Case Study Value Alignment

In: Business and Management

Submitted By rwentler
Words 1327
Pages 6
A pharmacist started the Coca- Cola Company in 1886. Dr. John Pemberton schlepped the magical formula to the nearest pharmacy that was Jacob’s in the downtown area of Atlanta. At the pharmacy, the doctor mixed the syrup with carbonated water where they sold it for five cents a glass. The original formula actually included cocaine. Now the company went from one product to five hundred and sold in one state and now worldwide. The company went from averaging eight drinks a day and now surpasses $1.8 billion. Coke is one of the world’s languages that is understood anywhere you go. The company sells product in over two hundred countries. Their mission statement is,” At the Coca-Cola Company we strive to refresh the world, inspire moments of optimism and happiness, create value and make a difference.” The company has many successes to learn and be inspired from (History of Coca-Cola). Excellent background – focus on creating a strong thesis statement that identifies your paper’s objective.
Origin and Subsequent Evolution of Values
The personal and workplace values of our team are much the same including core values like integrity, teamwork, performance, and learning. Acting ethical and developing trust and respect in the workplace is important. Integrity to me means honesty, trustworthiness, and respect. Teamwork involves sharing an open communication with other employees. Performance is based on the determination to strive for flawless performance in the workplace. Our team view of learning consists of possessing the necessary skills and training needed to perform a given duty. Our team’s individual values are based on doing the right thing and treating all people equally and with respect. In the workplace, individuals must act ethically and treat everyone with respect. What is the origin of values? Where do they originate?
Values that drive actions…...

Similar Documents

Value Alignment

...Value Alignment BUS/475 Value Alignment Intro – still need Personal and workplace values Xerox Fuji started out as a small and focused company that a vision that would not die. Looking back from when the company began in 1962 it was clear Xerox Fuji knew the future would consist of hard work and continual forward movement. Xerox Fuji started as a joint venture in Japan and envisioned the company expanding globally. Today Xerox Fuji products are global because of the company’s hard work and dedication. Xerox Fuji is always reaching to improve their product lines every day. This forward thinking shows deference in today’s world. To stay in business, companies should have the flexibility and ability to keep up with changes. The values of respect, hard work, dedication and commitment can be applied to an individual and company with a successful outcome. Individual alignment Values drive and motivate behaviors and actions. Each individual has a set of core values, which could be as common as punctuality, self-reliance, dedicated hard worker, loyalty, and harmony, to name a few. For example, one of values is honesty, which motivates me to be straightforward in my personal and professional lives. Through my actions I choose not to cheat, lie, steal, or deceive. It is important my actions and behaviors show that I have a strong and trusting character. In analyzing the alignment......

Words: 941 - Pages: 4

Value Alignment

...Value Alignment Values are key principles that one lives by that truly defines one’s life work. These are usually cultivated by family, culture and religious beliefs. As time goes on and one begins to have experiences outside of his or her normal realm these values are tested. One’s individual core values may change to adapt to other settings based on societal changes, financial status and education. As one enters the workforce the values of the organization must then be evaluated. Do the values of the organization measure up to the individual’s values? Does the culture of the business cause one to go against the principles of which he or she lives by? Team C has chosen to evaluate the values of Sam Walton, the founder of Wal-Mart, to the values incorporated in this company and its organizational plan to find whether or not the values are in alignment. Origin and Subsequent The origins and subsequent evolution of personal and workplace values within Wal-Mart are truly important to the structure of this organization. Wal-Mart has developed there business structure back in 1962 on these three basic beliefs: respect the individual, service the customer and strive for excellence. The origin reflects in the original beliefs that Sam Walton instilled in the company from day one are subsequently the same values that have evolved over the years. They may have not evolved in the since where they have changed but they have evolved where they are strictly and......

Words: 1184 - Pages: 5

Assessing Human Resource Practices Alignment: a Case Study

...HUMAN RESOURCE PRACTICES ALIGNMENT: A CASE STUDY HERBERT G. HENEMAN III AND A N T H O N Y T. M I L A N O W S K I Research has established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal alignment around those competencies. Doing this requires that the organization first assess how its HR practices are currently aligned and then develop ideas for improving HR practice that will be alignment enhancing. We call this diagnostic process Human Resource Alignment (HRA) assessment. We describe an HRA assessment process we developed and applied in a large public school district for the key job of teacher. The assessment was based on the district’s formal teacher performance competency model used, and was conducted by a group of human resources and instructional job experts from the district. These experts rated the degree of vertical and horizontal alignment and then developed suggestions for HR practice changes that would improve alignment. After describing the process and results, we present a series of lessons learned and directions for future research. © 2011 Wiley Periodicals, Inc. Keywords: strategic human resource management, human resource alignment......

Words: 10368 - Pages: 42

Value Alignment

...Value Alignment Axia College of University of Phoenix Course: BUS/475 – Integrated Business Topics Value Alignment In every business, ethics and core values are very crucial tools that connect to the survivorship of an employee’s position in the workplace. These same values describe and define the personal outlook on an individual’s life. Team B will analyze the individual values and Dell’s values as reflected by Dell’s organizational plans and actions. The team will describe each one’s own evolution of personal and workplace values. An explanation will explain how individual values drive Team B’s actions and behavior, and analyze the alignment between the Team’s alignment between their values, actions, and behavior. A description of the degrees of alignment between Dell’s stated values, plans, and actions are provided. An explanation is also submitted in an effort to show the difference and analyze the degree of alignment between the Team’s values and Dell’s values as reflected by Dell’s plans and actions. Evolution of Personal and Workplace Values The origin and subsequent evolution of Team B’s personal and workplace values are similar. Each member was nurtured at an early age about how to exhibit practical values such as integrity, accountability, diligence, perseverance, and discipline. The same values are applied in the team’s personal lives as it is in their workplace. Often times business men and women lie on......

Words: 1195 - Pages: 5

Value Alignment

...Value Alignment Introduction British Petroleum (BP) is an oil company founded in 1909. They merged with Amoco Corporation in 1998 and became one of the largest oil companies in the world ("Encyclopedia Britannica", n.d.). Working in the oil industry for so long, BP has encountered many issues that have tested the organizations values. Analyzing those values and comparing them to personal values can lead to a better understanding of the organizations actions. Personal and Workplace Values Values are beliefs rooted deep in our subconscious that influence peoples actions and decisions (Gibb, 2010). During childhood, a beginning set of values are derived from interaction with parents, teachers, coaches, and other influential figures. As one matures, critical thinking, and life experiences may change some of these values. However, many of the values learned as a child stay in the subconscious and serve as the basis for many decisions as an adult. Many adults tend to live their lives according to their set of values. Decisions are made according to what feels right or whether it is “the right thing to do.” Some may think their values are universal, but it is important to understand the diversity in values and not become outraged or angry when values held sacred are challenged or violated. Companies establish a set of values or ethics to help ensure the company operates properly and is profitable. These values or ethics are guiding principles that help employees make......

Words: 1254 - Pages: 6

Competing Values Case Study

...Case Study - Toyota Motors / Dell.com (The Competing Organizational Values Framework) In 1937, Kiichiro Toyoda founded the Toyota Motor Company in Japan as a spin-off from Toyoda Automatic Loom Works to manufacture cars roughly based on the designs of Chrysler and Chevrolet. Toyota emerged from the rubble of war in the late 1950s to become Asia’s premiere manufacturing company and swiftly moved from a regional to a global brand. Gaining a foothold in the United States during the oil embargo of the 1970s, Toyota systematically extended its product array from compact cars, like the Corolla, to mid-size sedans. In the late 1980s, Toyota accomplished the previously unimaginable by successfully introducing, Lexus, a luxury car line to compete with European blue bloods BMW and Mercedes. In fact, the newly introduced Lexus established previously unimaginable initial quality records, and may be said to have been the car that most sparked the quality revolution in the North American auto industry. Today, Toyota is Japan’s biggest carmaker with over $120 billion in annual sales. Toyota is one the few companies that has demonstrated an ability to pursue several directions simultaneously. The traditional organizational identity at Toyota was highly focused and internally directed. Perfecting “lean production” and “just in time” manufacturing techniques, Toyota became symbolized by quality and efficiency which made it a benchmark for automobile manufacturing worldwide. Engineering,......

Words: 1127 - Pages: 5

Value Alignment

...Value Alignment paper James Lee, Rekima Malvo, Brent Davis, Ruby Afamasaga BUS/475 February 24, 2014 William Stevenson Value alignment is the idea of making sure that everyone in the organization from senior management down to hourly employees is operating on the same page. Because different people have different values it can create weaknesses in an organization by damaging group dynamics and creating unhealthy conflicts which can escalate over time (Green, 2006). PepsiCo is a company that is committed to delivering sustained growth through empowered people, acting responsibly, and building trust among its employees and customers. This paper will take PepsiCo and analyze the origin and subsequent evolution of personal and workplace values. It will explain how individual values drive actions and behaviors and analyze the degree of alignment between Pepsi’s stated values and its actual plans and actions. Finally, we will analyze the degree of alignment between personal and organizational values as reflected by PepsiCo’s plans and actions. Personal and Workplace Values Our personal values derive from our experiences, personal aspirations, culture, society, and some values are learned and passed down through the generations. Our values, in a sense, drive our actions which result in if and how we accomplish things. Values are important for not only individuals, but organizations as well. Organizational values should be directly connected with personal values.......

Words: 1404 - Pages: 6

Value and Alignment

...Running head: VALUE ALIGNMENT PAPER Value Alignment Paper University of Phoenix Value Alignment Paper The first paragraph of this paper will give a brief introduction of my company, Coffee and Tea Beyond Retail, followed by an analysis of the individual values and organizational values reflected by the organization. Then, the rest of the paragraphs will examine the degree of alignment between the organization's stated and actual plans as well as the differences in individual and organizational values. Coffee and Tea Beyond Retail is a small business I want to start and will be a profitable private retailing company which will provide the finest and qualitative coffee and tea products sourced from all over the world and packed in a friendly environment. The coffee and tea will be sold in the retail and will be sourced from the finest and premium coffee and tea plantations across the world and will adhere to best practices in environment protection in the sourcing and procurement activities. The mission and vision statement of my company will focus on putting people before products and have a long established and passionately large and diverse loyal retail coffee and tea customer base. The company will strive to provide the highest quality products in the coffee and tea retail industry, at competitive prices to consumers and attain the highest possible customer satisfaction levels, by displaying highest standards in customer service, quality and......

Words: 887 - Pages: 4

Value Alignment

...Value Alignment Learning Team A Michelle Bolte, Jason Rodriguez-Galarza, Ryan Worsham, Jennifer Patton, Carol Odom BUS/475 March 24, 2014 Ryan Simpson Value Alignment Organizational values are established by the individuals that develop the business and are carried out in the plans and actions of employees and executives of the firm. Although there are inevitable differences between the two, alignment of individual and organizational values help to shape the culture in which the company operates and often the direction of the firm to include both long-term goals and the strategic short-term methods by which they are reached. Below we will analyze how organizational and individual values are reflected in the plans and actions of the Coca Cola organization. Individuals are born amoral, without established values. As each matures and evolves, they develop a sense of moral obligation and a system of values that derives from the people and cultures that they are subjected to. As babies, toddlers, and young children individuals witness and mimic the actions and values of those that they are most frequently surrounded by, mainly their parents or caregivers. They are taught the difference between right and wrong and throughout time develop a set of values from sources such as their parents, peers, religious leaders, educators, and other influential persons such as celebrities and cultural leaders. Although at a younger age people are generally more willing to stray from......

Words: 1119 - Pages: 5

Value Alignment

...Value Alignment Value Alignment A person looking to work in any organization needs to make sure he or she has a grasp on personal values. Identify what is essential to one’s way of life and personal goals will help him or her choose the right organization to work for. One may be a hard worker, but they must decide if that is more important than their values of starting a family or being a good spouse or parent. If you are a parent it does not mean that you cannot work, but you need to decide where personal values lie. Organizations have values just like people. Organizational values include setting goals, hiring the right people, standards on work ethics, pay rates, and time off offered to employees. These values are set by the owners and managers of the company. They are not defined in one day but created over years. Just as important as setting and defining values, is finding the right employees share these values. Starbucks maintains a desirable position with approximately 18,000 stores worldwide of which nearly 13,000 are in the North America and 255 are in New York City. Following is an exploration of the many ways that Starbucks aligns the organization’s values in their plans and actions. Evolution of Personal and Workplace Values The origins of personal values start at home with family and culture. As individuals grow, their values may change to incorporate new ideas. Workplace values start with individual values and then integrate the organization’s......

Words: 1274 - Pages: 6

Value Alignment

...Value Alignment Crysta Lezon, George Liss, Kristie O'Neal, Larry Mayor, and Michelle O'Neill BUS 475 September 5, 2011 Brian Duhart Value Alignment Personal values depict what an individual believes to be important to his or her life and often the values determine the individual’s behavior. Workplace values are similar in many ways, just in a more professional setting. In this paper, Team C will discuss not only the personal and workplace values but also the resulting actions and behaviors, and Coca-Cola’s stated values compared to their actual plans, and actions. Team C will also analyze the degree of alignment within the Coca-Cola Company. Personal and Workplace Values Personal Values Every company has their own set of values they have accumulated over the years of operation that they intend every employee, new or old, to follow. In addition to the company’s values each individual employee has his or her personal values he or she likes to follow. Integrity, honesty, loyalty, quality, drive, respect, and freedom are a few values that many people obtain and like to act on. For any company, including Coca-Cola, it is a valuable asset to have employees with personal values because the company knows they are good people. Workplace Values Workplace values are a key to any company’s success. Every employee needs to follow a set of workplace values as well as personal values. The Coca-Cola Company has seven core values within the workplace: “leadership,......

Words: 1084 - Pages: 5

Value Alignment

...Value Alignment, Southwest Airlines Integrated Business Topics, BUS 475 Abstract Origins of personal values start with family and community. As individuals grow, their values may change to incorporate new ideas learned from others. Workplace values start with the individual values and that individual integrates the organization’s values to accomplish their duties. In today’s business world, an organization’s values are an important part of the culture and success of that company. For values to be useful, they must remain consciously held and consistent. Having conflicting values prevents many people from acting with clearness and confidence. Everyone must live by their own values and be willing to live with the consequences of their actions. The values of the employee and the company’s values drive each decision made. Southwest Airlines (SWA) has been profitable for 38 consecutive years. This airline has a set of core values that every employee, from the president to the lowest level, lives by. The company’s core values are what make SWA’s so successful. Value Alignment, Southwest Airlines Origins of personal values start with family and community. As individuals grow, their values may change to incorporate new ideas learned from others. Workplace values start with the individual values and that individual integrates the organization’s values to accomplish their duties. In today’s business world, an organization’s values are an important part of......

Words: 1302 - Pages: 6

Value Alignment

...company’s core values and that say’s a lot about the organization. Nike is a strong advocate of formulating business strategies, creating market-driven incentives as a primary driver of change. For Nike, these core values are: Authenticity: Nike is authentic in everything it does. Athletic: Nike appeals to serious athletes. Performance: Nike’s products must meet the highest specs. From this three-legged model, Nike identified its widest access point: the joy in sports fitness that’s available to everyone. In other words, “Just do it” (www.extremekindness.com). From our analysis Nike focused on creating an image of ‘performance, competition, achievement, by doing its personal best; by promoting good work culture. Values are very important to our life, implementing them strengthens everything that concerns us. On the contrary it’s been established, however, Nike is running efficiently in all aspects. The company has marketed itself so methodically that it has figuratively become a household name. Now on the flip side, Nike was providing jobs too many who would other wise not have one; paying “a measly $1.60 a day to Vietnam factory workers while living wages are or were at least $3 a day” Another concern, is that Nike faced with a dispute over the unsafe conditions Nike was providing its factory workers. However, the organization still achieved continual success through effective operation and strategic planning. This paper will explain how individual values......

Words: 1282 - Pages: 6

Value Line Case Study

...The Wolfpack Corporate Finance – MBA 8020 Summer 2016 Value Line Publishing, 2002 Executive Summary Analyst of Value Line Publishing, Carrie Galeotafiore, was put in charge of the company comparison and developed a comprehensive forecast model that could be used to gauge future success. Historical performance, costs of capital, current financial statements, and macroeconomic trends were all used in creating assumptive ratios and growth rates. With five year projected financials, Galeotafiore applied these projections to current company metrics in an effort to publish an accurate forecast. Before finalizing these projections, it is recommended that Value Line produce a detailed qualitative analysis to support the numbers. The purposes of this analysis are to 1) provide detailed forecast analysis for hardware giants Home Depot and Lowe’s. 2) compare these assumptions to the industries previous and potential performance 3) provide a judgment for Value Line readers for potential stock investment actions. Although these two companies have risen to the top of this industry it is recommended that investors hold their current investment position on both companies, as opposed to buy or sell. Problem Formulation As Galeotafiore prepares to release Value Line’s forecasts, there are several important factors that must be taken into consideration. Primarily, are the numbers used in the models for Home Depot, found in Exhibit 7, dependable? Can both companies be......

Words: 1602 - Pages: 7

Value Alignment

...plan and understanding the value alignment with a company and an individual, Team A has selected Johnson and Johnson (J&J). Team A will analyze the values of each team member and how his or her values compare to the values of Johnson and Johnson. Enclosed below is an outline of subsequent evolution values and action alignment between plans and actions. Team A has reflected the degree of differences in individual values versus J&J stated values. Origins of Personal and Workplace Values A person’s values derive from family, friends, and life experiences shaping each individual’s perspective. Values are “a person’s principles or standards of behavior; or judgment of what is important in life” (Definition of Value, 2012, p. 1). The values each individual in Team A may differ in some form but to become a team the individuals must come to an agreement about a single set of values. Individual values are instilled through those closest such as family, friends, and mentors. As the person grows older and wiser these values sets him or her apart from others around them; although all share a set of common values. Similar to Team A corporations must have a foundation that guides the company and at the same time communicate to employees and the public the company’s vision and mission. Explain how your team values drive its actions and behaviors Team A’s values are important because they set us apart from other teams. In the academic setting Team A’s values are on time......

Words: 1265 - Pages: 6

Lie To Me Streaming | SOLIDWORKS | You're the Worst 8.6