I do a lot of work in the area of Mission, Vision, Values Process work. My experience in this work has been that Mission, Vision, Values of an organization firstly need to be discovered in a participative process where select people from all levels participate. The process essentially is as under:

First people need to discover themselves and their values. Trust me most people at any point are not aware of their value system

Help people discover their Mission and Vision. Most people have never given themselves this time ever.

Calibrate Organization Mission, Vision & Values and let people within the organization check for incongruence.

Align people to organization Mission, Vision & Values once the incongruence and its impact is known as a cause and effect

If the organization has its own Mission, Vision and Values then it makes sense to revisit/reexplore them.

Organizations which announce Mission Vision and Values without a participative process always will have alignment issues. You can visit my articles on Values, Mission and Vision and building congruence at www.atyaasaa.com . I have been involved in such projects and if you wish you can take inputs whenever you need.

warm regards

shaolin

It's good that you are thinking on these terms..... well, as far as Organisation Values are concerned, it's observed that very seldom conscious efforts are taken to make it practice......... think on following suggestions...

a) When you are saying you have set Values.... means you might have exhibited it near reception board... Or distributed through circulation etc... This is Ok.. however, if you could arrange some 2 to 4 hrs Face to Face Communication programme (Like Training programme & make people understand What exactly Valves are ? Why they are set in an Organization ? What makes difference if valves are not there in Organization? How to practice valves in their working life ?), then perhaps awareness would be more.....

b) Top Management Committment towards Valves - These valves MUST be exhibited from Top People/ Managers in their action/ reactions, Formal/ Informal Communication, dealing with people, following business practices.. etc. Specially, while we do business transactions valves MUST be followed.... There should not be any ambiguities in Valves on Paper & Valves in Practice...

c) Adjacent Culture - Organization Polices, Culture & Code of Ethics should be adjacent with Values set. Generally they are... however, conscious efforts should be taken while developing Culture & deciding organization policies & rules & regulations.

d) Allow to step-in only those people in the organization (i.e. recruitments) who have similar kind of values...specially when you are taking senior level people....if the person is coming from opposite type of atmosphere which is not suiting in ur culture, valves etc... ple do not recruit such people......... as their few actions/ demeanors will ruined ur all efforts.......

e) If possible try to imbibe these values through ur Training & Development Programmes.... design yr training rooms accordingly.. display some slogans adjacent to valves in training room......

Hello Friends,

Link all values with appraisal system, confirmation, evulation critieria to judge the candidates, explain & teach to all interviwers, sign up the board on wall where values are written & all rewards system should be based on values.

Thanks

Rajesh