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In this paper, there is a review and integration of research on standards in work administrations, bringing into focus the character values and politics play in determining persons' selections and behaviour during their workdays. This study will focus on addressing the role of standards and values in the business. Further, it includes the discussion on personal values about the different types of behaviour of people at the workplace (Ng, and Sears, 2020). As the paper proceeds, multiple tracks will be discussed through which directors' standards move the group and its members. The last section, it will discuss the communication between structural heights and the congruency between personal and organizational values, and how it impacts employers and employees. The research shows the broadness as well as stability of the different values which makes them a significant forecaster about the behavior at different levels of the business. This research ends with the discussion about the directions for future studies on the various values and standards in the organization.
Brief about beliefs and values
An individual's personal values are those beliefs that drive their actions and direct their conduct in life. The people weave into some of the personalities which clearly define the way they are. The values and beliefs become a part of the life of people which influence their actions and decisions. Further, the life of people varies and moulds by the selection of the values which are adopted by them (Beaver, Baker, and Binder, 2020). On the other side, belief is an idea that is held by a person as a truth. Whether a person bases their beliefs on certainty, probability, or faith is up to them. People's beliefs can be formed through a variety of sources, including their own experiences or experiments. “Workplace behaviour" also includes the manner in which an employee communicates with clients, treats one another, and accomplishes his daily duties. A positive performance culture, productivity rates, and customer satisfaction are likely to improve if employees consistently demonstrate positive behaviour.
Entity establishes a set of principles to support both diverse and institutional behaviors. The personal factors of a non-profit organization are in line with the organization's standards. If user consistency is consistent with organizational consistency, user behavior is likely to reflect those goals (Indradevi, 2020). Administrators need to keep in mind that organizational values need to match individual needs. The connection between the two allows the organization to act more effectively. Imagine an organization where functional assessment is a fair consumer observation that motivates employees to behave in the same way. To do this, employees need to align their principles with the corporate culture.
Personal perspectives and sentiments understand how people shape about there lives at what is meaningful to them. Personal perspectives give meaning to people's careers; they influence their behaviour, decisions, and charitable donations; and they shape the world. Ideas, truthfulness, entertaining, expertise, honour, economic freedom, perseverance in the face, compassion, attainment, validity, and comprehension are all examples of religious views. Each person has their own number of needs, and even a different level of authority (Alonso?Almeida, and Llach, 2019). It should be noted that people can only be knowledgeable if they believe in instinctual behaviour. Users make other people feel safe and achieved when they live their lives according the right character and ethical beliefs.
Identify 4 to 5 beliefs and values
Based on utilitarianism theory, workplace behaviour can be explained by separate beliefs and values. Moral theories such as utilitarianism are among the most popular and influential. As with other forms of consequentialism, it holds that actions are morally right or wrong based on the consequences of those actions. In particular, only effects produced by actions are relevant, both good and bad. There are four basic elements of utilitarian theories: consequentialism, wellbeing, neutrality, and aggregative (Kruzhilko, and et.al., 2019). Below mentioned are few of the values and beliefs that impact the workplace behaviour:
Supporting and invigorating the work: A person whose values align with their work or business will find that their efforts are supported and energized by them. For example, if an individual has a value regarding the trust of all people within the work and trusts them. It may be considered that there are some values that are aligned and some are not. In some cases, an individual will be happy with the different elements of work and others are not (Rear, 2020). The more an individual align with the values of work or business activities, the happier in the area of life.
Develop Stress at work: Any person experiencing stress at work should uncover the source reason of the pressure and take action to decrease the stress by tackling the cause. A disconnect between the values and the reality of work or business could be one reason for this. An individual have some financial security in the business but it is important to have proper cash flow position that shows the actual picture regarding the business activities. A person may feel financially insecure as a result of this, which could be resulting in stress (Aslan, and Atesoglu, 2021). Looking for a disconnect between the employee's values and what is happening at work or in the business can be helpful when an individual feels stressed.
Impact of relationship on work: Relationships at work may be affected if the values of an individual and those of the person with whom they deal differ. Depending on the values an individual holds, they may take different positions or behave in particular ways, or the other person may find something problematic because of the differing values. If you ask an employee about his/her personal life, he/she may feel irritated and feel intruded upon. The differing values also develop some issues and create conflict in the relationships at workplace. While considering the values of other people, it is important to move or take conversation from an individual to other people (Lentferink, and et.al., 2018). It can be beneficial for solving the issues and make improvement in the relationship with the people at workplace.
Telling an individual whether they are in right role of business or not: When an individual finds it difficult to honor the values or standards at the workplace or in business they can be in the wrong role of the work or company. If an individual value their creativity and their role require them to follow the procedure with an appropriate level of creativity along with new ideas it can be assumed that an individual is at the wrong place. Likewise, if someone does not value risk-taking, then running their own business may not be the right path for them. An individual should consider the values in relation to the role and responsibilities, as well as against the company values when contemplating a career change or unhappy in the current position (Hisam, 2021).
Creating discord between business and personal life: When an individual finds that their personal and professional lives are in conflict, it may be because their values are not being honoured in both areas. Success often involves lengthy hours of work, but appreciating family life means more time spent with them, so there will be a big dissonance between the personal and professional lives of an individual. Explore values in the personal and professional lives and determine whether they are being respected in each (Tutar, and Oruç, 2020).
Conflict between each other: In a business setting or at work, an individual may find that his or her values are in conflict with one another. While a person may value success and healthiness, he/she may be experiencing health issues due to long working hours, resulting in achieving success at work or in business. Individuals who take action to reduce their working hours will feel better if their values are aligned. A person's values can be in conflict with each other. Be aware of this conflict and take action to progress arrangement.
Influencing the leadership style: Leadership style and behaviour are influenced by values. When someone values authenticity, they will most likely lead authentically. Additionally, the values of the organization are often influenced by the values of the leader. Leaders who are self-aware, who are clear about their values, and who act with a sense of their values are usually very effective (Wood, 2019). Those leaders who are unaware of their values may lead inconsistently and erratically, and their decisions are difficult to understand. Leadership involves an examination of personal values and how they may influence leadership styles and their potential impact on business as a whole.
In addition to this, the values and standards help to analyse the behavioural standard. They place a limit on both sides of the organization whether it is inside or outside. In this kind of condition, it is considered ethical behaviour or ethics. It is the responsibility of every employee at every level of the organization to determine what they believe is right or wrong, right or wrong (Skrybka, 2018). Would anyone hide data about dangerous merchandise manufactured by the company, or would anyone feel bound to share it? How can anyone respond to petty theft on the part of the people or any co-worker in the workplace? The values of society influence ethical behaviour to a certain extent. There are certain behaviours that society tells us are wrong according to society. However, individuals must often decide what is acceptable and unacceptable for themselves. In many types of situations, the act may not be illegal and people disagree about the things which are perfect. People must determine their own standards of behavior in such circumstances. A high-performing organization aligns its individual values with its organizational values (Chory, Mainiero, and Horan, 2022). Therefore, individual behaviour will reflect the organization's goals when values align with organizational values. Nevertheless, personal values reflect what is important in the workplace. A person's mind-set and actions play an important role in their professional achievement and fulfilment. Moreover, values influence the leadership style of a leader. By influencing workplace culture, they signal a person's satisfactory and valued behaviour. Differentiation between individuals refers to the way people differ. It is the behaviour of every member of an organization that is unique. Employees' feelings, thoughts, and behaviours are affected by individual changes, which bosses need to understand (Mahmoud, and et.al. 2020).
Workplace negativity is a thing which cannot be ignored and every company has to face this issues. But with the advancement in the workplace various companies these days have develop their in-house strategies to deal with the issues. Few of the steps that has been taken by companies to decrease the negative effect of values and beliefs within companies are listed below:
From the above study, it can be summarized that values and beliefs are a major part of an individual’s life to perform well in the workplace. There is a major role played by values and beliefs that showcase the behaviour of an individual to achieve the objective. It discusses different paths by which the manager and their activities show their values and standards towards the work. It also helps in understanding the impact of individual beliefs on workplace behaviour which plays a significant role to understand their capacity of them to handle a situation. Managers also support the work and values of an individual that increase the level of motivation of an individual to perform in a positive way. It clearly gives an idea about the thinking and perception of an individual towards the work and enthusiasm at the workplace. The values and belief of an individual plays an important role in the workplace that defines the goals and objectives of the business. Thus, it has a valuable impact on the other people so that it is beneficial for the business.
In this segment of the study a brief reflective report will be provided on my person learning that took place within the module. In order to do the reflective study the Kolb’s reflective model will be used. The study will additionally discuss about in what manner the selected module that is “theories of management in addition toBeliefs, Values as well as Attitudes” has helped me in shaping my critical thinking aptitudes with that in what manner will use those critical thinking capabilities to have future engagement will also be explained. Overall the reflective will show my personal engagement with the module.
Review the learning that took place on this module
In order to do these segments I will be using one segment of the Kolb’s reflective model o explain what sort of learning occurred in this module. Using the Kolb’s reflective model will help in doing the experiential learning that will be done through:
With the help of the first element of Kolb’s model that is Concrete experience I will be explaining the learning that took place in this module which is mainly related to theories of management and Beliefs, Values and Attitudes. The first module that speaks about the theories of management has helped in understand that administrative hypothesis is usually connected with corporal issues like for example persuasion, headship as well as change also their usage to actual sites in addition to challenges. On the other hand beliefs means an inner feeling which something is not false although hat belief might be nor proven or irrational. And values are a sort of measure of the value or significance an individual attaches to anything (Anderson & De Silva, 2009).
The module has also helped me in understanding why to study the management theoriesfrom which I have identified that studying hypothesis offer and comprehension of what is experienced as well as a criterion for what is pertinent. Studying management theories also help in enabling effective interaction and also help in solving difficult association with each other. The second module related to beliefs, attitude and values I learnt that:
How the various topics have shaped your critical thinking abilities
Now in order to describe this segment I will be using the second element of Kolb’s Reflective Model that is reflective monitoring. Firstly, I will define what I understand about critical thinking. Decisive reasoning is the mentally focused course of effectively and capably conceptualizing, applying, dissecting, blending, or potentially assessing data assembled from, or created by, perception, experience, reflection, thinking, or correspondence, as a manual for conviction and activity(Heard, 2020). Using the reflective monitoring segment I have identified that these two modules has helped me in shaping my critical thinking abilities to a great extent. Initially when I was enrolled to this course I was not that much aware of these concept of management theories and attitudes, beliefs and values. But after studying this module I have gained very clear idea about these two concepts and also found out that these two interests me the most and I want to pursue my career on these two concepts only. Considering the critical thinking abilities I identified that these two models has open my idea about why studying management theories are important and how values, beliefs and attitudes shapes the workplace behaviour. In addition to this these modules has also helped me in understanding the actual meaning of management which was very vague to me prior to enrolling this course.Studying this module has also opened up my evaluation thinking and explaining the concept in a better manner. It also has improved my critical thinking abilities which I think to be a good leader is must for everyone.
How you intend to use critical thinking skills gained to inform future engagement
Abstract Conceptualization: Considering the abstract conceptualization part I will be explaining what I have experienced from this learning. These two modules on “theories of management in addition to Beliefs, Values as well as Attitudes” have helped me in a lot in gaining personal experience on the concept of management and organizational culture. Studying the concept of management theories and attitude beliefs not only help in clearing out my conceptual framework, however it has also helped me in shaping my future prospect also. It has clear my idea on what field I want to get professionally engaged which is one of the most important aspects of studying this module.
Active Experimentation: Using the active experimentation segment now I will be explaining how I will be using the critical thinking skills gained in this module to inform future engagement. Below mentioned are few of the points which I will use to inform future engagement:
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Heard, J., 2020. Critical thinking: Definition and Structure. Australian Council for Educational Research.
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Kruzhilko, O., Polukarov, O., Kalinchyk, V. and Tkalych, I., 2019. Improvement of the workplace environmental physical factors values monitoring by determining the optimal interval for their control.
Lentferink, A., Polstra, L., Groot, M.D., Oldenhuis, H., Velthuijsen, H. and Gemert-Pijnen,
L.V., 2018, April. The values of self-tracking and persuasive eCoaching according to employees and human resource advisors for a workplace stress management application: a qualitative study. In International Conference on Persuasive Technology (pp. 160-171).Springer, Cham.
Mahmoud, A.B., Fuxman, L., Mohr, I., Reisel, W.D. and Grigoriou, N., 2020. “We aren't your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower.
Ng, E.S. and Sears, G.J., 2020.Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices. Journal of Business Ethics, 164(3), pp.437-450.
Rear, D., 2020, March. Persisting values in the Japanese workplace: managerial attitudes towards work skills.In Japan Forum (pp. 1-21).Routledge.
Sharma, P.K. and Kumra, R., 2020. Relationship between workplace spirituality, organizational justice and mental health: mediation role of employee engagement. Journal of Advances in Management Research.
Skrybka, A., 2018. Generational Differences in the Workplace: The Influence of Debt on Work Values and Job Satisfaction.
Tutar, H. and Oruç, E., 2020. Examining the effect of personality traits on workplace spirituality. International Journal of Organizational Analysis, 28(5), pp.1005-1017.
Wood, J.C., 2019. Millennials in the workplace: mystery or magic?. Dispute Resolution Journal, 74(1), pp.111-120.
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