Floor to your dark room and star to your ships

Values are the bedrock of our actions and decisions, influencing everything from our day-to-day interactions to our long-term goals. By exploring the different types of values and their applications, we can better understand human behavior and make more informed, ethical decisions that enhance both personal and organizational growth - we have heard and read statements like these. But what difference does it make to understand your own values if you seem to be doing okay?

Let's look at some words and concepts before I tell you more.

Beliefs are convictions or acceptances that certain things are true or real. While values are deeply held principles that guide our behavior, beliefs are more about what we consider to be true or false.

Goals are specific achievements we aim to accomplish. Values, on the other hand, are the guiding principles that influence how we pursue our goals. For instance, one might have a goal to become a successful entrepreneur, but values like integrity and innovation guide how they achieve that goal.

Preferences are likes or dislikes towards specific things or activities. Values are more profound and central to our identity, shaping our behavior and decisions in a broader sense.

Rules are explicit instructions or guidelines that dictate specific actions in specific situations. Values are more abstract and flexible, providing a moral compass rather than strict directives.

Norms are societal expectations of behavior. Values are personal and can sometimes conflict with societal norms.

Now imagine you would describe a preferable work environment.

Personal values are the deeply held beliefs that guide our behavior and decision-making. They reflect what we consider important in life, shaping our actions and interactions both personally and professionally. Values like integrity, respect, and responsibility are not just abstract concepts; they are the principles that form the foundation of our character and influence our professional lives in profound ways.

When personal values align with organizational values, the workplace becomes a powerful engine of engagement and productivity. Employees who resonate with their company’s mission and values are more motivated, committed, and productive.

Opinion vs. Value: Someone might say, "I value democracy," but this can sometimes be confused with the opinion that "Democracy is the best form of government." The first is a value, while the second is an opinion derived from that value.

Belief vs. Value: Believing in the efficacy of a scientific approach is different from valuing knowledge and truth, which might underlie that belief.

Norm vs. Value: Following the norm of shaking hands when meeting someone is different from valuing respect and courtesy, which may be why the norm exists.

Goal vs. Value: A goal might be to lose weight, while a value could be health or well-being that guides the pursuit of that goal.

Consider an employee at a financial institution who uncovers fraudulent activity. If integrity is a core value, this person is likely to prioritize ethical considerations over personal gain or job security. By choosing to report the misconduct, they uphold their values and contribute to a culture of transparency and accountability, prompting the organization to adopt more robust ethical practices.

Organizations that prioritize values create environments where employees feel respected, valued, and motivated. Leaders play a critical role in embedding these values into the company culture.

Values can be broadly categorized into different types based on various dimensions, such as their source, nature, and application. Here are some common types of values:

Based on Source

1. Personal Values: Values that individuals hold dear based on personal experiences and beliefs. Examples include honesty, integrity, and kindness.

2. Cultural Values: Values shared by a specific cultural group and passed down through generations. Examples include respect for elders, collectivism, and traditional rituals.

3. Societal Values: Values widely accepted within a society, often reflecting societal norms and laws. Examples include justice, equality, and freedom.

4. Religious or Spiritual Values: Values derived from religious beliefs or spiritual practices. Examples include compassion, forgiveness, and faith.

5. Professional Values: Values that guide behavior in a professional context. Examples include accountability, reliability, and teamwork.

Based on Nature

1. Moral Values: Values that define what is right and wrong in human behavior. Examples include honesty, loyalty, and fairness.

2. Ethical Values: Values related to principles governing professional conduct and decision-making. Examples include integrity, impartiality, and respect for confidentiality.

3. Aesthetic Values: Values pertaining to the appreciation of beauty and artistic expression. Examples include harmony, balance, and creativity.

4. Pragmatic Values: Values focusing on practical and functional aspects. Examples include efficiency, utility, and productivity.

Based on Application

1. Intrinsic Values: Values appreciated for their own sake. Examples include happiness, health, and love.

2. Extrinsic Values: Values appreciated for the outcomes they help achieve. Examples include wealth, fame, and status.

Other Specific Types

1. Instrumental Values: Values that serve as a means to an end. Examples include being hardworking (to achieve success) and being educated (to gain knowledge).

2. Terminal Values: Values that represent the end goals of life. Examples include achieving world peace, personal contentment, and economic security.

Psychological and Philosophical Dimensions

1. Hedonistic Values: Values related to pleasure and pain. Examples include seeking pleasure and avoiding suffering.

2. Eudaimonic Values: Values related to the pursuit of meaning and self-realization. Examples include personal growth and fulfillment.

Understanding the different types of values helps in comprehending human behavior and decision-making processes across various contexts.

Values are something you want to defend. And chances are your organization will benefit from someone defending their values should the question arise.

Or simply put, once defined and aligned, your values will keep you safe in any crisis that happens your way and serve a guiding light in transformations and changes.

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