A521.5.4.RB – Core Workplace Values Assessment

Core Workplace Values Assessment

According to Hoch and Kunreuther (2005), studies revealed that we, as individuals, are very inconsistent in recognizing or determining our choices or determinations.  They further indicated that our inconsistencies do not randomly transpire, but instead, those inconsistencies are susceptible to and are in accord with the climate of our decisions or judgments.  Furthermore, they claimed that the context of our determinations or choices is affected by our preferences powerfully and congruently.

Becoming a real leader is growing to be a strong individual/person with a strong foundation of principles, values, and ethics to have the ability to support and nurture others that are weaker than them.  The real leader focuses on becoming excellent at the things that they love to do most in their life to inspire others in doing the same. A real leader inspires and motivates the people that surround them in taking action on their accord without creating an aura of negativity or threat in their environment. A real compassionate leader possesses a powerful and passionate vision of what they want to accomplish in their organization, community, and the globe, sharing their visions with everyone they work with and encounters daily.  A real leader instills hope within their organization and community when things are not working right or when things seem to be failing.

The result of my top five core workplace values assessment aligns with my personal and work values.  Those core values are an opportunity for balance between work life and family life, integrity and truth, having a positive impact on others and society, professional development and on-going learning growth, and autonomy independence freedom.  I have always been an excellent coach, friend, employee and a leader.  It has always been my dream to be an excellent positive influencer to anyone that I encounter.  I want to be a significant contributor in shaping our workforce, community, organization and the globe as a whole a better future by having the ability to understand how the future tends to emerge, and most especially by being open to new possibilities and new opportunities.  I believe that it has been my calling to positively lead a group of individuals creating a better world making every citizen of the globe feel valued.

It is of importance to me that every member of my group works and communicates with transparency trusting in each other's strengths and supportive and willing to develop each other’s weaknesses.  Trusting each other gives us the ability to be a better listener, more patient, and more grateful for new experiences and newly formed relationships.  In addition to, members of the workforce that I will be leaving behind have the desire to continuously develop their skills in reframing the challenges that they face daily, increasing their creativity and innovative thinking, unlocking an array of determinations.

Fredrickson & Losada’s (2005) claim that emotions that are positive have a unique connection with flourishing health, most specifically with our mental and physical condition makes sense to me.  Caprara et al. (2012) reaffirmed that the majority focus of psychological researchers is the identification or recognition of the different behaviors, traits, cognitions, and emotions that are positive may conceivably cultivate and elevate human flourishing and well-being.  As a leader, I need to have a definite and positive commitment to the growth of the people that I work with and focus on helping them to become better individuals – personally and professionally.  Promoting an understanding of the field, the discipline, the leadership role together through open communication and transparency, and most importantly, practice work/life balance.

Adventist Health System is a healthcare organization that is faith-based and a nationally recognized in safety and patient satisfaction, quality of service and has more than 80,000 employees nationwide.  All employees of Adventist Health System preserve a whole-person health tradition by caring for the spiritual, emotional and physical needs of every patient.  Adventist Health System’s 45 hospital campuses incorporate most advanced technology and clinical research to serve it’s 4.7 million patients annually.  Although all 45 facilities operate self-sufficiently to deliver services and care to their local community, all maintain united in one mission of Extending the Healing Ministry of Christ.

Out of Denning’s four values, “Genuinely Ethical Values” is the best value that represents my current organization, Adventist Health System.  At Adventist Health System, all staff and leadership are encouraged and empowered to adopt a behavior of producing or involvement giving them stakes in the decision making or leading initiative that has a direct effect on their jobs or positions in the organization.  The culture of producing, co-ownership, empowerment, and involvement has translated to increased productivity in our organization.  Employees who feel vested in our organization cultivate the strong work ethics within their peers, they have become more self-sufficient, and are getting confidence in navigating their responsibilities, with minimal interference and depending lesser from their supervisors for direction in accomplishing tasks.  The culture of producing and empowerment also fosters team cohesion within our organization.

Conclusion

Winston and Patterson (2006) describe leadership as shaping the supporters’ values, attitudes, and behaviors towards risk, failure, and success.  They further indicated that leadership is creating and sustaining peace in the organization - not the absence of conflict but a place where peace grows.  Whenever a leader influences the followers’ values, the members develop the willingness to be more agreeable on the leader’s initiatives and trust that the leader will lead his/her team to success.  When the team is successful, it brings pride and self-confidence to every member of the team.  When members of the team are confident, well-engaged and empowered, peace within the organization is sustained and inevitable.

To be a competent and ethical leader, I need to consistently empower my followers, team, and colleagues to be innovative, building up their self-confidence and continuously endows to the psychological growth and development of my peers and team members.  I have to condition, select and influence my team and colleagues with different abilities and skills and to align their mission and goals to our organization’s goals and mission.  As a leader, I have to validate my commitment to the values of showing humility, displaying mercy, belief in the actions of my team, and controlled discipline. 

References

Caprara, G. V., Alessandri, G., Eisenberg, N., Kupfer, A., Steca, P., Caprara, M.G., &…Abela, J.

(2012). The positivity scale. Psychological Assessment, 24(3), 701-712. doi: 10.1037/a0026681.

Fredrickson, B.L. & Losada, M.F. (2005). Positive affect and the complex dynamics of

human flourishing. American Psychologist. Advance online publication. doi: 10.1037/0003-066X.60.7.678.          

Hoch, S. J., & Kunreuther, H. C. (2005). Wharton on making decisions. (1st edition.).

Hoboken, NJ: John Wiley & Sons Inc.

Winston, B. & Patterson, K. (2006). An integrative definitions of leadership.

            International Journal of Leadership Studies. Retrieved from:

http://www.regent.edu/acad/global/publications/ijls/new/vol1iss2/winston_patterson.doc/winston_patterson.pdf.