Paul Haarman: Establish and Maintain Organizational Goals and Values: Employee Perspective

Organizational goals and values establish the reason why we do what we do and why we exist as an organization says Paul Haarman. Every organization has its own unique purpose; however, most of them share common values which help maintain their existence such as: integrity, respect, dignity, safety, excellence in service delivery and fiscal responsibility. All organizations should have a mission statement to identify their organizational path forward in fulfilling their service delivery mandate. However, when there is a change in organizational leadership or culture it can affect the goal achievement process particularly when racialized staff members are not seen as valuable contributors to realizing these goals and objectives.

Here is how to establish and maintain Organizational Goals and Values:

  • Establishing and maintaining organizational goals and values requires engagement from all employees at every level of the organization including senior leadership, middle management and front-line staff. The organizational culture is the glue that holds an organization together even when there are changes in senior leadership because it speaks to what staff members believe in or what they want to be identified with within the organization. When employees feel valued for their contributions, work performance is likely to improve; however, this does not mean that staff needs to experience equitable treatment across all aspects of their employment (e.g., pay, benefits, etc.).
  • Many staff relationships tend to reflect the nature of the relationships between managers and employees says Paul Haarman. If staff feel like their managers respect them as individuals and value their contributions toward organizational goals then they will tend to engage more with organizational activities, but when managers do not seem interested in building strong relationships with employees it can create a sense of isolation and frustration for many staff members. A recent study (Nannewend & Smith-Crowe, 2011) found that the caring aspect of leadership is more important than technical expertise in influencing organizational commitment among health care providers. This means that managers must be committed to building relationships with their teams and maintaining healthy work environments where employees feel valued and respected; this will ultimately help establish stronger organizational goals and success towards them.
  • I support this approach because it does not single out any particular group but instead emphasizes the value of all individuals within an organization who contribute to its overall goal achievement process. Although there may be some issues with equitable treatment across different levels within organizations, the focus needs to be placed on how each individual can contribute to fulfilling organizational goals and how they feel about their place within the organization explains Paul Haarman.
  • Again, many organizations may exist with different values, but there are some commonalities. That define what it means to be part of this group. Such as integrity, respect, dignity, safety excellence in service delivery and fiscal responsibility. It goes without saying that each member must treat others. With these core values when engaging with one another at work; however when a manager does not seem interested in building relationships. Or is more focused on maintaining their status quo. By acting in a dictatorial manner then employees may become frustrated. Which has a direct impact on the overall goal achievement process for an organization.
  • This perspective emphasizes the importance of equitable treatment across all aspects of employment. Instead of just focusing on the idea of race/racism. Which can be a very inflammatory topic. In fact, some organizations may have more issues with discrimination based on gender or sexual orientation. Than they do with race within their organization; however, this does not mean that there are no racialized employees at all if this is the case.
  • This perspective focuses specifically on the individual level by emphasizing how people feel about. Where they work and what kind of relationships they have with their managers. It is important for managers to ensure their teams are working effectively together as well as individuals. Because this will help fulfill organizational goals. But it also means that these individuals must understand one another’s roles. And how they contribute to an overall goal achievement process. I agree that building relationships across all levels of an organization will help establish a healthy work environment that is more reflective of the nature of the relationships between managers and employees says Paul Haarman.
  • The values that unite a group of people tend to be based on shared experiences and backgrounds. Which may not necessarily include one another; therefore, it is important for managers to build strong relationships. With all members within their teams. Because each individual contributes an aspect towards organizational success. In fact, this perspective highlights how individuals mostly feel value when they have opportunities. To contribute their unique talents whether it be thought out ideas or creative solution methods. Which can ultimately contribute toward fulfilling organizational goals. This means that managers need to focus on building strong team dynamics through open communication. While also ensuring equitable treatment across all aspects of employment for each member within their team.

Conclusion:

By emphasizing how people feel about where they work and what kind of relationships. They have with their managers, this approach allows both the individual and the organization to flourish. Because managers can maximize individual skills and ideas. While employees feel validated for their contributions to organizational success.

 

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