Post an answer to one of this week’s discussion board questions. Choose a question that has not been answered, until every question has been answered. If every question has been answered, then you may choose a question that has already been answered once before. If two other students have already posted answers to a question, then you must choose a different question. This limitation does not apply to your response to another student’s post. You may respond to any student’s post that is interesting to you no matter how many people have already responded. You are required to read all student posts and responses, but only respond to one answer.
Answers and responses should be substantial for full credit. Both writing quality and the content of your answers are important. Answers should have at least three paragraphs (15 sentences) and responses must be at least two complete paragraphs (10 sentences). Your response must add new information to the discussion. Use complete sentences, avoid unexplained lists, and avoid slang. Use a professional writing style at all times.
Remember to include at the top of your posting, the chapter, question number, and the text of the question you chose. Then include the page number(s) in the textbook where you found information about your question. Just to make this a little easier, you do not need to include APA style citations or references in your discuss board. You may use personal experiences, internet sites, journal articles, or books to help with your answer. You may not copy and paste answers or responses from sources. Answers and responses must be written by you. Please put your name at the bottom of each answer and response to help me keep the scores straight.
What is a competency model? How do organizations benefit from developing competency models?
Describe the differences between instrumental and terminal values and give examples of each. What role do values play in work settings?
Values are the principles buried deep within all of us derived from listening to our grandfather’s stories, being exposed to our own various childhoods. They are defined by the who, what, where, and when factors of all of our lives and are, therefore, subconsciously and uniquely engrained in us. Values control our knee-jerk reactions and our wiser ones. Our values are responsible for the way we react under pressure and after the storms of life move on. There are a vast number of different values.
The values we each have can be categorized to describe behaviors or goals. Terminal values relate to a desired end state. These are goals such as to live an exciting life or attain inner harmony, friendships, gaining a sense of accomplishment, or family security. Terminal values are the targets of our behaviors. Other values, called instrumental values, refer to behavioral attributes. These consist of general behaviors that help us achieve our terminal values. Examples of instrumental values are being responsible, logical, spontaneous, honest, and courteous. Each of us have both terminal and instrumental values, but none of the combinations look exactly the same.
In the work place, these combinations of values and the awareness of their diversity drive synergy. It is vital for leaders and followers alike to realize the singularities that make up a team in order to help that team succeed. In a work setting values play the role of fluid strengths and weaknesses. If Project A involves off site research for a period of time, Employee A whose terminal value is to live an exciting life will most likely focus and perform better than Employee B whose goal is family security. Employee B would succeed better not having to spend time away from family.
As a leader, investing time in learning what is important individually to each member of the team and, therefore, encouraging by at least example, followers to learn each other at this level helps to ensure the otherwise fatal weaknesses in a team’s success are filled with the team’s strengths. If the diversity in a team’s individual values is lauded as a positive challenge, the team is therefore unstoppable. Instead of one set of experiences to draw from for any topic or task, the entire team colludes and creates an impenetrable web of diverse experiences.