Marathon County Highway Department: A Case Study

After its mission statement, the company enumerates its values in support of the mission statement. The values are the following:

The organizations values are to reflect the mission statement as closely as possible. They describe the core qualities of the organization as well as the actions and behaviors towards clients, employees, partners, community members, etc. The values that my organization will employ and portray are those showing the honesty, integrity, dedication, and loyalty to the clients, workers, and community. They will also portray the value of the employees to the successful treatment of the clients. The values will show the level of skill, knowledge, and expertise that the employees possess. Honesty is an important value to have because if a client knows the staff and organization is truthful the success rate will greatly increase because of its creditability. Conveying a strong value of honesty to clients as well as everybody else involved with the organization provides stability and admiration to the organization and the employees, showing a client who has severe trust issues that he or she can trust the staff who in the beginning is complete strangers that he or she will be able to build their trust issues with other people

My thoughts are to have core values that will replace value statements. I believe five core values will be good, easy, and simple. One core value will be “We value people” this value should be respected by employees of the business. All people need to be value in order for the business to be held in high standards. The next core value will be

With these values in place makes sure that each person working within our organization models these characteristics. It helps establish priorities in daily work life and personal life and can help our organization grow. Effective organizations identify and develop a clear, concise and shared meaning of values/beliefs, priorities, and direction so that every employee understands and can

Driver two, said she was traveling north on North Roxboro Road when vehicle three came into her lane causing her to drift to the right. She advised she struck the left rear fender of vehicle one which was

Their mission, vision and purpose of improving and transform lives of individuals, families, and communities would be not possible without the guide and values that the Agency embrace. Five Core of Values that are the foundation for everyday work: Continuous Quality Improvement, Respect, Maximize Individual Potential, Supportive Culture and Integrity.

integrity, professionalism, caring, resourcefulness, and spirit. Every day they strive to bring these values to life through behaviors and deeds that go above and beyond the ordinary.

Values define what the organization does, what it aspires to be, how it will grow, and what it considers important

"A National Transportation Safety Board investigation into the crash, released 11 months later, lays most of the blame for the collision on a local Norfolk Southern crew who were working the line west of Aiken a day earlier. The crew of Train P22 told investigators they were running behind when they reached the Avondale Mills textile plant around 6:10 p.m. the evening of January 5. That did not give them enough time to drop off the cargo of sodium hydroxide (used as a bleaching agent at the Avondale Mills plant) and make the planned trip down to Warrenville without going over their work-hour limit. So after finishing work at the Graniteville plant, the crew took a taxi to a hotel for the night with the intention of returning the following morning. No one noticed that the switch on the main line was still pointed towards the Avondale Mills spur. In fact, the brakeman was insistent that he had moved the switch back so any later trains going through town would still be able to go straight."2 This is a case of pushing the limits to the edge and missing an important detail. The work limits are put into effect to prevent just this kind of over site of missing important details. Unfortunately this one resulted in a major accident with loss of life. When the limits are pushed mistakes are made and the result sounds like; " 'In my mind, when I left [the industry track], everything was properly lined back to the main line. I had no doubts in my mind when I left there, ' the

A statement of core values and principles with each defined in simple business language. Of the principles, we look at “moral” and “pragmatic/business” plus some are categorized as “ethical” and “organizational;” wherefore, moral deals with honesty, fairness, respect; pragmatic/behavior principles deal with, excellence, profitability, quality, or customer satisfaction. On a similar note, the categorization of values can be seen as, ethical: honesty and fairness while organizational: excellence and sustainable development.

The values are structures in a way so that each value flows into the next. At Zappos, they strive to merge an employee’s professional life with their personal life. Hsieh believes that the Zappos core values not only formally define the Zappos culture, but they provide a pretty decent list of personal values too. This follows Zappos’ desire to not only improve professionally, but personally as

An essential component of leadership is to articulate and exemplify the organization's core values. These values must be clear, compelling, and repeated. The leader must both "walk the talk" and inspire his/her colleagues within the organization to also live these values. Values are at the core of individual, group or organizational identity. Values are relatively enduring conceptions or judgments about what is considered to be important to an organization. Agreement between personal and organizational values result in shared values which constitute the benchmarking of a successful business practice.

Core values are the DNA of success inherited by the organizations and the employees of Hyundai

It is very important for employees to understand the core values of their company so that they can help organization to achieve their goals (Robinson et al., 2004).

The administrator of the highway department was given a task to find a way to fill more potholes. This program to fill more potholes would decrease the number of complaints in the city and the number of damages to the residents’ cars. To do this, the Highway Administrator implemented a goal-setting program, in hopes this would encourage the workers to fill more potholes. This program sets a standard for each crew to fill a certain amount of potholes per day, no matter the location of where the crew was working. The results will then be posted for all of the crews to observe and compare. As an incentive to fill as many potholes as possible, the crew who filled the largest amount of potholes each week was given a reward. I personally believe