Human values are the virtues that guide us to take into account human element

individual's behavior when one interacts with one other human beings and
decision-making. They are our feelings for the human essence of others.

It’s both what we expect others to do to us and what we aim to give to other
human beings. These human values give the effect of bonding, comforting and
reassuring.

Value guides the selection or evaluate policies, people and events. That is, values
some as standard or criteria

SOME BASIC VALUES ARE

 Self direction
 Stimulation
 Hedonism
 Achievement
 Power
 Security
 Conformity
 Tradition
 Benevolence
 Universalism

TYPES OF VALUES

 Moral Value
 Ethical Value
 Professional Value
 Social Value
 Aesthetic Value
 Psychological Values
In ethics, value denotes something's degree of importance, with
the aim of determining what action of life is best to do or
live, or to describe the significance of different actions. It may
be described as treating actions themselves as abstract objects,
putting value on them.

SOME POINTS IN ETHICAL VALUES

 Corporate Culture
Companies that define key elements of a corporate
culture communicate their core values, beliefs and
preferred approaches to handling common and
uncommon business situations.
 Employees with a firm grasp on a company’s
values will make the most appropriate choices
when facing a business dilemma.

 Conveying Company Values

Managers define ethical business behavior
in their workplaces by explaining to
employees how behavior and action affects
the business’ overall mission.
 This approach helps employees understand
the link between ethical business behavior
and corporate success.

 Creating an Ethical Workplace

While there are many shades of gray in
business dealings, companies can define
ethical business values by outlining clear
examples of right and wrong behavior as it
applies to them.
 This can be achieved by role-playing
scenarios such as customer interactions,
employee disputes or negotiations with
vendors and contractors

 Fair Treatment
A business can define ethical behavior by outlining
what it considers fair and just treatment of
employees and customers.
 This includes goodwill among coworkers and
toward customers, a willingness to give back to the
community and the self-control to avoid situations
where unethical behavior could occur.
 When employees understand how a company
defines business ethical values, they become more
likely to comply with corporate policies and
management decisions.

 Acting with Integrity

A company that defines business ethical
values as a core element of a corporate
culture encourages employees to perform
their job responsibilities accordingly.
 This often involves doing what’s right for the
business, without regard to personal
outcomes or ulterior motives

 Dealing with Unethical Business Values

Many poor personal and professional
decisions are based on a rationalization of
the ethics involved.
 Truly defining business ethical values in a
workplace environment involves following
examples of ethical behavior and fair
treatment, starting from management and
trickling down.

PROFESSIONALISM
The concept of professionalism often relates to your
conformity to workplace norms concerning your
treatment of others and the workplace.
This includes showing up on time, dressing well,
keeping your working area clean, sending email
messages without typos and without exposing the
addresses of others.

Types of Values:
Instrumental Values: Values that reflect the means or methods used to achieve
goals (e.g., honesty, diligence).
Terminal Values: Values that represent the desired end-states or outcomes (e.g.,
financial success, happiness).

Nature of Values:
Subjective: Values are based on individual beliefs and can vary from person to
person.
Enduring: Values tend to be relatively stable over time.
Influential: Values impact decision-making and behavior in personal and
professional settings.

Importance for Business Organization:

Guiding Principles: Values provide a moral and ethical compass for decision-
making within the organization.
Culture Development: Values shape the corporate culture, affecting how
employees interact and work together.
Brand Reputation: Ethical values contribute to a positive brand image and
reputation in the market.
Stakeholder Trust: Consistent values build trust with customers, employees,
investors, and other stakeholders.
Legal and Regulatory Compliance: Values can help ensure compliance with laws
and regulations.

Importance of Human Values

Moral Compass: Human values serve as a moral compass, helping individuals
distinguish right from wrong.
Harmonious Relationships: Values promote understanding and cooperation,
leading to healthier relationships.
Ethical Decision-Making: Values guide ethical decision-making in personal and
professional contexts.
Social Impact: Values influence societal norms, contributing to a more ethical and
just society.
Personal Fulfillment: Living in alignment with one's values leads to personal
satisfaction and fulfillment.
Leadership and Trust: Leaders who embody values inspire trust and loyalty
among team members.
Human values are foundational beliefs that come in various forms, including
personal, cultural, and organizational values. They play a crucial role in shaping
our behavior, relationships, and ethical decision-making. Reflect on your own
values and consider how they can positively impact your personal and professional
life.

Relationship with Ethics:

Ethical Values: Values and ethics are closely related. Ethical values guide
individuals and organizations in making morally sound decisions.
Ethical Dilemmas: Values play a significant role in resolving ethical dilemmas by
providing a framework for evaluating options.
Code of Ethics: Many organizations have a formal code of ethics that reflects their
core values and sets expectations for ethical behavior.
Social Responsibility: Values drive a company's commitment to social
responsibility and ethical business practices.
Decision Making: values are fundamental beliefs and principles that guide human
behavior and decision-making shaping our actions, interactions, and choices in
personal and professional life.

Types of Values

Personal Values: Personal values are an individual's core principles and beliefs.
Examples: Honesty, integrity, compassion, loyalty, and courage. Personal values
influence personal relationships, lifestyle, and ethical choices.
Social Value : The quality (positive or negative) that renders something desirable
or valuable
 Principles, standards or qualities considered
worthwhile or desirable by the person who holds
them.
 Those qualities of behavior, thought, and character
that society regards as being intrinsically good,
having desirable results, and worthy of emulation
by others.
 Values are our subjective reactions to the world around us. They guide and mold
our options and
behavior. Values have three important
characteristics.

◦ Developed early in life and are very resistant to

change.
◦ Define what is right and what is wrong.
◦ Cannot be proved correct or incorrect, valid or
invalid, right or wrong. Values tell what we should

Basics of Social Values

 Participation in decision-making process
 Protection of privacy and freedom of information
 Equality and integration
 Protection of the environment

Cultural values, aesthetic values, and spiritual values are distinct categories of
human values that influence our behavior, choices, and perception of the world.
They enrich our lives, shape our identities, and impact our interactions with others
and the environment. They are integral to human experiences and can significantly
influence personal and professional aspects of life. Recognizing and respecting
these values can lead to a more harmonious and enriched society. Encourage
individuals and organizations to embrace and learn from these values to foster
understanding and mutual respect.

Cultural Values: Cultural values are shared beliefs within a specific cultural or
societal group. Cultural values are the shared beliefs, customs, norms, traditions,
and principles that shape the behavior, interactions, and identity of a specific group
or society.
Examples: Individualism vs. collectivism, high vs. low power distance, long-term
vs. short-term orientation (Hofstede's Cultural Dimensions). Cultural values impact
social norms, communication, and behavior within a society.
Cultural values encompass a wide range of aspects, including language, religion,
family structure, social etiquette, moral codes, and historical narratives.
They are deeply rooted in a society's history, geography, religion, and social
dynamics. Cultural values can vary significantly from one culture to another.
Scope: Cultural values influence various aspects of life, including communication
styles, decision-making processes, work ethics, and social roles within a culture.
Importance: Understanding cultural values is crucial for effective cross-cultural
communication, respectful interactions, and successful international business
ventures.

Organizational Values: Organizational values are principles that guide a

company's culture and decision-making. Examples: Innovation, customer focus,
teamwork, sustainability, and transparency. Organizational values shape the
workplace culture, ethics, and strategic goals.
Organizational values refer to the core principles and beliefs that guide the
behavior, decisions, and culture within a business entity.
They shape the identity and ethical framework of an organization.
Organizational values are the moral and ethical compass of a company.
They provide a sense of direction, defining what the organization stands for and
how it conducts business.
Nature of Organizational Values
Enduring: Organizational values are relatively stable over time and transcend
changes in leadership or market conditions.
Influential: They impact decision-making, employee behavior, and the company's
relationship with stakeholders.
Reflective of Culture: Organizational values are a reflection of the company's
culture and its commitment to ethical conduct.
Scope of Organizational Values
Internal Focus: They guide employee behavior, teamwork, and the company's
internal processes.
External Focus: Values extend to how the organization interacts with customers,
suppliers, and the broader community.
Strategic Alignment: Values align with the company's strategic goals and mission.
Importance of Organizational Values
Culture Development: Values shape the corporate culture, fostering unity, trust,
and a sense of belonging among employees.
Decision-Making: They provide a framework for ethical decision-making, ensuring
actions are consistent with the company's principles.
Brand Image: Values contribute to a positive brand image, attracting customers
and investors who share similar beliefs.
Stakeholder Trust: Consistent values build trust with employees, customers,
investors, and regulators.
Legal and Ethical Compliance: Values help ensure the organization complies with
laws, regulations, and ethical standards.
Sustainability: Values can promote sustainability initiatives and responsible
business practices.
Challenges in Defining Organizational Values
Differing Interpretations: Employees may interpret values differently, leading to
conflicts or misunderstandings.
Alignment with Actions: Values must align with actual practices; a disconnect can
erode trust.
Evolving Values: As the business landscape changes, values may need to be
adapted to remain relevant.
Organizational values are fundamental principles guiding behavior, decisions, and
culture within a company. They are instrumental in shaping a positive corporate
culture and fostering ethical conduct. Encourage organizations to assess and align
their values with their mission and goals.

Cultural values encompass beliefs, customs, traditions, and norms shared by a

specific group or society.
Nature: They are deeply rooted in history, geography, religion, and social
dynamics.
Scope: Cultural values influence language, communication styles, rituals, and
social roles within a culture.
Importance: Understanding cultural values is crucial for effective cross-cultural
communication and respectful interactions.
Aesthetic Values
Aesthetic values pertain to our sense of beauty, creativity, and appreciation of art,
music, literature, and design.
Definition: Aesthetic values refer to an individual's or society's subjective
judgments and preferences regarding beauty, creativity, and the appreciation of art,
music, literature, design, and other forms of expression.
Aesthetic values encompass personal tastes, preferences, and emotional responses
to sensory experiences, including visual, auditory, and tactile stimuli.
Nature: They are highly subjective and vary from person to person. However,
societal and cultural influences can shape aesthetic preferences.
Scope: Aesthetic values play a role in choices related to art, fashion, architecture,
interior design, entertainment, and even personal style.
Importance: Aesthetic values enhance the quality of life, inspire creativity, and
influence consumer choices, marketing strategies, and product design.
Aesthetic values enrich life experiences, promote creativity, and inspire innovation
in various fields, including marketing and design.

Spiritual Values
Spiritual values are concerned with the pursuit of meaning, purpose, and
connection to something greater than oneself, often through religion or personal
philosophy.
Spiritual values are concerned with an individual's or community's pursuit of
meaning, purpose, and connection to something greater than oneself. This often
involves religious or philosophical beliefs.
Spiritual values can encompass beliefs in a higher power, the afterlife, moral
principles, meditation practices, mindfulness, or inner peace.

Nature: They are deeply personal and may encompass beliefs in a higher power,
meditation, mindfulness, or inner peace.
They are deeply personal and may or may not be linked to organized religion.
Spiritual values are often associated with personal growth and self-discovery.

Scope: Spiritual values guide ethical decision-making, personal growth, and one's
sense of inner harmony and contentment.
Importance: Spiritual values contribute to mental and emotional well-being,
resilience in the face of adversity, and a sense of fulfillment. They can also
influence ethical decision-making in business and leadership.

Intersections and Overlaps : Cultural, aesthetic, and spiritual values are

interconnected, as culture can influence aesthetic and spiritual preferences, and
spiritual beliefs can shape cultural values.
Example: Traditional art and architecture often reflect both cultural and spiritual
values.
Importance of Understanding These Values
Enhanced Diversity: Understanding cultural values promotes diversity and
inclusion in a globalized world.
Creativity and Innovation: Aesthetic values inspire creativity and innovation in
various industries.
Personal Well-Being: Spiritual values contribute to individual well-being, reducing
stress and enhancing mental health.
Challenges and Respect
Subjectivity: These values are highly subjective and can lead to misunderstandings
or conflicts.
Respect: Promote respect for different values and the importance of fostering an
inclusive environment.
Conclusion:
In summary, cultural values are shared beliefs and practices within a society,
aesthetic values involve personal preferences related to beauty and creativity, and
spiritual values pertain to the pursuit of meaning and connection to something
greater than oneself. Each of these values plays a significant role in shaping human
experiences and impacting personal, social, and business contexts. Understanding
and respecting these values is essential for effective communication and building
inclusive and culturally sensitive environments in both personal and professional
life.

Value Crisis in Organizations: An Ethical Dilemma "Slide 2: Introduction

Definition: A value crisis in organizations refers to situations where a company's
actions or decisions come into conflict with its stated values and ethical principles.
Significance: It poses a significant ethical challenge and can have detrimental
consequences for the organization's reputation, stakeholders, and long-term
success.
Causes of Value Crisis
Profit Over Ethics: Pressure to maximize profits sometimes leads to unethical
decisions.
Lack of Ethical Leadership: Weak ethical leadership can result in value
misalignment.
Complex Business Environments: Globalization and rapid technological changes
can challenge established values.
Competitive Pressure: Fierce competition can encourage unethical behavior.Lack
of Oversight: Inadequate governance and oversight can foster unethical actions.
Common Examples
Corporate Scandals: Enron, Volkswagen, and Wells Fargo are examples of
companies facing value crises due to fraudulent activities.
Environmental Violations: Companies that ignore environmental regulations for
profit can face backlash.
Employee Mistreatment: Value crises can arise from discrimination, harassment, or
poor working conditions.
Product Safety Concerns: Concealing product defects can lead to trust erosion.
Slide 5: Impact of Value Crisis
Reputation Damage: It tarnishes the company's image and erodes trust among
customers and stakeholders.
Legal Consequences: Violations can lead to fines, lawsuits, and regulatory
penalties.
Financial Loss: Stock prices may plummet, and revenue can decline.
Talent Drain: Employees may leave due to ethical concerns.
Long-Term Sustainability: Value crises can threaten the organization's long-term
survival.
Ethical Response to Value Crisis
Transparency: Openly acknowledge the crisis and commit to addressing it.
Accountability: Hold individuals responsible for unethical behavior.
Amend Policies: Revise policies and procedures to align with ethical values.
Stakeholder Engagement: Seek input from stakeholders to rebuild trust.
Culture Change: Promote a culture of ethics and integrity.
Prevention and Mitigation
Ethical Leadership: Strong ethical leadership sets the tone for the organization.
Ethics Training: Train employees on ethical decision-making.
Whistleblower Protection: Encourage reporting of unethical behavior.
Robust Compliance: Invest in compliance programs and monitoring.
Regular Audits: Conduct audits to identify value misalignment.
Value crises in organizations pose serious ethical challenges and can have severe
consequences. A strong emphasis should be laid on Prevention, transparency of
ethical standards and ethical leadership are key in addressing and mitigating value
crises. Organizations should be encouraged to prioritize ethics in decision-making
and align actions with their stated values.
"Causes and Problems of Value Crisis in Business Organizations"
Slide 2: IntroductionDefinition: A value crisis in a business organization occurs
when there is a disconnect between the company's stated values and its actions or
decisions.
Importance: It can lead to ethical dilemmas, reputation damage, and a loss of
stakeholder trust.
Slide 3: Causes of Value Crisis1.
Profit Maximization: Pressure to maximize profits can sometimes lead to unethical
decisions, such as cutting corners or misrepresenting financial data. Example:
Enron's financial fraud to inflate profits.
2. Weak Ethical Leadership: When leaders lack a commitment to ethical values, it
can set a negative tone throughout the organization.
Example: Wells Fargo's sales practices scandal due to a culture that prioritized
sales targets over ethical conduct.
3. Competitive Pressure: Fierce competition can encourage unethical behavior,
such as engaging in price-fixing or unfair market practices. Example: The
Volkswagen emissions scandal where the company manipulated emissions tests to
gain a competitive edge.
4. Lack of Oversight: Inadequate governance and oversight mechanisms can create
opportunities for unethical actions to go unchecked.
Example: The 2008 financial crisis, partly attributed to lax regulatory oversight.
5. Rapid Technological Changes: Technological advancements can outpace ethical
considerations, leading to issues like data breaches and privacy violations.
Facebook's Cambridge Analytica scandal involving unauthorized access to user
data.
Problems Arising from Value Crisis
1. Reputation Damage: Value crises tarnish the organization's image, erode trust
among customers and stakeholders, and can take years to recover from.
Consequence: Loss of market share, reduced customer loyalty, and difficulty
attracting talent.
2. Legal Consequences: Violations of laws and regulations during a value crisis
can lead to fines, lawsuits, and regulatory penalties.
Consequence: Financial losses, legal battles, and damage to the organization's
financial health.
3. Financial Loss: Stock prices may plummet, and revenues can decline as a result
of a value crisis.
Consequence: Shareholder value erosion, decreased market capitalization, and
potential bankruptcy.
4. Talent Drain:
Explanation: Employees may leave an organization when they perceive that ethical
values are compromised.
Consequence: Loss of skilled employees, increased turnover costs, and a negative
impact on workplace morale.
5. Long-Term Sustainability: Value crises can threaten the long-term sustainability
of an organization by damaging its ability to attract investment and maintain
stakeholder support.
Consequence: Business closure, bankruptcy, and a negative impact on the broader
economy.
Conclusion: Value crises in business organizations can arise from various causes
and result in severe problems, including reputation damage, legal consequences,
financial loss, talent drain, and threats to long-term sustainability.
Emphasis: Ethical leadership, robust oversight, and a commitment to ethical values
are crucial in preventing and addressing value crises.
Call to Action: Encourage organizations to prioritize ethical conduct and align their
actions with their stated values to avoid these problems.

value crisis in a business organization occurs when there's a misalignment between

the stated values and the actions or decisions.
Significance: Preventing and mitigating value crises are critical for maintaining
ethical integrity and organizational reputation.
Slide 3: Prevention Strategies
1. Ethical Leadership: Ethical leaders set the tone for the organization, promoting
ethical behavior and decision-making.
Implementation: Train and develop leaders in ethical leadership principles, and
hold them accountable for modeling ethical conduct.
2. Comprehensive Ethics Training: Provide ethics training to employees at all
levels to ensure they understand the organization's values and how to apply them.
Implementation: Conduct regular ethics workshops, online courses, and case
studies to reinforce ethical decision-making.
3. Strong Governance and Oversight: Establish robust governance mechanisms and
oversight to monitor and enforce ethical behavior.
Implementation: Appoint an ethics officer or committee, conduct internal audits,
and maintain transparent reporting processes.
4. Whistleblower Protection: Encourage employees to report ethical concerns
without fear of retaliation.
Implementation: Create a safe and confidential reporting system, investigate
reports promptly, and protect whistleblowers.
5. Ethical Decision-Making Frameworks: Develop and promote frameworks that
guide employees in making ethical decisions.
Implementation: Provide decision-making tools, such as ethical checklists or
decision trees, to assist employees facing ethical dilemmas.
Mitigation Strategies
1. Transparency and Accountability: Acknowledge the value crisis openly and
commit to addressing it transparently.
Implementation: Communicate actions taken to rectify the crisis and hold
responsible parties accountable.
2. Amending Policies and Procedures: Revise organizational policies and
procedures to align with ethical values.
Implementation: Conduct a thorough review of policies, make necessary changes,
and communicate updates to employees.
3. Stakeholder Engagement: Involve stakeholders in the recovery process to
rebuild trust.
Implementation: Seek input from customers, employees, investors, and regulators
on actions needed to regain trust.
4. Cultural Change: Promote a culture of ethics and integrity as part of the recovery
effort.
Implementation: Develop a code of conduct, provide ethics training, and reward
ethical behavior to reinforce the cultural shift.
5. Continuous Monitoring: Implement ongoing monitoring and audits to ensure
the crisis does not recur.
Implementation: Establish regular ethics audits, compliance reviews, and reporting
mechanisms to detect and address issues proactively.

Case Study 1: Johnson & Johnson's Tylenol Crisis (Prevention)Background: In

1982, seven people in the Chicago area died after consuming cyanide-laced
Tylenol capsules, a product of Johnson & Johnson's subsidiary, McNeil Consumer
Products.
Prevention Strategies:
Ethical Leadership: Johnson & Johnson CEO James Burke acted swiftly and
transparently, putting customer safety above profits.
Comprehensive Ethics Training: The company had a long-standing commitment to
ethical behavior, which was ingrained in its corporate culture.
Strong Governance and Oversight: The crisis response was coordinated by the
company's crisis management team, which included legal, medical, and public
relations experts.
Whistleblower Protection: Employees were encouraged to report any potential
issues, creating a culture of vigilance.
Ethical Decision-Making Frameworks: The company's values of safety and
responsibility guided the decision to recall 31 million bottles of Tylenol.
Outcome: Johnson & Johnson's swift response and commitment to customer safety
not only prevented further harm but also enhanced its reputation for ethical
conduct. The company's value-driven approach in crisis management is often cited
as a best practice.
Case Study 2: Volkswagen's Emissions Scandal (Mitigation)Background: In 2015,
it was revealed that Volkswagen had manipulated emissions tests to meet
environmental standards, deceiving regulators and customers.
Mitigation Strategies: Transparency and Accountability: Volkswagen's new CEO,
Matthias Müller, publicly acknowledged the crisis, took responsibility, and
committed to addressing it.
Amending Policies and Procedures: The company revamped its internal processes
and established stricter compliance measures to prevent future misconduct.
Stakeholder Engagement: Volkswagen engaged with regulators, customers, and
environmental organizations to rebuild trust.
Cultural Change: The company implemented ethics and compliance training and
emphasized a cultural shift towards responsibility.
Continuous Monitoring: Volkswagen implemented regular audits and compliance
checks to ensure emissions standards compliance.
Outcome: While the emissions scandal severely damaged Volkswagen's reputation
and resulted in significant financial penalties, the company's efforts to mitigate the
crisis helped regain some trust and rebuild its commitment to ethical conduct.