Sometimes people include aims, strategies and purposes under the headings of core values but all these are separate entities as they may change with time. All these change with the external changes, market demands, and customer needs while core values remain the same throughout many decades. One method of finding out core values is by asking yourself simple, self-analyzing questions; like would you still stand by these rules even when they are of disadvantage to the company, or would you follow these rules even when applying them does not result in any market profit etc. If the answers to these questions are ‘No’, then these should not be confused with core values.Even organizations with people from diverse ethnic and cultural backgrounds can agree upon same core values. The assessment on individual level in these organizations can help in forming values and rules for everyone. Simple questions which spark up peoples interest help them in answering these questions honestly. They should be asked, for instance, about the values they would teach their children, and/or what would they do if they had enough money without working, what values they would want to see in the people working under them etc. Individual assessment is crucial as it makes the employees feel a true part of the company and not just an interchangeable pawn.Then comes the question of giving a final shape to these set of rules. This differs from company to company as people differ from geographical, age and size aspects, The main method of formulating core values for an organization is a task comprising of a group people called the Mars Group. These are a few selected people who are acknowledged the best at what they do. Building Your Company's Vision by Jim Collins & Jerry Porras.
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