The Values of a Balanced Culture

Organizational values, as the criteria that guide decision-making, play a central role in the implementation of management by missions (MBM). Most social organizations today develop a set of values. These sets of values are normally treated as fixed and even as untouchable. However, over time, some values change and evolve both in the organizational environment and within the organizations themselves. Some values may fall into the background, while others should come to the forefront. As a result, leaders need to adapt to these changes and create corporate cultures that best align with their corporate purpose over time. In this chapter, we propose a framework to help organizations create balanced sets of values in four categories: business, relational, development and contribution values.

ORGANIZATIONAL VALUES: ANTECEDENTS OF WELL-BEING AT WORK FOR RURAL SUCCESSORS

ABSTRACT Purpose: This study sought to explore the relationship between well-being at work and organizational values in rural properties’ successors in a cooperative system. Originality/value: Empirically, the study presents elements for the strategic management of rural properties, especially for the challenge of preparing successors. For cooperatives, it contributes towards presenting elements for members’ management policies and practices. The study also extends the field of studies on well-being at work and the relationship between well-being and values in the organizational environment. Design/methodology/approach: The method design adopted followed a quantitative approach, with a relational scope, survey type, and cross-sectional. Successors representing 119 rural properties in western Santa Catarina participated in the study. Questionnaires assess organizational values and well-being at work as constructs. The descriptive, correlational statistics and structural equations modeling with partial least squares estimation confirm the hypothesis. Findings: The study’s main conclusion suggests that the values of environment dominance and autonomy are associated with commitment, satisfaction, and involvement with work for successors of rural properties in a cooperative system.

Mitigating Gig and Remote Worker Misconduct: Evidence from a Real Effort Experiment

Employee misconduct is costly to organizations and has the potential to be even more common in gig and remote work contexts, in which workers are physically distant from their employers. There is, thus, a need for scholars to better understand what employers can do to mitigate misconduct in these nontraditional work environments, particularly as the prevalence of such work environments is increasing. We combine an agency perspective with a behavioral relationship-based perspective to consider two avenues through which gig employers can potentially mitigate misconduct: (1) through the communication of organizational values and (2) through the credible threat of monitoring. We implement a real effort experiment in a gig work context that enables us to cleanly observe misconduct. Consistent with our theory, we present causal evidence that communication of organizational values, both externally facing in the form of social/environmental responsibility and internally facing in the form of an employee ethics code, decreases misconduct. This effect, however, is largely negated when workers are informed that they are being monitored. We provide suggestive evidence that this crowding out is due to a decrease in perceived trust that results from the threat of monitoring. Our results have important theoretical implications for research on employee misconduct and shed light on the trade-offs associated with various potential policy solutions.

Microservices Software Architecture: A Review

Architecting is an indispensable activity in all spheres and paradigms of Software Engineering. DevOps, a portmanteau of Development and Operations, has a major adoption challenge in context to Microservices Architecture. Architecture refers to the most important aspect of internal design of a software. Architecture must be good otherwise; it will become slow and much more expensive to add new proficiencies in future. This paper has presented a review of microservices architecture and implementation patterns. Microservice approach is a new concept in software architecture patterns and has leapt up over past few years for describing a certain method to design software applications as collections of individualistically deployable services. In this paper we are looking to discover the role of microservices software architecture in DevOps. It is found that adopting DevOps may carry many challenges/issues like organizational values, immaturity of the tools and infrastructural support with it for architecting with it. Keywords: Microservices Architecture, Microservice, Service Oriented Architecture (SOA), Software Architecture, DevOps

Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study

Background The values of individuals and organizations are the core factors driving and guiding nurses’ decision-making and actions. Previous studies mainly focused on the impact of organizational commitment and other influencing factors on turnover intention. Aim To explore the mediating effect of personal and organizational values matching the relationship between organizational commitment and turnover intention of nursing staff. Methods A cross-sectional survey of 490 subjects in four tertiary hospitals in Tianjin was conducted by convenient sampling. Multivariate regression analysis and structural equation models were used to test each hypothesis. Results The results showed that there is a negative correlation between personal and organizational values, organizational commitment and turnover intention, and personal and organizational values played an indirect intermediary role between organizational commitment and turnover intention. Conclusions Organizational commitment reduces nurses’ turnover intention indirect through personal and organizational values paths. Leaders can improve nurses’ values as members of the organization, so as to participate in their own work more actively. Implications for nursing management Managers should effectively reduce the turnover rate and stabilize the nursing team by improving the organizational commitment and personal and organizational values of clinical nurses.

Perceptions of Work Value and Ethical Practices Amongst Primary School Teachers, Demographics, Intervention, and Impact

The rate of value decadence and degeneration of moral value as it applies to work ethic amongst teachers is worrisome, especially in Nigeria. This value decadence amongst Nigerian teachers could have been triggered off as a result of their false perceptions in placing demands. This study therefore investigated the effect of rational emotive occupational intervention on the perceptions of work value and ethical practices amongst teachers in primary schools in Nigeria. Randomized group control intervention was adopted with 168 primary school teachers selected as participants for this study. The participants were allocated to (treatment group: n = 84) and (waitlisted control group: n = 84). The participants in the treatment group received a 12-week program of activities (REBOI) whereas the waitlisted group received the conventional means of counseling. The results showed that rational emotive behavioural occupational intervention was significant in the work values of primary school teachers in Nigeria as measured by the Organizational Values Scale . Rational emotive occupational intervention was significant in the ethical sensitivity of primary school teachers in Nigeria as measured by the Ethical Sensitivity Scale. It was also found that rational emotive behavioral occupational intervention has significant long-term effects on work value and ethical practices among primary school teachers in Nigeria as measured by the Organizational Values Scale, Ethical Sensitivity Scale. Therefore, we conclude that rational emotive behavioral occupational intervention is effective in changing the false perceptions of work value and ethical practices among primary school teachers in Nigeria.

Authentic leadership

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Managerial value reports are a method of transparently setting out organizational values, and demonstrating a commitment to them, through actions which can be judged by internal and external stakeholders. Originality The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.