Given that values play a critical part in the lives of individuals, the capacity to identify, comprehend and communicate or demonstrate personal values is significant in decision-making (Kraemer, 2011). Further, the capability to recognize the employing organization values aids in determining a worker’s job performance and loyalty. Therefore, in the event a person comes across authentic and significant congruence amid their individual and employers values, a powerful association is developed. The relationship nurtures many contingencies for not only personal development but also the organizational productivity. In this manner, the identification of these values at individual, interpersonal, organizational, and societal levels is significant in setting a base for developing a leadership model and the behavior connected to the leadership values.
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At the personal level, wisdom is an integral value for a leader. Wisdom is identified in a leader through their extensive comprehending of human dynamics and the capability to bring into equilibrium the interests of numerous stakeholders while making choices (Kraemer, 2011). It is significant to note that wisdom can take a long haul viewpoint in decision making. Further, wisdom is connected to various behaviors in a leader such as making witty remarks to handle different situations. Additionally, a wise leader will choose their words carefully and doesn’t act out of emotions such as anger or stress. Wisdom is significant in leadership as it directs the choices and action of pioneers to achieve maximum organizational performance.
The following value, especially in the interpersonal level that is essential for a leader is humility. This value is depicted by the sense of humbleness and consciousness of other individuals’ faults and restrictions. Further, humility is demonstrated by the toleration of differing viewpoints (Johnson, 2012). A leader bearing the value of humility can listen to others and positively react to individuals regardless of their negativity. The objective of humility in a leader is to enable them listen and be patient while handling different organizational stakeholders. Humility results in the development of resourceful interactions between a leader and the organizational employees.
At the organizational level, accountability is a significant value. Accountability is demonstrated through owning of actions and taking up responsibility for the different undertakings, choices, products and strategies. The value of accountability could be exhibited in behaviors such as explaining to clients the potential side effects of products and owning up to mistakes committed by the organization (Johnson, 2012). Accountability is significant as it enables an organization to produce high-quality products, explain to customers the potential negative impacts and take responsibility for mistakes made. As a result, the organization can establish a trustworthy relation with employees.
Lastly, at the societal level, contributing to children’s homes in the vicinity is an outstanding value for the organization. This value shall incorporate setting aside funds to support children’s home show that the organization is a participative member of the society (Ercetin, 2016). The purpose of this value is to improve the lives of the surrounding community to aiding the neediest. The organization will, therefore, help make better the lives of the children and make them active participants in the future societies.
References
Ercetin, S. S. (2016). Chaos, complexity and leadership 2014. Cham: Springer.
Johnson, H. H. (2012). Becoming a values-based leader. Charlotte, N.C: Information Age Pub.
Kraemer, H. M. J. (2011). From values to action: The four principles of values-based leadership. San Francisco: Jossey-Bass.
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