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Finding out what career is right for you
Contents:
  1. Top 10 Work Values Employers Look For
  2. Identify Your Work Values
  3. Understanding your work values can help you find the perfect job
  4. An Essential Piece of the Career Planning Puzzle

Find a Job. Manage Your Career. What Are Your Work Values?


  1. How do I identify my personal core values?.
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  4. Core Values: Overview and Examples;
  5. Understanding Workplace Values.
  6. Why You Need to Know What Your Work Values Are?

Talk to a career advisor or someone who knows you about careers that match your values. Explore careers that match your values, interests and goals.

Chance to use your strongest skills and feel good about your work Being challenged and doing interesting work Learning and gaining new skills. Able to decide what work you do Supervising your own work Being creative and finding new ways to do things. Chance to move up and be a leader Being able to direct and influence others Having an important or prestigious job. Getting along with your boss, coworkers, and customers Working with diverse people of many cultures and backgrounds Helping and caring for other people. Having a boss that stands behind their employees Access to the right tools, training, and resources needed to do your job.

They value teamwork, and they're always willing to pitch in or stay late if someone is behind on an important deadline.

Top 10 Work Values Employers Look For

This has led to a culture of trust, friendliness, and mutual respect within the team. Brandon, on the other hand, wants to climb the corporate ladder. He's ambitious and ruthless, and he wants to focus on projects that will either build his expert status or achieve a public win. The problem is that his core career values clash with the core values of your team. This divide is causing infighting and bad feeling within the group. We all have our own workplace values. And, while you can't always make sure that each person's values are perfectly aligned, you can try to hire people who fit.

In this article, we'll look at how you can better recognize and understand these values — the attitudes that "make them tick. Your workplace values are the guiding principles that are most important to you about the way that you work. You use these deeply held principles to choose between right and wrong ways of working, and they help you make important decisions and career choices.

Your organization's workplace values set the tone for your company's culture, and they identify what your organization, as a whole, cares about. It's important that your people's values align with these.

Build your Life with your Values - Simon Sinek - Ted 2015

When this happens, people understand one another, everyone does the right things for the right reasons, and this common purpose and understanding helps people build great working relationships. Values alignment helps the organization as a whole to achieve its core mission. When values are out of alignment, people work towards different goals, with different intentions, and with different outcomes. This can damage work relationships, productivity, job satisfaction, and creative potential.

The most important thing that you need to do when interviewing someone is understand his or her workplace values. After all, you can train people to cover skills gaps, and you can help people gain experience. But it's really hard to get people to change their values; and they will be "problem workers" until they do.

Before you learn how to identify the values of others, make sure that you understand your own values. For example, does meeting a project deadline take priority over delivering exceptional work? Your goal in identifying these is to raise awareness and encourage good behavior and habits. Start by talking with your most respected team members about the workplace values that they feel are important.

Once they have come up with their ideas, work together to cut the list down to the five most important workplace values. Next, discuss how people demonstrate these values every day. How do they make these values come to life? And how can you encourage more of these behaviors? For instance, team members might say that they value teamwork, but it's the people who stay late to help a colleague who actually demonstrate this.

Also, check your employee handbook or rule book. Organizations often list their values in these documents.

Identify Your Work Values

Pay a lot of attention to these. You can also identify organizational values by looking at how people work within the company, and by looking at the actions that the organization has taken over the last few years. To create a cohesive team, you need to identify people who will fit best with its culture and values. When you're interviewing potential team members, do what you can to identify their workplace values — this is usually the most important thing that you need to explore at interview.

There are several ways to do this.

Understanding your work values can help you find the perfect job

First, ask questions focused around your own organization's workplace values. For instance, imagine that you want to find a team member who, among other values, is highly tolerant of other cultures. These questions encourage interviewees to open up about how they approach these issues.

Employee Values Are a Good Indicator of Success

Set up scenarios or problems that are subtly centered around the workplace values that you're looking for. People in role-playing scenarios have to think on their feet, which means that it's difficult for them to adjust their behaviors to the ones they think you want to see. This means that you're more likely to get an accurate look at how they would behave in your team.

You also need to look at the potential recruit's past work history.

An Essential Piece of the Career Planning Puzzle

Examine the organization that they worked at previously to identify any possible clash in values this might be most obvious if they've worked with a well-known competitor. Keep in mind that while most people can be coached to adapt to a new working culture, some professionals will find it hard to shift their priorities. Deeper values may be very hard to change.