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  • Role 1-Direction Setting: Competency: Creating Focus Through Vision Statement

    Transféré par

    Robert Miller
    13 vues9 pages
    The document discusses different frameworks for defining an organization's vision, including its core values, purpose, audacious goal (BHAG), and vivid description. It also summarizes several theories of individual values, including terminal and instrumental values by Rokeach and Schwartz's four categories of motivational types of values (openness to change, conservation, self-enhancement, and self-transcendence). When defining an organizational vision, it is important to consider aligning individual values of employees with organizational values like achievement and respect for people.

    Description originale:

    Vision

    Titre original

    Vision Building

    Copyright

    © © All Rights Reserved

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    The document discusses different frameworks for defining an organization's vision, including its core values, purpose, audacious goal (BHAG), and vivid description. It also summarizes several theories of individual values, including terminal and instrumental values by Rokeach and Schwartz's four categories of motivational types of values (openness to change, conservation, self-enhancement, and self-transcendence). When defining an organizational vision, it is important to consider aligning individual values of employees with organizational values like achievement and respect for people.

    Droits d'auteur :

    © All Rights Reserved
    Téléchargez comme PPTX, PDF, TXT ou lisez en ligne sur Scribd
    Signaler comme contenu inapproprié
    13 vues9 pages

    Role 1-Direction Setting: Competency: Creating Focus Through Vision Statement

    Transféré par

    Robert Miller
    The document discusses different frameworks for defining an organization's vision, including its core values, purpose, audacious goal (BHAG), and vivid description. It also summarizes several theories of individual values, including terminal and instrumental values by Rokeach and Schwartz's four categories of motivational types of values (openness to change, conservation, self-enhancement, and self-transcendence). When defining an organizational vision, it is important to consider aligning individual values of employees with organizational values like achievement and respect for people.

    Droits d'auteur :

    © All Rights Reserved
    Téléchargez comme PPTX, PDF, TXT ou lisez en ligne sur Scribd
    Signaler comme contenu inapproprié
    sur 9

    Role 1- direction

    setting
    Competency: creating focus
    through vision statement

    VS
    Framework/components
    Core value
    Core purpose
    BHAG
    Characteristic Vivid description

    Rokeach terminal values


    True Friendship
    Mature Love
    Self-Respect
    Happiness
    Inner Harmony
    Equality
    Freedom
    Pleasure
    Social Recognition

    Wisdom
    Salvation
    Family Security
    National Security
    A Sense of

    Accomplishment
    A World of Beauty
    A World at Peace
    A Comfortable Life
    An Exciting Life

    Rokeach Instrumental
    Cheerfulness
    Ambition
    Love
    Cleanliness
    Self-Control
    Capability
    Courage
    Politeness
    Honesty

    Imagination
    Independence
    Intellect
    Broad-Mindedness
    Logic
    Obedience
    Helpfulness
    Responsibility
    Forgiveness

    Schwartz value theory


    Openness to change
    Self direction, Stimulation

    Conservation
    Security, conformity, tradition

    Self enhancement
    Achievement,

    Power

    Self-transcendence
    Benevolence, Universalism

    Hedonism

    Org Values
    Try to match individual and organizational

    values e.g., achievement orientation, result


    orientation, change orientation, respect for
    people etc.
    Do you think hedonism (fun) should be an org

    value?

    Core purpose
    Represents the value proposition.
    E.g., postgraduate management education
    Electric power.
    Academic books
    Great coffee
    Integrated solution
    Analytic for decision making

    Audacious goal
    Time
    Quantity
    Standard
    Position e.g., first, third etc.
    Achievable 70 percent

    Vivid description
    Inspiring language

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