70 minutes (10 minutes for individual work; 20 minutes for small-group work; 20 minutes for reporting and large-group discussion; 20 minutes for debriefing)
Work M–H P, O, D, M
1. To identify five important personal values
2. To identify five values important to your organization
3. To identify the effect on an individual when her or his values do or do not match those of the organization
• Personal/Work Values Worksheet for each participant
• Flipchart and marking pens
• Pens or pencils for participants
1. Give participants the “Personal/Work Values” worksheet and ask them to circle the five values on the sheet that are most important to them personally. Also direct them to mark the five values that are perceived to be most important to the organization in which they work.
2. When they have finished with their marking, place them in groups of 3–5 people, asking that they identify the five values they believe to be most important to the organization in which they work. Give participants enough time to reach consensus.
3. Ask each small group to report to the large group the five values they have identified and to record these on a flipchart, noting any duplication.
4. Ask the large group to discuss first the impact on individuals of working in an organization whose primary values match their own and, second, the impact of working in an organization whose primary values do not match their individual primary values. What feelings arise and what behaviors might be exhibited?
Note: Individuals are not asked to share their five most important personal values. If this is done, it will increase the risk of the activity to individuals.
1. How easily did your small groups identify organizational values? On which of the following was it easiest to agree (a) identifying your personal values, (b) identifying organizational values and comparing them with your personal choices, (c) discussing the organizational values as a group and reaching a consensus, (d) trying to identify contrasting values, or (e) discussing values and cultural differences in the organization? Hardest?
2. How did you feel as you read through the values list? How did you feel about the alignment or lack of alignment between your personal values and the values of your organization?
3. What values were demonstrated during your small-group discussion? What behaviors were helpful to your participation? Were there any that interfered with your participation?
4. How did you reach a consensus?
5. What have you learned?
6. How could you apply what you have learned to your work life?
1. Employees are generally able to agree about what workplace values are, based on their experiences in the organization.
2. Employees’ perceptions of workplace values may not match any stated or written values of the organization.
3. Identifying personal values can help you understand areas where you are comfortable or uncomfortable in your work environment.
4. The closer personal values are aligned with the values of the organization, the more likely you are to experience a sense of significance about your work and/or a sense of job satisfaction. If personal and organizational values are not aligned, personal stress may result.
5. Identifying similarities and differences in values can help build an atmosphere where differences can be discussed and understanding can be built.
Adapted from an activity in Understanding and Working with Values by Brian P. Hall and Martin L. W. Hall.
Circle the five values most important to you personally. then put checks beside those values that you perceive to be most important to your organization.
1. Collaboration: cooperating with others to assign responsibilities and to complete projects
2. Competition: possessing a sense of rivalry—not only with others but with myself—to be first and most respected in a given area
3. Creativity: displaying original thought and expression that bring new ideas and images to the organization in concrete ways that did not previously exist
4. Diversity: believing that an organization is creatively enhanced by people from a variety of cultures and ethnic and educational backgrounds
5. Economic Success: attaining favorable financial results in business through effective control and management of resources
6. Efficiency/Planning: thinking about and designing projects in the best possible and least wasteful manner before implementing them
7. Equality: legal, social, and economic equality for all people, including myself
8. Global Harmony: conducting business in a way that creates understanding, interdependence, and peace among nations in the business arena
9. Harmony: maintaining a peaceful social environment by avoiding conflicts
10. Hierarchy/Order: ranking people and things methodically to establish standards of what is good and proper
11. Honesty: expressing my feelings and thoughts in a straightforward, objective manner
12. Innovation: contributing new ideas for positive changes in the organization
13. Loyalty: staying with personal relationships and work organization for the long haul, even when things might be tough; giving my absolute best at all times
14. Productivity: generating and completing tasks and achieving externally established goals and expectations
15. Reason: thinking logically and reasonably; exercising reason before emotions
16. Rules/Accountability: having clear, written rules and holding everyone accountable to them
17. Service: contributing to the organization and society through my skills or knowledge
18. Synergy: experiencing the relationships of persons within the group to be harmonious and energized so that the achievements of the group far surpass the achievement of any individual
19. Technology/Science: use of all technological advances that can enhance my job
20. Tradition: ritualizing history and traditions as important links from the past to the future as a way to remember what we stand for
Adapted from an activity in Understanding and Working with Values by Brian P. Hall and Martin L. W. Hall.