BUS610 Wk1 Assignment
BUS610 Wk1 Assignment
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Date Created: 11/14/15
Running Head THE CULTURE OF VALUES HOW A COMPANY The Culture of Values How a company sees itself Kerry Vault BUS610 Organizational Behavior Professor Yamil Guevara Ashford University April 13 2015 THE CULTURE OF VALUES HOW A COMPANY SEES Introduction The culture of a company is represented by how values are spelled out what values are actually represented and how physical representation of the company meld together to establish how the company wishes to be represented A company can establish presence and create a message through signage logos and other visual cues that speak without making sound otherwise known as observable artifacts In addition the owners of a company create vision statements and core values known as espoused values to establish how they would like to be seen by the public and represented by their employees The reality of how employees view the company and their role in it represents the enacted values of the company With the ability to see all of these factors working together and to make changes where necessary to continue to represent where the company should be the owners management and employees of the company can SUCCGCd as 0116 Visual Culture The culture of LifeLegacy Foundation my previous place of business was seeped in moral and ethical factors The presence of our logo on the face of our building letterhead email signatures and website represented how we wanted to be perceived as a company The logo is the name of our company with a halo superimposed over the L This logo is a type of observable artifact maintained as a physical sign of how our culture was represented B aack 2012 When a halo is used it should signify innocence and compassion which is how we wanted our company to be portrayed The use of the halo demonstrates the necessary research that was done for the use of an artifact in portraying the message that people will see VU THI THE CULTURE OF VALUES HOW A COMPANY SEES 3 2008 In addition to the logo another observable artifact is the name of the company itself signifying that we are in the business of making sure what people leave behind will matter making a difference in someone s life Espoused Values As a leader in the industry LifeLegacy foundation made it a point to highlight a few factors that set them apart from the competition These factors make up the culture of the company indicated as core values and primary beliefs and are primarily what the company would like to achieve For example LifeLegacy foundation strives to be the only nonprofit AATB accredited nontransplantable tissue bank in the world Through these aspirations LifeLegacy is establishing the espoused values that the employees clients and vendors should be aware of and follow to align with how the company wishes to sustain itself B aack 2012 This alignment with how the company exists is primarily a tactic that the company is using to create an environment of pride for the employees as well as a guideline for the management to follow when representing the company to outside sources This pride in the company coupled with an understanding of the values that the company maintains allows the employer to feel that they are represented by employees that will also remain loyal Khandelwal amp Mohendra 2010 In addition to creating as loyal employee one that will represent the company s core beliefs and values the espoused values also sustain longevity for the company itself In fact according to Sutton and Callahan 1987 as cited by Khandelwal amp Mohendra 2010 espoused values in itself have been found to play another key role for organizations they are used to enhance organizations reputations or images p 21 This enhancement of the THE CULTURE OF VALUES HOW A COMPANY SEES company image is a winwin for the company and employee allowing both to enjoy a prosperous future After all the better a company looks in the eye of the public the more successful they should be at creating an ideal working environment for the employee and a comforting environment for the potential donors Enacted Values The espoused values created by LifeLegacy foundation are guidelines for what the company would like to see how the employees and management act and behave while representing the company These behaviors and actions are what create the makeup of the company otherwise known as enacted values Baack 2012 and are the true litmus test of how communication and translation have taken place from the espoused values laid out by the company The enacted values are probably easier to observe yet much more difficult to explain For example the employees of LifeLegacy are paid extremely well when able to pick up extra work as in overtime and extra shifts but are expected to keep company costs to a minimum What this translates to be is that lowerpaid employees will staff some shifts even though they may not be the most qualified Other costsaving measures by the company include inefficient yet lowcost travel arrangements and less than sufficient meal allowances These types of policies equate to employees that believe that money is the most important part of coming to work This value for financial advancement overshadows the espoused value of a community oriented nonprofit environment that should exist to serve the need of medicine The disconnect between what the organization would like to portray as the values and how the employees actually behave is a dangerous and potentially damaging threat According THE CULTURE OF VALUES HOW A COMPANY SEES 5 to a study performed by Schuh amp Miller 2006 Values violation results in loss of credibility and relationship disengagement by those who deal with the organization p721 This potential is why the company should be aware of how the employees are representing the company and how management is providing guidance in line with the values that should be represented Differences in Values An interesting relationship that develops with the espoused values and enacted values is who creates them and how they are communicated For example typically the creators of the values or espousers are typically more politically minded and attempt to capture the shareholder s favor almost by telling them what they want to hear On the other hand the people who actually enact the values primarily the management of the company are more concerned with the operations and budgetary constraints the company has placed upon them Because of this difference in motivation the changes in espoused versus enacted values becomes more understandable Schuh amp Miller 2006 and perhaps avoidable or in the very least diminished Conclusion The understanding of how the communication process should ensue may help employees management and owners of the company discover how to redirect the actual existence of the company through realistic and achievable goals With an established set of values and the ability to test them against the actual values displayed through employee behavior the owners can implement visual signs that can represent the company in a light they wish to establish in the public eye THE CULTURE OF VALUES HOW A COMPANY SEES References Baack D 2012 Organizational behavior San Diego CA Bridgepoint Education Inc Retrieved from https content ashfordedubooksAUB US6 1 0 122 Khandelwal K A amp Mohendra N 2010 Espoused Organizational Values Vision and Corporate Social Responsibility Does it Matter to Organizational Members Vikalpa The Journal For Decision Makers 353 1935 Retrieved from httpehisebscohostcomproxvlibrarvashfordedu Schuh A M amp Miller G M 2006 Maybe Wilson was right espoused values and their relationship to enacted values International Journal Of Public Administration 9 719 Retrieved from httpWWWtandfonlinecomproxy library ashfordedudoi ab s 1 0 1 080 0 1 9006906007675 83VSVEJlWXFUg2 VU THI T 2008 Sacred Object Artifact or Cultural Icon Displaying the Xang bok Tree of the Thai People Asian Ethnology 672 287304 Retrieved from httpehisebscohostcomproxylibraryashfordedu
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