Takes a society to raise a workplace

In reflecting on the values which shape behaviours in the workplace, all actors should not lose sight of how workplace values are shaped by societal values. Workplace values are known to drive the attitudes and behaviours within the organisation. These values include respecting others, keeping promises, showing personal accountability, truth, respect, compassion, integrity, diligence, perseverance, discipline and providing excellent service. Societal or social values are defined as standards. The sum total of this is that workplace values embody accepted principles and standards, which in turn guide behaviour, actions and decision-making.

The link between workplace values and societal values can be established with reference to the definition of social values. Social values are described as a set of principles that are morally acceptable by society. These principles are created by the dynamics of the community, institutions in the society, traditions, and cultural beliefs of the people in the society. The conclusion is to be drawn from this, that these are principles that help individuals to determine between what is right and wrong, what is acceptable and unacceptable. What is concerning in today’s society is the extent to which our decision-makers identify with the principles of truth, respect, justice and fairness. This can lead to questions being raised over the commitment of our decision-makers to being accountable, honest and acting fairly in the decision-making process.

It is known that our social values are institutionalised. The school, church and home are primarily responsible for this. The cultural norms and values which are transferred into the workplace are responsible for guiding the process of doing what is right as opposed to what is wrong.  Those decision-makers whose actions and decisions are open to being questioned ought to recognise that they have a responsibility to justify their actions and behaviours. It is not consistent with the principles of honesty, transparency and accountability, when decisions made appear not to be reasonable and where there is some semblance of bias. Those who transgress, stand to be accused of discrimination and the abuse of power.

It is grossly unfair when leaders and managers, in attempting not to account for their actions, resort to making the claim that their deliberations and the information used in the making of a decision, were confidential. This certainly can lead to the creation of distrust and a loss of confidence to emerge in the leadership, system and process. Moreover, it causes red flags to be raised regarding honesty, integrity and professionalism.  This does not speak well for the association to be made with ethical behaviour. Ethical behaviour would dictate that rules are followed and that there is effective communication, trust and mutual respect.

Societal and workplace values are integrated inasmuch that they are guided towards building unity, teamwork, trust and developing mutual responsibility. The disconnect between the two in today’s society seems to be more apparent than ever before. There are signs of dictatorial and draconian actions being discharged through the top-down approach which is practices and bad faith arrangements being practised. With the understanding that work values are a collection of guidelines, principles, ideals and beliefs which underpin motivation, attitudes, and behaviour and influence decision-making and cooperation. Any deviation from the deviation of these could destroy both trustworthiness and cooperation, which are important to the building of relationships.

Dennis De Peiza is a labour and employee relations consultant with Regional Management Services Inc.