How do you balance the norms and values of different stakeholders in your work?

As a hospitality management consultant, I've found that one of the most crucial aspects of my role is understanding and navigating the diverse landscape of stakeholders within the industry. Each stakeholder group brings its own set of norms, values, and priorities to the table, and finding alignment among them is both a challenge and an opportunity. One angle that I've personally experienced and found effective is the emphasis on building trust and fostering collaborative relationships. This goes beyond just understanding stakeholders' perspectives; it involves actively engaging with them, building rapport, and demonstrating a genuine commitment to their interests.

In my opinion, It involve understanding and reconciling diverse perspective, preference and priorities to achieve share goals. As norms refer to accepted standard of behavior practice and expectation, it shape how we interact, communicate and collaborate whereas value represent core belief, principles and ideal that guide individual attitude decision and actions, it reflect what is considered as important desirable To Balance norms and value 1 Perform stakeholder analysis to identify norms and value 2 Build an inclusive environment where stakeholder feel respected, heard and valued 3 Communicating the norms value and expectation 4 Prioritize consensus building, remain flexible and adaptable , address conflicts and focus on shared values

In the ever-evolving decision-making landscape, norms and values serve as our ethical GPS, guiding us toward innovative and sustainable solutions. Departing from the conventional view, we recognise that ethics is not just a set of rules but a dynamic force propelling us toward a future of positive impact. Norms and values are not static; they're dynamic forces shaping and being shaped by our actions. Imagine an ethical synergy where our decisions align with current standards and actively contribute to evolving norms, creating a positive feedback loop that propels us toward a future where ethical considerations are at the forefront.

Balancing stakeholder customs and ideals takes skill. There are eight strategies: Prioritise shared goals. Communicate freely and equally. Increase inclusion through widespread participation. Practice active listening. Maintain open communication lines. Define roles and expectations clearly. Let values influence your decisions. Resolve problems constructively. Harmonising norms and values allows for long-term collaboration!

To balance norms and values of stakeholders, first remember that a stakeholder is anyone who has a stake in the outcome. Anyone who will be impacted by the decision. You may want to do this on paper, almost like a “pros and cons” list. Identify the various stakeholders, then outline the best and worst-case scenarios, and rank them in that order. Remember, stakeholders can be more than shareholders – they are also employees or customers. Third, weigh the scenarios for each group: best outcome, medium outcome, and worst case. This will help you balance the needs and the consequences. For each scenario, map out each variable. What are the benefits and costs for each outcome, and how will that impact various stakeholder groups?

Normative ethics, that branch of moral philosophy, or ethics, concerned with criteria of what is morally right and wrong. It includes the formulation of moral rules that have direct implications for what human actions, institutions, and ways of life should be like. normative ethics, that branch of moral philosophy, or ethics, concerned with criteria of what is morally right and wrong. It includes the formulation of moral rules that have direct implications for what human actions, institutions, and ways of life should be like.

Unfortunately we, as a society, have been slowly losing our objective values and moving to a system that contemplates an "acceptance" of subjective beliefs that ebb and flow with the tides. We see variances between what is prescribed (normative) and what is performed (descriptive) because we have tried to be accepted by everyone and burdened by none. We must accept that there are objective values that should "set the floor" for our behavior and any individual set of ethics by a business or individual should only be seeking to callout what is expected above and beyond that floor. Once we set those expectations, we must then be willing to accept that there will be a collective that will be drawn to what we offer and another that will not.

Ever caught yourself pondering the intricate dance between what people do and what they should do in ethical situations? Enter the realms of normative and descriptive ethics. Normative ethics guides us with the "shoulds," laying down the principles like a moral GPS, telling us how to navigate ethically tricky waters. Descriptive ethics, on the other hand, is like the street-level reporter, showing us real-life actions and choices—capturing the actual ethical landscape. For instance, when crafting company policies, we often balance ideal conduct (normative) against actual employee behaviors (descriptive) to create realistic and ethical standards. Isn’t this blend of idealism and realism crucial for understanding and shaping ethical behavior?

When dealing with normative ethics, focus on establishing clear ethical guidelines or codes of conduct for decision-making in your professional environment. These should reflect well-founded moral theories and principles, guiding actions and choices. Regularly review and update these guidelines to ensure they remain relevant and comprehensive. For descriptive ethics, observe and analyze actual behaviors and decisions within your organization or field. Conduct surveys or studies to gather empirical data on ethical practices. This understanding helps in identifying gaps between ideal ethical standards and real-world practices, leading to more effective ethical training and policy adjustments.

I would like to add another perspective to normative and descriptive ethics. Although well covered and defined under this write up, a critical element here is the not just whats laid down vs whats practiced, but also, who is presented as 'successful' vs who isn't. the 10-80-10 rule helps here. 10% will continue to do wrong, despite anything 10% will continue to do whats right, despite anything remaining 80% will follow those 10% among the two defined above who are projected as 'Ideal' or 'Successful' or are 'Rewarded' for their behaviour.

Community stakeholders, such as local residents and authorities, also play a vital role in the hospitality industry. By actively engaging with them, addressing environmental and social concerns, and contributing positively to the community, hotels and resorts can build strong relationships and enhance their reputation as responsible corporate citizen. I prioritize diversity and inclusivity in decision-making processes, ensuring that all stakeholders have a voice and are represented. This fosters a sense of ownership and empowerment among stakeholders, leading to more positive outcomes.

The idea behind a stakeholder perspective is that business is embedded in a complex set of social and economic networks. It is referred as a set of relationships among groups which have a stake in the activities that make up the business. Visualizing a stakeholder map which includes customers, employees, investors, vendors and communities can help simplifying complex stakeholder interrelationships and prioritizing the key/major stakeholders for the organization. The following questions can help addressing or identifying the relevant stakeholders: -Who has an interest? -What are their motivations? -How much power does each hold? Failure to identify relevant stakeholders can cost the organization from both a strategy and costs perspective.

A stakeholder analysis is a must, applying a RACI (Responsible, Accountable, Consulted and Informed) chart from project management aides in understanding the roles and priorities and communication styles of each stakeholder.

Ever felt like a tightrope walker trying to balance with an elephant on one side and a mouse on the other? That’s stakeholder management for you. Identifying who really matters in your project is the first step—think of it as drawing a map before you set sail. Use tools like stakeholder analysis to pinpoint who's who in your zoo—knowing their needs, influence, and expectations. It’s not just about keeping everyone happy; it’s about understanding their unique perspectives and juggling these gracefully to keep the show running smoothly. Remember, balancing acts are all about precision and poise! #divineintervention #gabenfreude

Ever felt like a detective piecing together a who's-who in your project’s mystery novel? Identifying stakeholders is just like that. You've got to map out everyone from the quiet intern in the corner to the loud competitor trying to sneak a peek at your plans. Using a stakeholder analysis tool is like having your very own magnifying glass, helping you see who really matters in the grand scheme of things and what they’re after. It turns the chaotic crowd of faces into a neat diagram of allies and adversaries. Ready to play a game of strategic connections? #divineintervention #gabenfreude

In my experience, this approach has led to more fruitful collaborations and smoother project implementations. For example, when working with hotel owners and management teams, I've focused on developing strategies that align with their business goals while also addressing their concerns about cost-effectiveness and operational efficiency. Similarly, when engaging with staff members, I've emphasized the importance of communication, training, and empowerment. By listening to their feedback, addressing their needs, and involving them in decision-making processes, I've seen increased morale, productivity, and loyalty within teams.

In my experience the right approach to apply ethical principles and frameworks work best through a 'moral compass' of every single member of that society. Each and every individual has unique perception and mindset about ethical principles, and this reaches beyond any written policy or procedure. In situations of ethical dilemmas, the 'unwritten rules' and culture plays a vital role in reaching to fruition and making a sound judgement. While doing this, seeking advice or suggestion from subject matter experts based on areas of expertise in question and addressing or referring to precedent conditions/circumstances can help appropriately applying ethical principles and frameworks which can help the moral compass to show the right direction.

Embrace these as a part of company policies and code of conduct. As an individual embrace the following as your DNA: Virtue ethics: What is moral is what makes us the best person we could be. Deontology: What is moral is what follows from absolute moral duties. Utilitarianism: What is morally right is what generates the best outcome for the largest number of people. Rights-based Ethics : What is moral is that which is in accord with everyone's rights. Care-based Ethics : What is moral is that which promotes healthy relationships and the well-being of individuals and their interdependence.

The purpose of having a Code of Ethics and related policies & procedures is to put the stake in the ground for what your company is all about. To do that, you have to first be willing to accept that you can't be "everything to everyone" and you have to be true to the culture and values that drive your company. Struggles arise with a CoE and corporate P&P when leaders, instead of staying true to the engrained culture of their success, seek to appease the "flavor of the day."

Ever felt like a philosopher king deciding the fate of your kingdom with a swipe of your ethical scepter? Applying ethical principles and frameworks is sort of like that—minus the crown and the robe. Think of it as your toolkit for tackling tough choices at work. First, you clarify the moral conundrum like Sherlock Holmes on a good day. Then, whip out your ethical tools—be it the fairness of deontology or the results-focused utilitarianism—and sift through the options like a contestant on a game show of moral quandaries. The key? Each choice is weighed with a blend of wisdom and practicality, ensuring that your decision isn’t just sound, it’s also defendable to the whole court of stakeholders. Ready to rule your ethical empire wisely?

Personalizing the approach to each stakeholder group, understanding their unique values and concerns, and demonstrating a genuine commitment to collaboration and mutual benefit has been key in my work as a hospitality management consultant. It's a dynamic process that requires empathy, flexibility, and proactive communication, but the results in terms of sustainable partnerships and successful projects are highly rewarding.

Dealing with ethical conflicts or dilemmas involves a structured approach to navigate competing values and interests. Start by clearly defining the dilemma and identifying all affected stakeholders. Use ethical frameworks, such as deontology or consequentialism, to analyze the situation from multiple perspectives. Engage in open dialogue with stakeholders to understand their viewpoints and seek common ground. Document your decision-making process and rationale to ensure transparency. By balancing principles, seeking input, and being transparent, you can address ethical conflicts with integrity and fairness.

Ever found yourself choosing between a rock and a hard place? That was me during a project when the drive for rapid results clashed with our commitment to quality. Balancing the urgent needs of our clients with our team’s capabilities felt like navigating a minefield. In these ethical dilemmas, it's crucial to gather everyone’s input, lay your cards on the table, and strive for a solution that respects all sides. Don’t shy away from external advice when needed—it’s like asking for a map when you’re lost. The key? Document everything as if you're writing history, because in a way, you are. #divineintervention #gabenfreude

An ethical dilemma is an issue, problem or concern in your decision-making process, in which neither choice you make offers a great outcome. Also called a moral dilemma or ethical paradox, you often face these challenges in professional settings. For example, you might bear witness to ethical dilemmas or get asked to do something you think is wrong. Apply the value theory approach: When considering your options to resolve the ethical dilemma, the value theory approach means selecting the option that offers the greater good or lesser evil. This can be helpful when neither of the options is ideal.

As every organization, you have to be ready to handle it and see it as an opportunity to understand, question and fix it according to your values, missions, exisiting ethical norms as well as the stakes and context of the current challenges. Having a trusted space with the right people to address the issue, be very sharp and strong on the issue and soft on the people, be ready to take harsh decisions if needed. If the ethical challenge is not to be addressed, do not waste time and ressources in pretending or at least limit the number of individuals involved.

Times may change, but the formula remains the same- 1) Tone at the top 2) Imparting value based trainings 3) Rewarding ethical conduct 4) Strong policy on Open Door and Vigil 5) Strong commitment to Anti retaliation 6) Speak up culture 7) Empowered workforce

Having a clear and well-established Code of Ethics that employees can internalize and adhere to is vital. All stakeholders must be aware of the fact that reputation is priceless and it is irreplaceable. It can take many years to build a great reputation, but only a few minutes to ruin it. Working in an ethical environment where employees are accountable for their actions with transparency is booster for employee motivation, sense of belonging and enhanced performance. The company culture and tone at the top are two keys to make this happen and it also helps increased individual awareness among the organization at all levels. Accomplishing the goals while acting with integrity is the 'magic formula' which should stand out as lead by example.

An ethical work culture stems from the transparency and behaviour demonstrated from top down in addition to a combination of values that culminate to measuring and rewarding performance plus a set of policies and conduct that everything lives by.

Ever dreamt of being the ethical superhero of your workplace? Fostering an ethical culture isn't just about personal choice—it’s a team sport. Start by aligning your capes—er, values—with the organization's mission. Model the moral high ground like it's on the runway, and don't just encourage good behavior—celebrate it! Equip your team with ethical utility belts through training, and keep those supervillain moves (unethical acts) in check with swift justice. Remember, a workplace that thrives ethically is one where everyone feels like a hero. Ready to save the day? #divineintervention #gabenfreude

"Align your personal and professional values with the organization's values" suggests to me too conformist an approach. While you should certainly not work in an organization where the professed values of leadership are utterly antithetical to your own, you cannot and should not discount your own contribution to defining organizational values. An organization changes over time - new people join, events cause shifts in the ethos, incentives change, etc. While organizational values cannot be totally fluid (as it would make them largely meaningless), they can and should evolve as they are driven by the collective will of the people who make up the organization (which, as a non-sentient thing actually cannot have its own values).

Em meu trabalho, procuro manter transparência e comunica??o aberta para que todos compreendam as decis?es éticas. Busco aplicar princípios de forma justa, considerando o impacto a longo prazo nas pessoas, na sociedade e no meio ambiente. Por exemplo, em uma situa??o onde os departamentos de vendas e qualidade tinham prioridades conflitantes, mediei uma solu??o equilibrada, alinhando a necessidade de rapidez com a seguran?a. Esse episódio me ensinou que, além de resolver o problema técnico, é fundamental construir um entendimento comum entre as partes, o que fortalece a colabora??o e a confian?a de forma sustentável.

Handling the diverse norms and values of stakeholders in my work is like a skilled dance. I engage in active listening, bring empathy to the table, and find common ground without compromising my core values. I view this challenge as a chance for both personal and professional growth, contributing to a collaborative and harmonious environment that genuinely embraces diversity.

Isn't balancing stakeholder norms and values a bit like being a DJ at a club where everyone has different musical tastes? Last year, I orchestrated a meeting that felt more like a peace treaty signing. By facilitating open dialogue and promoting empathy, we managed to align our diverse stakeholders around a common goal. It turned a potential battleground into a harmonious symphony of collaboration. Have you ever turned a cacophony of differing opinions into a masterpiece of consensus? #divineintervention #gabenfreude

Consider the story of Ruth, who exemplified loyalty and integrity while navigating different cultural norms. Her commitment to Naomi and her faithfulness in a foreign land earned her respect and transformed her community's perception. In your work, be like Ruth by showing unwavering dedication and integrity, which can bridge cultural divides and foster an ethical environment that transcends individual differences. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Acredito que a comunica??o desempenha um papel fundamental na busca do equilíbrio entre as normas e valores dos diversos stakeholders no meu trabalho. é essencial comunicar claramente aos diferentes interessados o propósito e os valores que orientam nossas a??es como agentes de mudan?a na sociedade. A partir dessa base, estabelecer um ambiente de confian?a torna-se crucial, pois nas intera??es com diversos stakeholders, podemos influenciar positivamente mudan?as em comportamentos e atitudes.