Ideas of a values-based leadership

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In response to your peers, compare and contrast their ideas of a values-based leadership approach with your own. Where do your ideas connect? Where do they differ?

Support your ideas with scholarly sources cited in APA style.

According to Weiss (2014), “Leaders define and model the social and ethical as well as the competitive mission of companies. They build and sustain relationships with stakeholders while demonstrating collaboration and trust” (pg. 393). Value based leadership requires constant communication with external and internal stakeholders (Gleeson, 2017). Satisfying the needs of internal stakeholders will create a positive culture in which productivity will blossom due to the valued culture within the organization.

A company’s mission and vision “are integral to the company’s strategy because they are used to define future goals and operational tactics” (Ahmed, 2019, para 1).  The mission and value of the company ensure that all stakeholders have a clear understanding of what the company is trying to accomplish. Ensuring organization alignment is apparent within an organization is critical as it reflects the balance between the tasks that the company must complete (Richards-Gustafson, n.d.).

Be able to apply the mission statement to a company’s strategy is extremely important as the mission statement is what stakeholders cling to as what is most important to the organization. Mission statements are what define a company. “Mission and vision statements help businesses to outline performance standards and metrics based on the goals they want to achieve. They also provide employees with a specific goal to attain, promoting efficiency and productivity” (Ahmed, 2019, para 8).

References:

Ahmed, A. (2019). Importance of Mission Vision in Organizational Strategy. Retrieved from:

16000.html

Gleeson, B. (2017). How Values-Based Leadership Transforms Organizational Cultures.

Retrieved from: https://www.forbes.com/sites/brentgleeson/2017/03/10/how-values-

based-leadership-transforms-organizational-cultures/#2288c59a1fbd

Richards-Gustafson, Flora. (n.d.). Approaches to Organizational Strategic Alignment. Small

Business – Chron.com. Retrieved from

organizational-strategic-alignment-14151.html

Weiss, J. W. (2014). Business Ethics: A Stakeholder and Issues Management Approach (Vol.

Sixth edition). San Francisco: Berrett-Koehler Publishers. Retrieved from https://search-

ebscohostcom.ezproxy.snhu.edu/login.aspx?direct=true&db=nlebk&AN=667095&site=e

host-live&scope=site

Compare and contrast their ideas of a values-based leadership

Good morning everyone, I hope all of you are doing well, it’s been a quick ten weeks and a very interesting past few weeks. While we currently feel isolated, we are also observing as a country how connected the global economy is, and also how it affects stakeholders from the top to bottom of every organization. More than ever, having a strong organizational leadership team is important so that the company’s values and purposes can be communicated to all stakeholders globally during this challenging time.

Leaders of companies today must continue to operate to the highest ethical and sustainable practices in order to maintain a strong culture, and that can be challenging because, at times of crisis, some organizations look to profit rather than pulling together resources to help all of their stakeholders come out of a crisis in a positive way. Leaders today must assure their employees to stick with the company’s values and purpose to have a positive impact on the world around them.

Aligning the internal and external stakeholders to the mission, vision, and values during this challenging time is important and will improve the overall view of the organization now and in the future. “When we work and lead with values in mind we can reduce complexity, struggle and stress at work. Our organization’s values and our own – providing they are compatible – offer us a reliable and guiding foundation which we can use to orientate ourselves, our aims and our decisions” (Sime, 2019).

P&G’s mission of “doing what’s right” allows all internal and external stakeholders to know and understand what the expectations are for the organization, which in turn allows for P&G to have a strong corporate social responsibility (CSR) program. Due to the strength of P&G’s CSR initiatives, their external stakeholders, including consumers can reward P&G with profits and positive shareholder growth, which in turn, allows P&G to continue to better the lives of its internal stakeholders.

References

Sime, C. (2019, February 15). The Power of Values In Leadership. Forbes. Retrieved from https://www.forbes.com/sites/carleysime/2019/02/15/the-power-of-values-in-leadership/#4637635e6f76

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Last Updated on July 24, 2020 by Essay Pro