PDF-Why values

Values represent our guiding principles our broadest motivations influencing the attitudes we hold and how we act Holmes et al 2011 It is therefore essentialthat we recognise the importance of values. Fiftyfour variables of work satisfactionsuch as time freedom precision work power technical competence and public contactare listed and described This as an HIIHFWLYH57347WRRO57347IRU57347MRE57347VHHNHUV5735957347WKRVH5734757535QH57360WXQLQJ57347WKH chapter three. McGraw-Hill/Irwin. Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.. Learning Objectives. Describe the various personality traits that affect how managers think, feel, and behave. (document is to be viewed in line with Certitude Values and Behaviours document 2013). The following Values and Behaviours are designed for Leaders and Managers within Certitude. These are in additional to Certitude’s Values and Behaviours document issued in 2013. . National Association of Police Fleet Managers – 3 June 2014. Justin Featherstone MC FRGS. Distributed and Shared Leadership. Is a systemic view of leadership in which a greater number of people are involved in leading within their organisation a more resilient and sustainable model?. Personality and Values; . Are they related? . What is the framework on the association between the two? . Does Personality explain values or opposite? . What are values? . In general, values are important and enduring beliefs or ideals shared by the members of a culture about what is good or desirable and what is not. Values exert major influence on the behaviour of an individual and serve as broad guidelines in all situations. . Presented . by. Debbie Little Steve Merritt. College of Agricultural Sciences Villanova University . Penn State University. Mind Awaken Exercise. ACTIVITY: Identify the . Values and Vision . for NYC expressed by Mayor Bloomberg in the video clip . Presentation to the City . V. alues Forum:. Integrity Matters conference. Oonagh Harpur and Tony Manwaring. Tomorrow’s Company. To date:. Interviewed 28 chairmen, non-executives, CEOs, company secretaries and general counsels . What kind of person am I? . Understand yourself and what matters to you. . Your . values are the things that you believe are important in the way you live and . work. They . determine . your priorities, and, deep down, they're probably the measures you use to tell if your life is turning out the way you want it . What is a VALUE?. A Value is: . An ultimate truth or standard of morality. An idea about non-tangible concepts. Important to belief systems. Value in Lincoln-Douglas. Values in LD Debate work the same way. The Olympic and . Paralympic. Values. It takes more than being a brilliant sports man . or woman to become an Olympian or Paralympian. . Top class athletes try to live according to a set of beliefs . McGraw-Hill/Irwin. Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.. Individual Behavior at OhioHealth. OhioHealth has weathered economic recessions and national skills shortages by being an employer of choice for job applicants, minimizing absenteeism and turnover, encouraging extra-role behavior, and supporting high performance.. Ethics and Values Defined. Ethics. The study of conduct and character. It is concerned with determining what is good or valuable for individuals and society at large.. Values. Personal beliefs about the worth of a given idea, attitude, custom, or object that set standards that influence behavior.. Learning Objectives. Understand why shaping culture is a vital function of leadership. Recognize the characteristics of a responsive, as opposed to a resistant, culture. Know how to establish a high-performance culture by paying attention to both values and . Status is ubiquitous in modern life, yet our understanding of its role as a driver of inequality is limited.  In Status, sociologist and social psychologist Cecilia Ridgeway examines how this ancient and universal form of inequality influences today’s ostensibly meritocratic institutions and why it matters. Ridgeway illuminates the complex ways in which status affects human interactions as we work together towards common goals, such as in classroom discussions, family decisions, or workplace deliberations. Ridgeway’s research on status has important implications for our understanding of social inequality. Distinct from power or wealth, status is prized because it provides affirmation from others and affords access to valuable resources. Ridgeway demonstrates how the conferral of status inevitably contributes to differing life outcomes for individuals, with impacts on pay, wealth creation, and health and wellbeing. Status beliefs are widely held views about who is better in society than others in terms of esteem, wealth, or competence. These beliefs confer advantages which can exacerbate social inequality. Ridgeway notes that status advantages based on race, gender, and class—such as the belief that white men are more competent than others—are the most likely to increase inequality by facilitating greater social and economic opportunities. Ridgeway argues that status beliefs greatly enhance higher status groups’ ability to maintain their advantages in resources and access to positions of power and make lower status groups less likely to challenge the status quo. Many lower status people will accept their lower status when given a baseline level of dignity and respect—being seen, for example, as poor but hardworking. She also shows that people remain willfully blind to status beliefs and their effects because recognizing them can lead to emotional discomfort. Acknowledging the insidious role of status in our lives would require many higher-status individuals to accept that they may not have succeeded based on their own merit many lower-status individuals would have to acknowledge that they may have been discriminated against. Ridgeway suggests that inequality need not be an inevitable consequence of our status beliefs. She shows how status beliefs can be subverted—as when we reject the idea that all racial and gender traits are fixed at birth, thus refuting the idea that women and people of color are less competent than their male and white counterparts. This important new book demonstrates the pervasive influence of  status on social inequality and suggests ways to ensure that it has a less detrimental impact on our lives.