and market share.
Creating company values in the aspect of strategic profitability involves taking into account the conditions of the economy, society, politics, science, technology, and ecology. Must be held marketing research, investment opportunities are being considered. The company must clearly formulate the advantages that allow it to stand out from its competitors and develop them. You need to know market trends and the risks that entrepreneurship entails. The development of tangible and intangible assets involves the development of several alternative ways to achieve what is planned.
Proactivity
One of the classic examples of a company’s value is the ability to respond not only to an event that has already occurred, but also to one that is still only “on the horizon”, predicted by the strategic development department. The company must be able to deliver a “pre-emptive strike”, analyze the present and future, combat negative market trends and specific business. At the same time, it is assumed that conditions will be created that are beneficial and optimal for the enterprise. You need to be able to not only flexibly adapt to external changes, but also initiate changes in the situation in your favor. Market formation involves development “ahead of demand.”
Innovation
While the previously described examples of company values are usually told to employees during interviews and hiring, and reminded at internal meetings and meetings, the desire for innovation is an aspect of the organization's strategy that is also used for advertising purposes to create a positive image among customers. It is customary to understand this term as ability within the framework of own initiative create new solutions and approaches to known problems. The concept of the company's value “innovation” includes the speed and completeness of the implementation of innovation. To attract the attention of the client and rightfully prepare for the fact that the organization really strives for innovation, you need to be ahead of competing firms in this aspect.
In fact, proactivity is only available to a company that is already working with innovation. Otherwise, it is simply impossible to strike a “preventive strike” - there will not be enough technical and information capabilities to conquer the market of the future based on forecasts in the present time.
Competitiveness
Everyone has heard about this example of the value of companies, even people very far from the world of entrepreneurship. The term usually denotes the ability to form and promote some advantage that distinguishes the organization from competing enterprises. The main idea is to attract customer attention, investment, highly qualified personnel and the best suppliers.
Speaking about competitiveness as a corporate value of a company, they assume regular comparative analysis with key rivals in the chosen market area. In this case, it is necessary to take into account all the important signs, control the focus of competition and assess the direction of development of the priority client community. For this purpose, calculations are made on the basis of the main assortment. Additionally, it is important to assess investor interest in the company and its competitors, and to take measures to differentiate it from other companies in the same market sector so that investment flows specifically into this business.
Efficiency
The idea behind this element of a company's value system is the ability to achieve growth beyond expectations. Analyze the volumes of the product produced, generated useful information, services provided and transactions completed. Calculate the ratio between the result and labor costs, material and time resources spent in the work process. It wouldn't hurt to spend comparative analysis achieved and planned to be achieved. This type of work is a comparison of efficiency and effectiveness.
Social aspects
Entrepreneurs have long understood that only a business that is actively promoted in society can be successful. Sociality is an example of an organization's value that reflects the desire to improve the environment. An organization can be proud of its activities if attempts are made to develop the staff, improve the locality, and improve the quality of life and level. If an organization is willing to make losses to achieve this goal, a positive image is formed that attracts the attention of a wide audience.
Closely related to the value described is customer focus. Organizational specialists must constantly monitor the characteristics of the target audience and be aware of the customer base, taking care of the interests of everyone. There are many ways to realize this value - stimulating more active demand and satisfying, deepening what already exists. At the same time, it is necessary to work on the formation competitive advantages, which will be appreciated by the highest priority client group. The company’s task is to work to create demand for the new products it offers, assessing not only the present, but also the prospects for the near future. Although at first glance such value may seem important only to the business itself, in reality, being customer-centric brings benefits to both sides of the process.
Initiative and teamwork
Only a company whose corporate culture encourages not just efficiency, but a focus on improving results, can count on success. The staff must be motivated so that everyone strives to perform the tasks assigned to them efficiently, achieving the best results. This has a positive effect on the organizational environment and, in the long term, improves the results of the enterprise as a whole. At the same time, it is important not just to put pressure on employees, forcing them to strive for improved performance, but to formulate the right motivation, which will allow every person employed in the company to truly sincerely strive for success. This approach shows the best results.
The desire and ability to work as a team is another value that is closely linked to the company culture. We are talking about the unity of personnel, the desire for uniform goals. The team must work consistently, synchronizing actions to achieve the desired goal. The manager’s task is not just to control the process, but also to create conditions in which all team members can develop their skills and abilities. This applies not only to executive tasks, but also to managerial ones. If an organization has several divisions, the manager’s task is to create a corporate culture that would stimulate interaction between divisions.
Move forward, but not at any cost
If you analyze the modern sector of entrepreneurship, it will become noticeable: the motto of the company (even if not just any, but an impressive percentage of enterprises) contains a statement about the desire to achieve all the stated goals. This is really important and should be declared by the values of the organization, supported by them, and the chosen development strategy. The task of management personnel is to correctly formulate goals and work out tactics of action that will allow them to achieve the declared ones, and the personnel must carefully follow “ guiding star" The choice of goals that lead to the improvement of various aspects of the organization’s activities is important.
At the same time, achieving the plan should not be realized at any cost. It is necessary to remember obligations, fidelity this word and reliability. It is important to promote such values both locally, that is, within the team, and as a main feature of the image of the enterprise as a whole. Vertically, horizontally - it is necessary to take obligations very responsibly, only this will help to really successfully avoid unpleasant, conflict situations that could undermine the reputation of the company.
Trust and control
When developing a company motto, marketers very often suggest that the manager choose something that would encourage the client to trust their organization. Indeed, the ability to operate with such arguments means a lot in modern market, but it is important not only to speak big words, but also to conduct business in such a way that the practice confirms the statements of the marketing department published in advertising campaigns to promote products. Trust implies confidence that all parties to a transaction are ready to fulfill their obligations. If agreements are made, they must be observed, if rules are established, they must be followed.
At the same time, the manageability of the enterprise is analyzed as a company value. The term is usually understood as the level of controllability of the company's subsystems relative to management. Manageability can be assessed by analyzing the consistency of the activities of all employees of the enterprise and departments. At the same time, first of all, attention is paid to work related to the implementation of management decisions. Manageability also shows how correct and durable the organizational order has been created within the company.
Quality as the path to success
Perhaps, this value is declared by any organization (however, it is not a fact that what is officially declared will be observed in practice). When trainings, interviews, briefings, and meetings are held, the speaker always urges everyone to adhere to quality standards and carefully work through all assigned tasks.
In general, quality is generally understood as compliance of the results of the work process with standards and client requests. To identify the quality level, you need to compare utility indicators, as well as previously produced products. It is necessary that the characteristics of modern ones be better. Quality involves analyzing the items and services provided to the client in comparison with those that a competitor can offer. Improvement relative to one's own proposals in the past and rival ones in the present and projected future is the key to the success of the organization.
Dignified, adequate and orderly
Speaking about the company's values, it is especially worth noting dignity. This term is usually used to denote respectful attitude towards the personality of each employee of the enterprise. The company is obliged to recognize the individuality of employed employees. Adequacy, in turn, presupposes the ability and inclination to resolve conflict situations in compromise ways, developing solutions acceptable to all parties to the process.
Orderliness is an indicator of the enterprise’s performance, which is expressed through the systematization of all labor processes. Work must be rationalized and unnecessary labor costs eliminated. At the same time, it is in the interests of the company to set up the work process so that raw materials, time, and money are spent to a minimum. This also applies to orderliness as a declared company value.
Working together to be the best
Some modern enterprises, denoting the values characteristic of them, Special attention focus on synergy. The term is usually used to denote such additional energy, a fundamentally new qualitative level that is achieved an integrated approach using several factors, each of which individually can already stimulate success. A company that promotes synergy as a value sets up the work process, generating impulses that help develop.
Competition plays an equally important role. This example of company values suggests that employees are raised to strive to be as good as others and, if possible, to excel. Analysis on this aspect involves mutual comparison of objects and subjects of the work process.