Most companies of the “Fortune 100” have corporate core values. Values that should stand for the beliefs of the founders or management. But in many cases these values are meaningless. The reason, in many cases, is, that the responsible persons in a company thinks they have to.
Why? Because mostly all successful companies have defined also some kind of values. But this approach can lead to more damage than positive impact. Sticking to values needs a strong standing from everybody in the company. Not only the employees have to develop a mindset for lived values. Also corporate governance and strategy have to adept values in the same meaning as for the single employee. Living them in the right or wrong way could therefore have a not insignificant impact on corporate governance, culture and strategy.
This assignment will give a brief overview about the meaning, possible impact and implementation of corporate core values in an existing corporate culture.
Table of Content
1. Introduction
2. Corporate Culture
2.1 The definition of corporate culture
2.2 Values in a corporate culture
3. Corporate Core Values
3.1 The meaning of corporate core values
3.2 The impact of corporate core values
4. Implementation of corporate core values
4.1 Defining corporate core values
4.2 Adapting processes to core values
5. Conclusion
Objectives and Topics
This work examines the strategic implementation of corporate core values within an existing company culture. The primary research goal is to identify how core values can be effectively defined, integrated into daily operations and HR processes, and maintained as a long-term foundation for corporate identity, while avoiding the risks of meaningless or empty value statements.
- The definition and categorization of corporate culture.
- Distinguishing between different types of values, specifically core values vs. aspirational or accidental values.
- Analyzing the impact of core values on employee motivation, performance, and strategic decision-making.
- Methods for implementing and promoting core values within organizational processes.
Excerpt from the Book
3.2 The impact of corporate core values
Putting core values over standard economic aims, e.g. within strategic decisions, will lead to more integrity of the board members and to all other executives. Employees will work with more intrinsic motivation, if they get the feeling, that everybody in the company is living the defined core values. Self-accountability and employee ownership will be supported through easier understandable and faster decisions making by value. This impact cannot be forced or supported by extrinsic motivators like money. Rather an intrinsic motivation will be created through an implementation. Having a look on Herzberg`s “two-factor theory”, corporate core values can support and increase the motivator factor which leads to an increasing job satisfaction. Setting the right goals and their evaluation regarding to values could also increase the performance of every employee regarding to Locke´s “theory of goal setting and task motivation”.
For that reasons, they can lead to differ against competitors on the market. Cause with a set of convincing and meaningful values a company can gain big advantages due to higher motivated and engaged employees. It will boost the overall outcome and performance of the whole company. From a long-term view, this can compensate economic disadvantages caused by possible strategic decision making by value. To take this thought one step further, it can open also a way of new opportunities.
Summary of Chapters
1. Introduction: This chapter provides an overview of the importance of corporate core values and outlines the potential negative impact of poorly implemented value systems.
2. Corporate Culture: This section defines corporate culture through various scientific perspectives and categorizes the different types of values that exist within an organizational framework.
3. Corporate Core Values: This chapter explores the specific meaning and significant impact that core values have on organizational alignment and employee motivation.
4. Implementation of corporate core values: This part details the practical steps for defining core values and integrating them into essential business processes such as HR management.
5. Conclusion: The concluding chapter summarizes the risks and success factors of value integration, emphasizing the need for long-term consistency.
Keywords
Corporate Culture, Core Values, Employee Motivation, Human Resource Management, Organizational Strategy, Corporate Governance, Values Implementation, Internalization, Strategic Alignment, Corporate Identity, Performance Measurement, Subcultures, Leadership Integrity, Long-term Sustainability, Employee Engagement.
Frequently Asked Questions
What is the core focus of this work?
This work focuses on the strategic implementation of corporate core values within an existing organizational culture and how to avoid the pitfalls of meaningless value definitions.
What are the central themes discussed?
The central themes include the definition of corporate culture, the categorization of values, the impact of core values on performance, and practical steps for their long-term integration.
What is the primary objective of this research?
The primary objective is to demonstrate how companies can move from theoretical value statements to a lived corporate reality that strengthens commitment and strategic integrity.
Which scientific methods are utilized?
The work utilizes a descriptive analysis of existing management theories, including models from Schein, Lencioni, and Goffee and Jones, to establish a framework for value implementation.
What topics are covered in the main body?
The main body covers the definition of corporate culture, the distinction between different value types, the strategic impact of core values, and concrete HR-related implementation strategies.
Which keywords characterize this assignment?
Key terms include Corporate Culture, Core Values, Employee Motivation, HR Integration, and Organizational Strategy.
Why does the author emphasize that value programs should not be rushed?
Drawing on the metaphor of fine wine, the author argues that culture change is an ongoing, long-term process that requires consistency rather than quick, short-term actions.
How can subcultures affect the implementation of core values?
According to Goffee and Jones, companies possess different subcultures (e.g., Networked, Mercenary, Fragmental, Communal), which influence whether specific values are accepted or resisted.
- Arbeit zitieren
- Dirk Köhler (Autor:in), 2016, Company Core Values. Implementation in Existing Company Cultures, München, GRIN Verlag, https://www.grin.com/document/315777
