A Culture of Respect
A Culture of Respect:
How Can Leaders Create a Culture of Respect in an Industrial Organization?
ORGL 506
Gonzaga University
John Gergich
ORGL 506 A1
Professor Barbara McLaughlin
February 19th, 2012
Abstract
This paper provides an overview of research surrounding the importance of creating a culture of respect within an industrial organization. The research identifies key definitions of respect as well as other principles interrelated to respect such as honesty, integrity and transparency. Drawing on the research, culture is defined by policies, procedures and behaviors of the individuals who make up the organization. The research also describes not only the keys necessary to developing an environment where respect and trust flourish, but how to sustain the gains in order to create a competitive advantage. When respect and trust are increased, productivity increases and cost is reduced. Conversely, when respect and trust are low, the speed at which things are accomplished is significantly slowed and costs begin to spiral out of control.
Creating a Culture of Respect Respect is one of the values that we hear talked about a lot in organizations. Respect is a word that usually evokes a positive conversation in that most human beings feel that respect is important and valued. The problem has been that almost no one really thinks about or understands what it means to respect someone, create a culture of respect among people or for that matter what it means to be to be respected. We don’t generally normally think of respect as an action but as a feeling or judgment about other people. The purpose of this literature review is to give leaders, line managers, project managers and change agents practical assistance in creating a work environment where everyone feels valued and respected and where harassment and bullying are unacceptable. The guidance draws on information from a number of resources
How Can Leaders Create a Culture of Respect in an Industrial Organization?
ORGL 506
Gonzaga University
John Gergich
ORGL 506 A1
Professor Barbara McLaughlin
February 19th, 2012
Abstract
This paper provides an overview of research surrounding the importance of creating a culture of respect within an industrial organization. The research identifies key definitions of respect as well as other principles interrelated to respect such as honesty, integrity and transparency. Drawing on the research, culture is defined by policies, procedures and behaviors of the individuals who make up the organization. The research also describes not only the keys necessary to developing an environment where respect and trust flourish, but how to sustain the gains in order to create a competitive advantage. When respect and trust are increased, productivity increases and cost is reduced. Conversely, when respect and trust are low, the speed at which things are accomplished is significantly slowed and costs begin to spiral out of control.
Creating a Culture of Respect Respect is one of the values that we hear talked about a lot in organizations. Respect is a word that usually evokes a positive conversation in that most human beings feel that respect is important and valued. The problem has been that almost no one really thinks about or understands what it means to respect someone, create a culture of respect among people or for that matter what it means to be to be respected. We don’t generally normally think of respect as an action but as a feeling or judgment about other people. The purpose of this literature review is to give leaders, line managers, project managers and change agents practical assistance in creating a work environment where everyone feels valued and respected and where harassment and bullying are unacceptable. The guidance draws on information from a number of resources
References: Covey, S.M.R. (2006). The Speed of Trust. New York: Simon & Schuster. Earing, A. (2012). Successful Manufacturing Starts With Respect. Retrieved January 28th, 2012 from http://www.impomag.com/scripts/ShowPR.asp?RID=11870&CommonCount=0 Lockwood, N. (2005). Workplace diversity: leveraging the power of difference for competitive advantage. Retrieved January 28th, 2012 from http://findarticles.com/p/articles/mi_m3495/is_6_50/ai_n14702678/ Selman, J. (2001). Leadership and respect. Retrieved January 28th, 2012 from http://www.paracomm.com/articles/respect.html Tehrani, N. (2001). Building a culture of respect: managing bullying at work. London: Taylor & Francis.[pic]