In difficult financial times, companies face various moral issues to try to keep up with their competitors. Although these issues have a direct impact on employee decision making, businesses rarely address how employees should assess the ethics of their actions and incorporate ethics into their decisions. Often this can be alleviated by creating and maintaining a corporate culture with a focus on ethics. Corporate culture is often considered to be both a source of various problems and the basis for solutions and is certainly a factor that determines how people behave in an organization.
Definition of values according to Kraft Foods Our Values Innovation — Satisfying real-life needs with unique ideas Quality — Fulfilling a promise to deliver the best Safety — Ensuring high standards in everything we make Respect — Caring for people, communities and the environment Integrity — Doing the right thing Openness — Listening to the ideas of others and encouraging an open dialogue These six values are what we stand for, the standard of conduct we hold ourselves to and our commitment to the people who work with us, invest in us, and purchase our products.
They plainly communicate what the world can expect of Kraft and what we must expect of ourselves. Definition of values according to Lexmark For some companies, mission statements are reserved for annual reports, but Lexmark has infused its culture with the aspirational principles that guide our business operations.
Our Vision Statement and Values were drafted by employees, embraced by the board of directors, and promulgated by senior management. They are prominently posted in Lexmark offices around the globe so that employees, customers and partners are reminded daily of Lexmark's operating philosophy.
The values below are the fundamental beliefs every Lexmark employee should follow. They are the foundation of our vision. We, as Lexmark employees, will try to always act in a manner consistent with these values, and will be open to give and receive advice to make our behavior consistent with them.
Customers are key - they should be the focus of everything we do. All our work should be carried out with them in mind, whether they are internal or external customers.
Customer satisfaction is the top priority of every employee and the purpose of every job. Cost-effective, ongoing achievement of customer satisfaction is the foundation of our business.
Our people are our future. We must strive to attain maximum employee contribution by valuing our individual differences, helping employees to fully utilize their talents and be their best, and fulfilling employee needs wherever possible.
We have accepted a responsibility to be effective stewards of all our shareholders' resources. Through our performance, everyone will be properly rewarded for their investment in Lexmark.
We are responsible to the communities in which we live and work, the environment, and to the world community as well.
Mutual respect is the recognition of the equal worth of each individual, with full utilization of our diverse backgrounds, interests and strengths.
Actions we take on behalf of Lexmark must maintain the dignity of the individual. Likewise, every employee has the responsibility to contribute to and protect Lexmark's assets, including its image and financial returns.
Integrity means being honest, being fair, standing up for what you believe, and doing what you say you will do.
A long-term perspective is important to our success. As a daily priority, we will make decisions to invest long term while managing short-term demands. Excellence is the performance of every task in a superior manner.
We take pride in doing this through accepting ownership, exceeding customer expectations and striving for continuous improvement in everything we do - including our thinking, our daily work, and every product and service.
Definition of values according to Merck 1. Our business is preserving and improving human life. All of our actions must be measured by our success in achieving this goal. We value, above all, our ability to serve everyone who can benefit from the appropriate use of our products and services, thereby providing lasting consumer satisfaction.
We are committed to the highest standards of ethics and integrity. We are responsible to our customers, to Merck employees and their families, to the environments we inhabit, and to the societies we serve worldwide. In discharging our responsibilities, we do not take professional or ethical shortcuts.
Our interactions with all segments of society must reflect the high standards we profess. We are dedicated to the highest level of scientific excellence and commit our research to improving human and animal health and the quality of life.
We strive to identify the most critical needs of consumers and customers, and we devote our resources to meeting those needs. We expect profits, but only from work that satisfies customer needs and benefits humanity. Our ability to meet our responsibilities depends on maintaining a financial position that invites investment in leading-edge research and that makes possible effective delivery of research results.Values influence your behavior because you use them to decide between alternatives.
Values, attitudes, behaviors and beliefs are cornerstones of who we are and how we do things. They form the basis of how we see ourselves as individuals, how we see others, and how we interpret the world in general.
We began with questions on culture (e.g., what are the core values, how are they manifested, developed, and their effects on employees), then on the CEO (e.g., salient characteristics, impact on employees and on company, and role in shaping the culture).
If you change their attitudes, their values, their beliefs, their behaviors, you will change your culture. If you don’t, you will fail. This is why you must have alignment with your leadership team. These values have a strong influence on employee behavior as well as organizational performance.
In fact, the term organizational culture was made popular in the s when Peters and Waterman’s best-selling book In Search of Excellence made the argument that company success could be attributed to an organizational culture that was decisive.
1 Define ethics and explain how ethical behavior relates to 4 Define corporate social responsibility and how to evaluate it along economic, legal, ethical, and discretionary criteria.
5 Describe four organizational approaches to environmental responsibility, and explain the philosophy the stated corporate values. This chapter expands on.
They want every employee to understand the values, contribute to the values, and live the values. Once defined, the values should impact every aspect of your organization.
You must support and nurture this impact or identifying the values will have been a waste of your time.