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The Importance of Organizational Cultural Values
Values are the bedrock of any organizational culture. In fact, there is abundant evidence that the displayed values (good or bad) of members of an organization culture make a substantial difference in organizational performance. Because of this fact, the statement can be made “values are important” and “culture counts.”

Eight Excellent Cultural Values to Reward In Your Organization
Every organization should periodically take a moment to analyze the alignment of their cultural values with the mission, vision and strategies of the organization. Start with the process of documenting your six to eight organizational values. Use the examples provided in this article, modifying them so they best describe your “desired” culture.

The Entrepreneur finds Strength in Apparent Defeat
In the seeming pain of powerlessness, strength can be found in times of apparent defeat, a victory can be won. In pain and suffering, we can find endurance and steadfastness. When things seem hopeless, there is always chance for optimism and the seemingly impossible can be made possible.

Luman's Law of Change
“If you’re not exploiting change, it’s exploiting you.” –James R. Lucas Steve Forbes says: "Jim Lucas is an internationally recognized authority on leadership and organizational life…You can take what he says to the bank – both figuratively and literally."

Manage for Improvement - Part Three 'Involvement'
"Manage for Improvement" is Part Three 'Involvement' in an integrated approach to human resources management. Knowing where to manage and how to influence and measure your success are strategies to improve efficiency. Part Four 'Development'. Part Five 'Compensation'.
According to Market Watch
"Knowledge Transfer is Critical to Companies' Competitive Edge as Large Numbers of Baby Boomers Begin to Retire, Says New Report from The Conference Board." The report has been reprinted here for your information.
You Get What You Reward
More often than not an organization says one thing in its literature, on nicely formatted signs in hallways and conference rooms, but unfortunately does not practice what it preaches. As your organization decides what it wants its culture to be, look closely at what it will reward. Remember…You get what you reward.

Other cultural values Related Articles

5 steps to building a cultural brand
Successful cultural icons like The Grateful Dead and contemporary brands such as Starbucks and Patagonia exemplify the cultural connection between the brand and the consumer world.

Its All About Values
Whether you recognize it or not, values are at the heart of what you’re doing and where your business is headed. Think of it as being like gravity. Whether you believe in the concept of gravity or not, it is going to impact everything you do without regard to your belief. We are all driven by our values, so, it only makes sense to figure out what your values are and then see how they match up with those of your employees. Of course finding out what their values are is another story that requires yet another type of effort. For now we will just look at YOUR values and those of your company.

The More You Learn the More You Realize What You Dont Know
Sometimes we are so zealous to become successful that we forget about what is significant. The background for success should include some intrinsic values as well as monetary values. We should be aware of our culture and other cultures, our history and their history, and not live in what has been termed "a cultural vacuum." Someone once said that not knowing history was like being a leaf that didn't know it was part of a tree. That's an interesting visual and it applies to many people. We are individually responsible for our education, and that means whether you're in school or not.

Genuineness: Can You Bring Problems To Light?
Genuineness as a cultural core value allows you to know when something is not right. Genuineness is required in critical thinking and the process of evaluation in order to make improvements. This article explores behaviors that build genuineness in the work place and the cultural behaviors needed to bring problems to light. In most competitive cultures, when there is a problem – the person who recognizes it is often exploited and through competition is made the loser. Genuineness is the third of six collaborative core values that build highly effective teams. The other values are trust, interdependence, empathy, risk and success – TIGERS.

How do you create corporate values?
How should the corporate values be created? Where do they come from? Can the brands a company has have their own values? Can these extend the corporate core values? Where do the brand values come from? Pasi, Sales and Marketing Executive Finland
How great leaders use values to drive performance
Great leaders instinctively know the importance of values. Values create the organizational culture. When articulated and implemented consistently, values reduce the need for close supervision, engender trust and co-operation with suppliers and customers, and raise performance. Great leaders recognize this. That is why they commit substantial personal time to articulation and implementation of values. They are also good at mastering paradoxes of values.
Eight Excellent Cultural Values to Reward In Your Organization
Every organization should periodically take a moment to analyze the alignment of their cultural values with the mission, vision and strategies of the organization. Start with the process of documenting your six to eight organizational values. Use the examples provided in this article, modifying them so they best describe your “desired” culture.

Cultural and Religious Differences in a Business Partnership
While money, family obligations, credit history, business skills, and values are important characteristics for prospective partners to evaluate when forming a business partnership, cultural and religious differences are deeply rooted and also deserve special consideration. Several criteria exist for determining whether a prospective business partner is a good fit. Criteria seven, Compatibility of Cultural and Religious Differences, can help a business owner determine whether she and her partner will be able to work together, long-term.

Tribe, Nation, Business Unit – Are we not are all the same?
We often look to cultural diversity when considering organizational processes and strategic leadership. This article notes the need to understand cultural differences as they relate to business operations.
Encouraging Diversity In The New Zealand Workplace
What are the benefits of a diversified workforce? How will embracing values based on inclusion and cultural diversity help you improve public perception of your company brand? What are the competitive advantages this policy shift brings?
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