Template and Tips - Personal Values

Template and Tips A. Personal Values Explain your top FOUR core values (e.g., accountability, honesty, integrity, respect, loyalty, fairness, etc.) with detail on “why” they are personally meaningful. (Unit 2: Module 2) 1. Integrity – means I am reliable, and people can trust me more. Integrity is also about leadership and it says so much about a person when they are true to themselves and can lead and motivate you. I had the best manager very early in my career who had the highest EI and integrity I have ever seen or known. I wasn’t afraid to bring my questions to her knowing she really fostered a positive workplace culture. One time I was having an issue with a customer, this customer was very tenacious. My manager heard my concerns, she helped me find the legal answers to quote to the customer on why the expense was not part of the grant funding for her territory. She then asked me to set up a meeting with all of us, we did a mock meeting, she helped clarify some things. I set up the meeting, my manager let me take the lead, I felt very confident and empowered. The meeting was a success. She showed me to research and be confident with integrity about interacting with people. Her guidance was over 20 years ago and I still live by my integrity. It has not proven me wrong, yet. 2. Respect – if I respect you that means I am respecting your individual human rights and privacy, removing discrimination whether based on religion, belief, race, ethnicity, nationality, gender or disability. I want the same in return. I grew up being judged and discriminated against in my early years because I grew up in State foster care. My foster home families were poor and not educated. They loved me but students at school would make fun of me because I did not have nice clothes, shoes, school supplies, etc. This core value is crucial to me individually as I think we shouldn’t be so fast to judge individuals without getting to know them first. 3. Loyalty – means I am dedicated to the mission and my community. Also, being loyal to myself and others. Being loyal means that I will follow through with what I said I would do for that person or to a commitment I made to someone else. While growing up in foster homes, I was promised many things repeatedly. I was once promised from one family they would take me to get new shoes, I forgot to make my bed that morning, so I was not worthy of new shoes, they said. In my work life, I do not over promise on my deadlines because I don’t want to let anyone down. I have learned to give myself a little buffer to hopefully accomplish the task earlier than I had promised. 4. Honesty – means you tell the truth, no matter the circumstances. This is one of the most basic core values, to me. With honesty comes openness and trust. It impacts my entire life, my job, relationships, my own feeling about myself and the actions I take. I learned from a very young age to not lie, or I would get punished and I hated the consequences. B. Compare Values Evaluate how EACH of your FOUR core values from Part A “align” or “misalign” to Alliah’s values and social responsibility. TIP: Be sure to explain why and provide examples from the scenario to support your answers. 1. Integrity – the Ethics Statement says they are dedicated to integrity and vow they will do the correct thing; however, responses from their employees reveal that could increase this core value. This misaligns with my core values. 2. Respect – doesn’t seem that the Alliah Company is devoted to ensuring that their employees are respected, as, from the feedback, employees do not feel valued. Not promoting respect in their employees will decrease originality and improvement, which goes against the Company's mission statement and misaligns with my core value. 3. Loyalty – the company is showing dedication by improving its three (3) statements and contracting with the Corollary Marketing firm to increase its overall emotional intelligence rating through employee education; this aligns with my core value. 4. Honesty – it seems Alliah does value honesty as they were willing to post the employee feedback to improve upon the company culture. This is great as the employee will feel trust from management. This aligns with my core value. C1. Explanation of Improvements Explain TWO potential ways the Alliah’s leadership will improve their cultural intelligence by working with a more diverse group of stakeholders. (Unit 3: Modules 4 and 5) TIP: The two ways should be different and could include an action item to improve Cultural Intelligence or an outcome of improved Cultural Intelligence. Please provide examples from the scenario to support your answers. 1. Growing the diversity of Alliah’s stakeholders will enrich the cultural intelligence of the leadership team in many ways. Being more diverse shows the team multiple points of view, enhancing the organization's power to empathize with consumers and stakeholders. Diversity also shapes the must for improved open communication channels, increasing trust, and was one of the suggestions presented by human resources. Bettering the communication between diverse groups of stakeholders by providing professional development will enrich the cultural intelligence of the company. 2. Working in an atmosphere where multiple cultures are symbolized can pose a hurdle to effective communication. Utilizing the Power Distance dimension of Hofstede's model can help enhance communication within the organization. The Power Distance dimension uncovers how diverse cultures deal with hierarchal order and communication within that structure. Organizations with a high-Power Distance will involve direct managers or leaders to communicate the idea. Low Power Distance cultures would entail a less traditional, more natural form of communication. Identifying the culture disparity necessary by this dimension will permit the organization to look at creating diverse project groups for the company and stakeholders to communicate more efficiently and respectfully 1. C2. Explanation of Potential Challenges Explain with a specific example, how you would overcome a potential challenge that may arise when working with Alliah’s diverse group of stakeholders. TIP: The challenge should be related to a diverse group of stakeholders and not a general business challenge. Please provide examples from the scenario to support your answers. 1. Language barriers in communication occur within a group of people when there are different language backgrounds involved. In a diverse group, it is safe to believe that not every person will communicate similarly. For example, the Japanese culture does not stare into another person’s eyes when speaking, while other cultures may find it rude and offensive if you don’t. This is because each person thinks in a different way than another. If I were leading a meeting, I would need to ensure that I am clear with the objectives and goals for the sessions. I will need to communicate in a manner that does not insult someone respectively. Communication is also looked at how specific individuals understand information. I would need to ensure that I consider the medium that is comfortable for all the diversity and stakeholders involved in delivering my message. C3. Hofstede and Communication Explain how an aspect of Hofstede’s six-dimensions of culture can help you respectfully communicate with Alliah’s diverse work culture. (Unit 3: Module 6) TIP: Be sure to explain “how” the dimension would help Alliah respectfully communicate to a diverse culture. Define dimension, then explain how this co using this dimension can communicate better or respectfully 1. One aspects of the Hofstede's six dimensions of culture that will help the interaction with Allah's varied work culture is Individualism vs. collectivism (IDV); in other words, act independently vs. interdependently. In a diverse work, culture comes people with different backgrounds. Individuals from a specific location may come from a culture that is individualism. This could mean partaking in group projects could be challenging for them. And specific cultures are collectivist cultures which means they think about the group's wellbeing before their own. Recognizing this exists is the first important step to managing a diverse workplace. This can help place people in places where they feel the most protected and lead to a higher productivity rate. Acknowledging the difference between individualism and collectivism will surely make a change in the office.