As we talked about before in this module, it’s important for project managers to work ethically. This means doing the right thing, not just following rules. There are written rules and laws, but there are also moral rules and values.
What are these moral rules and values? Let’s break it down with some explanations and examples.
Moral rules are like a list of dos and don’ts for how a person should behave. For instance, one moral rule is “don’t steal.”
Values are strong beliefs that guide how we act in different situations. They show what we think is good behavior. Values can be personal, but they can also be shared in groups like companies. When a bunch of people in the same group share these values, they shape how everyone acts in that group.
In companies, these shared values are super important. They make up the core of what the company’s culture is all about. These values are a small set of important beliefs that don’t change much, and they really influence how people act at work.
For example, The Open University (2019) has some values they believe in:
In our work, we stick to The Open University values of being inclusive, innovative, and responsive.
The value of being inclusive and innovative is a big part of what people do at The Open University. They use this value to make sure everyone can access knowledge through new and creative solutions.
Values and moral rules help everyone know how to behave in a group or at work. It’s good to think about them to understand how they affect the decisions we make when working on projects.
Think about the values your workplace or a group you’re in follows. Can you name some of these values? How do these values affect how you work on projects? Share your thoughts with other learners in the discussion below.
Integrity
Professionalism
Team work
Quality Delivery
Customer satisfaction
All these sharpens the excellent services we render on daily basis
Some of my organization values include
Integrity
Honesty
Excellence
Adaptability
These has helped us to stand out
Some of my organization values are Expansionism, Professionalism, Integrity, Exceptionalism which we imbibed and made us stand out in the society.
Some of the organizational values upheld by my organization where I work are;
* Integrity
* Respect
* Excellence
* Professionalism
Working with these values as a project Manager will help me to be honest, respectful and transparent with the stakeholders involved in the project.
It will also help me to work with excellence and professionalism in every project I handle.
Values are behaviors that benefit others without requests from them. They include our rights, and others’ rights over us, and basically not our wish or others’ wants.
The existence of values makes one or an organization strive in good ways as humans need reference always to act accordingly.
Transparency and confidentiality is the bedrock of some companies .
In my role, I have observed how organizational values play in shaping work processes. Values like; collaboration and Teamwork, Integrity and accountability, Customer centricity, Innovation and Adaptability, Innovation and Adaptability, Excellence and continuous improvement. These values act as guiding principles showing how I approach and manage projects. By aligning my work with these values, I contribute to both personal growth and the success of the projects I’m involved in.
As a Project Manager in telecoms, my values are honesty, transparency and right judgement.
There are a set of values in my organization such as Accountability, Integrity, Transparency etc. Among the three been mentioned, the most important is INTEGRITY because it has to do with one doing that which is right even when or where there is no one monitoring or trying to enforce your actions. Integrity enables us to be accountable to our actions and transactions in our organization, there by enabling everything to be done at as when it should be done.
Thanks.
In organisations, values are the ‘bedrock of a company’s organizational culture. Organisational values are small sets of values developed by individuals and groups. They are at the core (which is why we refer to a ‘small set’) and distinctive, so are relatively stable attributes and beliefs inspiring behaviour in the workplace.