Management by values & Pragmatic Spirituality.

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Management by values & Pragmatic Spirituality.Assingment 1Rohit KumarMBA C174

Managing by valuesCharacteristicManaging by values (MBV) creates the framework for today's leaders and managers.MBVmethod is important in the management of organizations in a complex environment. The issue of values was previously considered "too soft" to be turned into a serious approach to management, now it turned into a central part in discussions about strategy and organizational changes. Focusing on the key values has become necessary to carry out organizational change.The values should be the focus on issues related to organizational change, as well as in the whole practice of management. In some of the world's emerging economies,MBVis fast becoming a major force for the rebuilding of sustainable and competitive culture.

MBVcan be defined as both a philosophy and practice of management, it focuses on the key values of the organization and their consistency with the objectives.Scientific studies have confirmed that the key to understanding the behavior of complex systems is to understand the values that each of them contains. System values are motivators that shape the behavior of individuals, organizations and society.Management by values for the employees involves working with the process of meeting theneedsand their dignity at the same time. The company forms self-control teams and personal self-control environment. It raises thequalityof work and increases theidentificationand loyalty to the company.MBVuses following tools:Company missionVisionThe values important to the company - Code of Value

Pragmatic spiritualityPragmatic spirituality encompasses both psychotherapy and spiritual practice. Both aim to help us access deeper, more mature, and truer understandings and skills with the aim to increase happiness and well-being. The human being develops psychologically and spiritually and these two developments intertwine into one psycho-spiritual process. So, psychotherapy can be understood as an essential spiritual practice clearing the runway for take-off, so to speak. But there are also differences between psychotherapy and intentional spiritual work. Psychology is about personal and social experience, catching in its net the dualistic world of individual experience in a separate world.People, in modern times are in acute need of peace and happiness. Many materialistic approaches in society have been tried to achieve this but they created more problems than they solved. The materialistic models have gifted the humanity, problems like stress tension, frustration, depression, diabetes, heart diseases and many psychosomatic diseases. The so-called prosperous western countries are not necessarily happy. These models have hit hard on psychological as well as physical well being of the human race. Drug addiction in almost all strata of society in general and youth in particular has increased. Intolerance and haste is cannibalizing our psychological system. Though there is large amount of empirical data available to support this claim but the purpose of this paper in not to provide statistical evidence of human suffering which the world is witnessing. Sole purpose of this paper is to narrate the fact that materialistic approaches have not given sustainable models ensuring happiness and bliss with material progress. As a matter of fact the human race does not want material progress at the cost of health and peace. Therefore the world, particularly corporate world is turning towards spirituality. Spiritual columns in newspapers and popular magazines stand testimony to this. Spiritual corporate culture In this section, I discuss the importance of corporate culture as a natural path whereby spiritual and humanistic concerns may be explored. Thus, it is worth remembering that corporate culture is a by-product of the deeply held values and beliefs shared by the members of an organization. As such, corporate culture guides organizational mission and values and by probing them one can find what sort of purpose it pursues. As for the spiritual approach, it may likely flourish in organizational settings where the leaderships are searching for (1) The betterment of society and (2) Caring about other things than just economic value. In other words, workplace spirituality apparently derives from work settings where employees may express feelings of an inner life, sense of community, and are committed to meaningful work.Spirituality plays a key role in shaping the lives of people. Workplace spirituality creates better working environment in organization. People have started looking for meaning in life as well as in their work. The technology driven economy has satisfied the material needs but has given birth to a rat race resulting in to values bankruptcy at personal as well as organizational level. Values are imperative to spirituality. When personal values are aligned with organizational values the effectiveness of organization increases manifolds. If people and organizations practice and promote values and spirituality it can bring charismatic results in the personal and well as workplace life. Concern of spirituality is exploration of self and self-realization where as concern of workplace spirituality is to create a humane organization, which is productive and effective. Though the concept of workplace spirituality in modern organizations and its implementation are in the nascent stage of development.

MISSION AND VISIONOrganizations summarize theirgoals and objectivesinmission and vision statements. Both of these serve different purposes for a company but are often confused with each other. While a mission statement describes what a company wants to donow, a vision statement outlines what a company wants to be in thefuture.The Mission Statement concentrates on the present; it defines the customer(s), critical processes and it informs you about the desired level of performance.The Vision Statement focuses on the future; it is a source of inspiration and motivation. Often it describes not just the future of the organization but the future of the industry or society in which the organization hopes to effect change.

Comparison chartMission StatementVision Statement

AboutA Mission statement talks about HOW you will get to where you want to be. Defines the purpose and primary objectives related to your customer needs and team values.A Vision statement outlines WHERE you want to be. Communicates both the purpose and values of your business.

AnswerIt answers the question, What do we do? What makes us different?It answers the question, Where do we aim to be?

TimeA mission statement talks about the present leading to its future.A vision statement talks about your future.

FunctionIt lists the broad goals for which the organization is formed. Its prime function is internal; to define the key measure or measures of the organization's success and its prime audience is the leadership, team and stockholders.It lists where you see yourself some years from now. It inspires you to give your best. It shapes your understanding of why you are working here.

ChangeYour mission statement may change, but it should still tie back to your core values, customer needs and vision.As your organization evolves, you might feel tempted to change your vision. However, mission or vision statements explain your organization's foundation, so change should be kept to a minimum.

Developing a statementWhat do we do today? For whom do we do it? What is the benefit? In other words, Why we do what we do? What, For Whom and Why?Where do we want to be going forward? When do we want to reach that stage? How do we want to do it?

Features of an effective statementPurpose and values of the organization: Who are the organization's primary "clients" (stakeholders)? What are the responsibilities of the organization towards the clients?Clarity and lack of ambiguity: Describing a bright future (hope); Memorable and engaging expression; realistic aspirations, achievable; alignment with organizational values and culture

PurposeThe mission statement guides the day-to-day operations and decision-making of the organization. It helps intactical planningand "rallying the troops" around a common near- to medium-term goal. The mission statement helps members of the organization get on the same page on what they should do and how they should do it.The vision statement is, in a sense, loftier. It outlines the worldview of the organization andwhy it exists. It attracts people not just employees but also customers and vendors who believe in the vision of the organization.

What's in a Vision Statement?Vision Statement of the Toronto ZooWhen developing avision statement, it should be seen that the following questions are answered:

What do we want to do going forward?When do we want to do it?How do we want to do it?Features of aneffectivevision statement include:Clarity and lack of ambiguityPaint a vivid and clear picture, not ambiguousDescribing a bright future (hope)Memorable and engaging expressionRealistic aspirations, achievableAlignment with organizational values andcultureTime bound if it talks of achieving any goal or objectiveWhat to Include in a Mission StatementWhen developing amission statement, it should be seen that the following questions are answered:What do we do today?For whom do we do it?What is the benefit?Features of an effective mission statement are:Purpose and values of the organizationWhatbusinessthe organization wants to be in (products or services, market) or who are the organization's primary "clients" (stakeholders)What are the responsibilities of the organization towards these "clients"What are the main objectives that support the company in accomplishing its mission

Axes of management by values theoryThe theory of management by values is based on three axes:Economic and pragmatic values are necessary to maintain and connect variety of organizational subsystems.These relate to: performance, performance standards and discipline. These values have an impact on activities such as planning, ensuringqualityand accounting.Ethical and social values common to all employees determine how people behave in groups. This is related to human behavior, including relationships and social values such as honesty, respect, integrity and loyalty.Emotional and development values are the basis for creating new opportunities for action. These are related to: freedom, happiness and confidence. Examples of such values are creativity, creating of concepts, life, self-awareness, self-confidence, influence, adaptability, flexibility.Three-axis model of value-based management focuses on finding the key organizational values. It offers a chance to build a culture in harmony with these values and strategic objectives.Management by values todaySince the 90s the importance of economic and pragmatic values decreased, while the importance of ethical values has increased considerably. Moreover, among professionals, especially in the growing service sector, there can be seen more emphasis on the values associated with the development and emotions. These values are still critical elements to attract and retain top-class professionals, as employees are better educated, more mobile and require immediate satisfaction. Today the trust, rather than control, becomes increasingly important in the workplace.Today organizations are becoming increasingly global, diverse, flat, and flexible. Managers must thus realize the importance of understanding and managing the value of the teams, departments and cross-organizational units. Leaders must develop the ability to manage complexity, and this includes understanding and using core values at the organization and individual level.