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Journal of Business Ethics

Erschienen in:

01.08.2015

Balanced Organizational Values: From Theory to Practice

verfasst von: Ivan Malbašić, Carlos Rey, Vojko Potočan

Erschienen in: Journal of Business Ethics | Ausgabe 2/2015

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Abstract

Theories of organization and management have offered several concepts and models which indicate that organizational values are an important factor for running organizations successfully. A still unexplained question concerns the creation of balanced organizational values, which can support the achievement of several different and even conflicting goals of modern organizations. To explore balanced organizational values in contemporary business practice, we tested different models of organizational values on a sample of Fortune 100 companies. Research results demonstrate that none of the proportions/ratios of balance proposed by the main models of organizational values from existing literature possesses/presents the ideal balance that is currently pursued in the business field. As a conclusion, a new model of balanced organizational values is proposed.

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This question arises from the basis of the stakeholder approach as a concept used in explaining the functioning of contemporary organizations. The basis of this approach, proposed by Freeman (1984, p. 27), is the idea that OV must seek to integrate a number of stakeholder concerns, which can be understood as the aspiration for balancing the goals of the organization.

CVF model is especially significant because it was the first to indicate that in an organization exist permanent conflicting, and at first glance incompatible values (e.g., an organization should on one hand be adaptable and flexible, and at the same time stable and as such suitable to control). Based on this model one of the best known classification of organizational culture was later presented and empirically tested by Cameron and Quinn (2006).

This avoids the situation where, for example, an organization with set of values {1, 3, 2, 2} has the same degree of imbalance as an organization with set of values {4, 6, 5, 5}. Although the sum of the absolute differences between each individual value score and the overall average score of all values would be the same in both examples, it is obvious that the latter organization has more balanced values.

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Titel: Balanced Organizational Values: From Theory to Practice
verfasst von: Ivan Malbašić
Carlos Rey
Vojko Potočan
Publikationsdatum: 01.08.2015
Verlag: Springer Netherlands
Erschienen in: Journal of Business Ethics / Ausgabe 2/2015
Print ISSN: 0167-4544
Elektronische ISSN: 1573-0697
DOI: https://doi.org/10.1007/s10551-014-2238-0

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