Allen Woo discusses how to align employees’ values with those of the company

When we talk about corporate values, we must refer to the strategy that guides the direction of the company and motivates the actions of its employees in different instances, functions, and hierarchical levels.



In all organizations, one of the most important challenges to be faced is management by values and aligning employees with the company. Although the approach may seem simple, the way to achieve it is not. Managers must realize that this alignment is insufficient, despite the good intentions and efforts made. It is important to agree on the objective difficulties and costs both from the management point of view and the cost that this type of management has entailed. Allen Woo, an expert in motivational management and personal development, discusses different ways to ensure that the company’s ideals and values are followed to the letter by its employees. 


Studies and analyses carried out by the expert show that 37% of the value of a strategy is lost due to execution problems, and almost 80% of the employees do not consider themselves neither sufficiently motivated nor adequately aligned with the organization’s objectives. These results highlight that adequate alignment is capable of achieving productivity increases of 3%. This is truly remarkable in economic terms. “It’s up to the HR teams to work this area and achieve results,” suggests Woo.


The most important thing is that the formulation of the corporate mission is coherent, clear, and relatively stable. This formulation should include fundamental values, beyond the banal or generic, such as quality or customer satisfaction. These do not represent a mission because, if they did, all companies would have the same one.


The concept of mission is often not very clear, and organizations must make an effort to detail it. Formulating and explaining a mission, or in other words, a long-term objective to be achieved, is more than just a list of five or six sentences that are placed on the front page of our internal newsletters. Implementing it means that all management actions must be aligned with it.


Woo points out, “When we talk about corporate values, we must refer to the strategy that guides the direction of the company and motivates the actions of its employees in different instances, functions, and hierarchical levels.”


Several premises must be considered concerning management by corporate values, which, given their strategic relevance, emotional impact, normative function, and collective influence, make up a genetic code of the social system, which we know as a company.


Personal values must be congruent with business values. When personal values show correspondence with corporate values that are systematically communicated, known, and shared, it will be easier for individual actions induced by the corporate culture to be finally manifested and coordinated to support the achievement of operational, market, and business goals, necessary to justify the long-term viability of the company, facing such a changing and competitive business environment like the current one.


“When synergy operates between individual action and the regulatory framework that promotes and justifies it, committed employees will begin to emerge with a company they feel like their own,” Woo explains. “These are people whose contribution, involvement, and commitment are enhanced by their identification with corporate values that reinforce their pride and sense of belonging to the organization.”


In companies aware of the importance of promoting value-based management, it is not enough to select the people who will join the company based on their technical skills and competency profile. It is key to provide minimum guarantees that individual values will be congruent and compatible with corporate values.


“Business values are inherent to the culture of the organization, and of necessary attention for any employee of the company,” Woo asserts. “It is key to ensure the necessary alignment between the performance evaluation instruments and the execution of the business strategy. To this end, corporate values are applied as benchmarks, to promote a solid model of corporate citizenship.”


Organizations may have employees who express doubts about the company’s mission, vision, and values and do not have even a minimal knowledge of the values that should justify, regulate and stimulate their participation in the company. This is how managers, leaders, and middle managers gain credibility, build spaces of influence, and from there, develop a rich and expressive professional relationship with their collaborators, fundamentally based on mutual trust and respect.


About Allen Woo  


Allen Woo is a self-taught expert in business and personnel management. Originally from Canada, he has spent much of his adult life honing his innate skills in motivation and personal growth. Woo dedicates his time to helping businesses and individuals make significant improvements in their daily interactions, constantly exploring new methods to motivate and enhance teams. When he’s away from responsibilities, he likes to focus on inner growth and enjoys outdoor activities that exercise the body and the mind.

Ann Marie Puig discusses how to keep employees motivated during the holiday period

If you already have an employee of the month program, you can extend it during the holidays and recognize the work of a different person each day, give out small prizes, gifts, bonuses, free afternoons and applaud the effort of all your collaborators.

That time of year is approaching where music, lights and Christmas decorations take over the streets, shops and houses. The Christmas spirit is felt in the air. Employers cannot be oblivious to the joy of the time and can take advantage to motivate the employees of their company. Ann Marie Puig, a successful entrepreneur and philanthropist from Costa Rica, provides advice for keeping employees motivated during the holiday season.

Ideally, everyone should all have holidays at Christmas time, but the holidays bring with them the increase in sales and customers, and that does not allow everyone to enjoy a break as they would like. For this reason, business owners and operators should try to maintain a high motivation in their teams, and there are several ways to achieve this. Says Puig, “If you already have an employee of the month program, you can extend it during the holidays and recognize the work of a different person each day, give out small prizes, gifts, bonuses, free afternoons and applaud the effort of all your collaborators.”

Christmas holidays and traditions revolve around food. To make employees feel at home, the company can offer special lunches or dinners for the team and have desserts and sweets in the company’s dining room or lounge. Another way to motivate your employees during the festivities is by participating in collective donations. Despite being the busiest time of the year, for employees, it is very rewarding to provoke a smile and brighten the lives of others. Take a moment to organize donations and deliver them together with your collaborators in schools or hospitals. This will spread the festive spirit of the whole team.

During December, which is approaching quickly, many organizations usually celebrate Christmas. However, some employees may become offended or discriminated against because they have to participate in a celebration that is not aligned with their beliefs. For this reason, business owners and operators must value cultural diversity and be respectful of the celebrations of various ethnic and religious groups. The ideal is to create an inclusive work environment for the entire work team.

This can be accomplished by learning about other cultures. Each culture has its special dates. Talk to your collaborators about the celebrations they practice to learn from each of them and take them into account. In addition, businesses can define a multicultural calendar. Mark on a calendar other celebrations such as Hanukkah or Ramadan. Find their dates and record them so that they can be consulted by all collaborators. Ideally, each holiday should be commemorated in a respectful manner by the entire team.

Be respectful of differences and allow employees to opt-out of the events the organization has in store without any sanction or retaliation. No one can feel compelled to participate in a celebration they don’t believe in. Maintaining a non-specific decoration can also help. Instead of assembling the Christmas tree and filling the office with dolls alluding to Santa Claus, you can decorate with generic ornaments such as flowers, wreaths or candles. Don’t throw a party around a particular celebration. Instead, host a meeting to celebrate the achievements made throughout the year by all employees.

For some, December is the happiest time of the year. For others, it’s the most stressful. Therefore, the organization must maintain a warm, fun and focused work atmosphere in recognizing the excellent work that the team is doing. This way, you will be able to motivate employees to feel happy and satisfied.

About Ann Marie Puig

Ann Marie Puig has been a distinguished Consultant, Assistant Controller, Accounting Manager, Director of Accounting and Finance and Chief Financial Officer for almost 20 years.  She is bilingual in Spanish and English and has a reputation for accurate, clear and concise record management in month-end closings, accruals, reconciliations, AP, AR and JE, as well as superior human resource skills.   She is extremely knowledgeable in current technology, eCommerce and a variety of Industries.

PM discusses cyclone situation with Odisha CM

The Prime Minister, Shri Narendra Modi has discussed the cyclone situation in parts of Odisha with the Chief Minister, Shri Naveen Patnaik.

In a tweet, the Prime Minister said;

“Discussed the cyclone situation in parts of Odisha with CM @Naveen_Odisha Ji. The Centre assures all possible support in overcoming this adversity. Praying for the safety and well-being of everybody.”

Discussed the cyclone situation in parts of Odisha with CM @Naveen_Odisha Ji. The Centre assures all possible support in overcoming this adversity. Praying for the safety and well-being of everybody.

— Narendra Modi (@narendramodi) September 26, 2021

ଓଡ଼ିଶାର କିଛି ଅଞ୍ଚଳରେ ବାତ୍ୟା ପରିସ୍ଥିତି ନେଇ ରାଜ୍ୟର ମୁଖ୍ୟମନ୍ତ୍ରୀ @Naveen_Odisha ଜୀଙ୍କ ସହ ଆଲୋଚନା କଲି । ଏହି ବିପତ୍ତିକୁ ସାମ୍ନା କରିବା ପାଇଁ ସବୁପ୍ରକାର ସାହାଯ୍ୟ ସହଯୋଗ କରିବା ପାଇଁ ଆଶ୍ୱସ୍ତ କଲି । ସମସ୍ତଙ୍କର କୁଶଳ ମଙ୍ଗଳ ଓ ସୁରକ୍ଷା ପାଇଁ ପ୍ରାର୍ଥନା ।

— Narendra Modi (@narendramodi) September 26, 2021

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Cousin Pat Discusses His YouTube Channel & Podcast

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Patrick Argiro, aka Cousin Pat, discusses his YouTube channel and podcast where he interviews UFC fighters, Bellator and other MMA fighters. Cousin Pat has also interviewed former NFL players as well as other successful people in other fields including real estate and television personalities, and will continue to find interesting guests.

The name of his YouTube Channel is “Cousin Pat Therapy,” and his podcast is “The Cousin Pat Therapy Show.”

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Marett Discusses Boston’s New Heat Resilience Study and Where Bostonians Can Stay Cool During Heat Waves

Boston is really a leader in being proactive about planning for the impact of heat today and the future.

As Boston faces a record number of heat waves, Sasaki is teaming up with the city and the Boston Public Library to offer Bostonians a respite from the heat.

This summer, Sasaki is partnering with the City of Boston Environment Department, the Boston Public Library (BPL), and the Mayor’s Office of New Urban Mechanics, to pilot two shaded, outdoor WiFi “Cool Spots” at BPL branches located in neighborhoods that experience disproportionate heat risk: the Egleston Branch in Roxbury and the East Boston Branch.

These cool spots are part of a larger Heat Resilience Study Sasaki is conducting, which is part of the ongoing Climate Ready Boston initiative. In addition to East Boston and Roxbury, the study is also looking at the effects of heat in Chinatown, Dorchester, and Mattapan.

Sasaki associate principal Laura Marett chatted with the Boston Business Journal about what this initiative means for the city.

“I think strategies like the cool spots are possible very quickly with investment in these neighborhoods, so I’m excited to see how it can have almost an immediate impact and really help prioritize those places for those shorter-term strategies,” she said. 

“I think there’s potential for the plan to influence the built environment more broadly, how we think about buildings, roofs, streetscape design, vegetation and trees, as well as policies that will help create a cooler environment citywide,” Marett continues. “Boston is really a leader in being proactive about planning for the impact of heat today and the future.”

 “Boston is really a leader in being proactive about planning for the impact of heat today and the future.” Laura Marett, Sasaki associate principal

Sanjay Seth, a climate resilience program manager in the Boston Environment Department, explains why projects like this are so crucial for the city. “The trends that we’re seeing and the trends that we’re expecting are severe and that’s why it’s so important to do this work and make sure we’re planning ahead.”

“We’re planning for a future where every person does not disproportionately experience climate change.” Sanjay Seth, Boston Environment Department climate resilience program manager