Unit 2 IEBE.pptx
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This document discusses work ethos at different levels of management. At the basic level, it is important to have a good work culture with high morale, loyalty to the organization, commitment, responsibility, and a sense of belonging. Employees should protect the interests of the organization. At the top level, managers must lead by example and be accountable, reliable, and demonstrate integrity. The document also discusses reasons for a poor work ethos, such as a lack of commitment, discipline, and dealing with political interference. It outlines different types of values and why values are important for managers to shape the work environment, build the right attitudes, and make ethical decisions.
Unit 2 IEBE.pptx
- 7. Work Ethos at Different Levels of Management Basic Level Top Level
- 8. At the Basic Level
- 19. At theTop Level WorkCulture: Good work culture means one is fully dedicated towards work and has high morale and job satisfaction. On the other hand, poor work culture results in high rate of wastage, poor quality, low productivity and low morale. Loyalty:Work culture is also concerned with a workers loyalty and sense of belongingness to the organisation. One should protect the interest of the organisation at all times. No employee should pass any adverse comments about the organisations in the public. Commitment and responsibility: Every man should work like a master, not like a slave. Employees should assume complete responsibility for the task assigned to them and employ utmost efforts to attain the targets expected of them.
- 20. Sense of belongingness:The worker should exhibit by his behaviour a sense of belongingness to the organisation. A sense of respect should be demonstrated for the organisation. One should maintain a cordial and amicable relationship with peers, sub ordinates and superiors and treat them well. Protecting the interest of organisation: Employees should strive to protect the interests of the organisation and never compromise on this aspect.
- 21. Reasons for PoorWork Ethos/Culture Lack of commitment. Lack of discipline : Discipline includes consistent regularity and punctuality-coming to work place on time, completing the task within the stipulated deadline, following rules and regulations if any and not wasting time during working hours, etc. Poor working condition includes unhealthy working atmosphere, lack of pure drinking water, lack of proper ventilation, lack of canteen facilities, lack of safety devices and norms, industrial pollution, etc.
- 22. Political interference : Most unions in companies are affiliated to some political party. Political leaders, sometimes, destroy the peace and harmony in the organisation for the sake of personal power and ego. Decline in moral standard : Moral standards provide a benchmark for judging the moral value of a decision.They provide the basis for deciding whether an act is right or wrong.
- 24. What it indicates ?
- 25. Attitude
- 26. Balance
- 27. personal Values reflect ones attitudes, and behaviour. Value literally means some thing that has a price. The concept of right or wrong, good or bad, are determined by the individuals value system.
- 30. Types of Values Allport categorized values into six types Theoretical: Interested in the discovery of truth through reasoning and systematic thinking. Economic: Interest in usefulness and practicality, including the accumulation of wealth. Aesthetic: Interest in beauty, form and artistic harmony Social: Interest in people and love as a human relationship. Political: Interest in graining power and influencing people. Religious: Interest in unity and understanding the cosmos as a whole
- 31. WhyValues To understand Behaviour To take decisions To be more respectful To have concern for others To face life that is full of challenges
- 33. Manager with V ALUES Shapethe working environment Align the beliefs,perceptions of employees Build the right attitude for work/ meetingorganizational Goals
- 34. Establish a presence of fairness Establish Trust Establish Honesty Establish the expectation of commitment Valuesdetermine theCredibility andEthics
- 35. Relevanceof valuesforManager Resolveethical issues& dilemmas asthey arise Helpsin settinghighstandards Helpsin practicingManagerialconduct& Decisionmaking Effectivenessat workdependsonEthicalandmoral values
- 37. MANAGERVALUES Leadsby example models the standards set and hasrespect for the team. Accessibleand visible to team members.Walks around the department/section. Takestime for personal contact. Takesan interest in staff as individuals and listens to theirconcerns. Takesthe flak when mistakes are made. Isfully accountable for the actions of people who report directly to them.
- 38. CONT Isprepared to admit when wrong and change own behavior. Isnot afraid to saysorry.Actively seeksout development opportunities for people who report directly to them and seeks their input. 5. Understands different needs andmotivations of individuals and adapts own style to suit person and situation.
- 39. Coachesand trains individuals to do theirjobs better. Makes eachindividual feel they areequally valued and that their work isimportant. Encourages staff to take their own decisions, to learn from their mistakes and to take credit for their successes. Carries out formal performance reviews tothe standards required by the Charity.
- 40. 3importantValuesforManagers Accountability Describes what wedo Integrity Describes how we doit Reliability Describes how we want itto be received
- 42. SECULARISM Secularism means non-religious. The secular values are based on facts and science. Secularism is a professional value which completely ignores the difference of caste, color, religion, culture etc Secularism means being materialism and task oriented for managers
- 43. MAIN FEATURES Primary emphasis on the material and cultural improvement of human being. Concern for this world and its improvement. Maximize the profit without discriminating work force.
- 44. Responsibility towards society: One should take maximum efforts for the well being of society. Professionalism: decision should not be on the basis of religion, caste, color etc. Secular values lay emphasis on brotherhood of man and unity of the world
- 45. SPIRITUALISM OR SPIRITUAL VALUE Spiritual means religious one or the people who believe in religion. Human values are based on spiritualism. They act asbase for thoughts, actions, skills and behaviour and will mould character
- 46. Divine qualities: such as respect for elders, belief in giving than taking, satisfaction etc. Work is worship: one should work with more confidence, loyalty, dedication, responsibility and motivation. Self disciplined: helps in proper usage of our time, energy and other resources Belief in religion: spiritual people believe in religion.
- 47. SECULARVS SPIRITUALVALUES IN MANGEMENT It refers to the worldly thoughts and philosophies as reproduced by management Gurus. Find its way from maslows need hierarchy and culminate till most modern thoughts on management. Secular Spiritual It refers to the insights thrown on management by Vedas and Upanishad or by spiritual Gurus. Find its base from Vedas and Upanishads with special reference to Gita.
- 48. Secular Treat management values as a science. Treat management values as an evolutionary concept. Views on values are not generally ethical by nature. Contribution of Indian thoughts is comparatively poor. Spiritual Treat management values as a philosophy. Believe sources like Bhagvad Gita, as a ready reckoner of value based management. Ethical or moral in its true sense. Contribution of Indian thoughts has magnificent theories.