Name: Karina Permata Sari

NIM: 29115447

Program: GM 2
People in Organizations Assignment

1. How to measure core value of company?

Answer:
Core values are embedded during our initial upbringing and create the way a person orients to
the world, or, if you prefer, the filter from which you not only make meaning but from which
you decide how you will act and react to lifes daily challenges. Core values emanate from the
center of who we are and what is most important to us as a human being. And, core values are
often not spoken or acted upon creating a nagging within us about something we should not
have allowed to happen or an injustice that we participated.
Values change over time in response to changing life experiences. Recognizing these changes
and understanding how they affect one's actions and behaviors is the goal of the values
clarification process. Values clarification will not tell you what your values should be, it
simply provides the means to discover what your values are.
Values often grow from our purposes and goals, aspirations, beliefs and convictions, interests,
attitudes, feelings, activities, and/or worries, problems, and obstacles. Each of these are value
indicators, but are not always values. More often, they are indicators of an underlying value.
Unless all seven of the above traits are satisfied, it is not a value. Nonetheless, exploring these
value indicators can help unravel the often confusing determination of real values. During the
process, we are able to discover the various ways we have made meaning and in many cases,
how we have attached some form of importance to them, thereby creating a value indicator.
Thus, the values-clarification approach does not aim to instill any particular set of values.
Rather the goal of the values-clarification approach is to help individuals utilize the above
seven processes of valuing in their own lives; to apply these valuing processes to already
formed beliefs and behavior patterns and to those still emerging.
Heres the example of core value assessment:
Value/Trait

Definition

%of
Importance

%I
Practice

Peace

Tocreatetranquilitywithinmyself,myfamily,andtheworld.

Wealth

Toearnagreatdealofmoney(i.e.,wellbeyondmyfamily'sbasic
needs).
Tobefinanciallyindependent.

Happiness

Tobecontentwithinmyselfandwithinmylife

Success

Toachievesignificantgoals.
TobeinvolvedinundertakingsIbelievepersonallyaresignificant
whetherornottheybringmerecognitionfromothers.

Friendship/
Relationships

Tohavestrong,mutualheartrelationswithotherpeople
Toconnectbeyondwordsandactions

Fame

Toberecognizedassomeonespecialbylargenumbersofpeople

Authenticity

Tobefullypresentandwithoutpreconceivednotions

Influence

Tohaveaneffectonthecharacterorbehaviorofsomeoneorsomething.

Power

Todosomethingortoactinaparticularway.
Toinfluencethebehaviorofothers,theemotions,orthecourseof
events.
Tohaveauthoritygivenordelegatedtoyou.
Tohavephysicalstrengthorforce.

Justice

Toengageinjustbehaviorortreatment.

Faith/Hope

Tohavecompletetrustandconfidence
Tomaintainafeelingofexpectationanddesire

Honesty

Totellthetruth,withoutblameorjudgment

Loyalty

Tobecommittedtothegoalsofagroupofpeoplewhosharemybeliefs,
valuesandethicalprinciples.

Integrity

Toliveandworkconsistentwithmypersonalvaluesandstandards.
Toacknowledge/standupformypersonalbeliefs.

Enjoyment

Totakepleasureinmylife
Topossessandbenefitfrommylifechoices

Love

Tomaintainadeepfeelingofaffectionforlife

Leadership

Tomotivateandenergizeotherpeople.
Tofeelresponsibleforidentifyingandaccomplishingneededgroup
tasks.

Recogntition/
Expertness

ToberecognizedforwhomIamandmycontributiontolife
TobecomeaknownandrespectedauthorityinwhatIdo.

Family/Community

Tohavetimewithmyfamily
Tobedeeplyinvolvedwithagroupthathasalargerpurposebeyond
one'sself.
Toperformineffectiveandcaringteamwork

Truth

Todiscernfactfromfiction

Wisdom

Togrowinunderstandingofmyself,mypersonalcallingandlife'sreal
purpose.
Togrowinknowledgeandpracticemyspiritualbeliefs.
TofindlastingmeaninginwhatIdo.

Status/Prestige

Tobeseenbyothersassuccessful.
Tobecomewellknown.
Toobtainrecognitionandstatusinmychosenfield.

RespectforSelf

TohaveahighregardforwhoIam
Tonotabusemybodyorspiritthroughdrugs,lazinessorputdowns.
TostrivetobethebestIcanbe.

RespectforOthers

Recognizetheworthofotherpeople.
ToshowothersthatIvalueandappreciatethemthroughmyactionsand
comments.

Location

TobeabletolivewhereIwanttolive.

Responsibility

Tochoosebetweenwhatisrightandwhatiswrong.Toberesponsible
formybehaviorandaccepttheconsequencesofmybehavior.
Canbetrusted.Arereliable.

Courtesy

TotreatothersasIwishtobetreated

Creativity

Tobeinnovative.
Tocreatenewandbetterwaysofdoingthings.

Health

Tobephysicallyandmentallyfit.

Service

Tocontributetothewellbeingandsatisfactionofothers.
Tohelppeoplewhoneedhelpandimprovesociety.

Independence

Tohavefreedomofthoughtandaction.
Tobeabletoactintermsofmyowntimeschedulesandpriorities.

Looking at the last two columns of the above table, consider the differences between your
perceived level of importance of the value and your actual level of practice in day to day life.
2. Study the balance score cards.
Answer:
A balanced scorecard is a performance metric used in strategic management to identify and
improve various internal functions of a business and their resulting external outcomes. It is
used to measure and provide feedback to organizations. Data collection is crucial to
providing quantitative results, as the information gathered is interpreted by managers and

executives, and used to make better decisions for the organization. A Balanced Scorecard
approach is to take a holistic view of an organization and co-ordinate MDIs so that
efficiencies are experienced by all departments and in a joined-up fashion. To embark on the
Balanced Score Card path an organization first must know (and understand) the following:
The company's mission statement
The company's strategic plan/vision
Then

The financial status of the organization

How the organization is currently
structured and operating

The level of expertise of their employees

Customer satisfaction level

A Balanced Scorecard approach generally has four perspectives:

1. Financial
2. Internal business processes

3. Learning & Growth (human focus, or

learning and development)
4. Customer

5. Each of the four perspectives is inter-dependent - improvement in just one area is not
necessarily a recipe for success in the other areas.
6.
7. How HR strategy support the business strategy?
8. Answer:
9. Developing human capital is important to the longevity and success of a business. In the
past, personnel administration was merely the processing of payroll, benefits and applications.
Human resources strategy today involves executive leadership teams conferring with human
resources experts to develop complementary goals for human resources and the overall
business.
10.
11. A number of factors affect the relationship between human resources and business
strategy. Executive leadership needs first to understand the benefits of aligning HR goals with
overall business goals. Forward-thinking concepts may need to be approached carefully to
avoid skepticism among old-school executives who still consider human resources as merely
personnel administration. Building the relationship may also require the assistance of an HR
consultant to map the strategy for effecting change in your organization.