Critical Review of Several Resources Case Study 2022

Running head: CRITICAL REVIEW OF SEVERAL RESOURCES
Critical Review of Several Resources
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CRITICAL REVIEW OF SEVERAL RESOURCES
Introduction
Organisational values can be defined as a set of ethical principles and rules followed
by an organisation (Baumane-Vitolina, Cals and Sumilo 2016). Individual values and
organisational values often work hand-in-hand and play a significant role in any problem
solving process required in an organisation.
This study will review two resources that support the idea and define organisational
values. It will identify the theories, concepts and messages in those resources. The study will
also find the key resources and similarities of the resources. It will conclude if organisational
values play any role in influencing structured problem solving process.
Discussion
Key messages
Ann Rhoades in her ted talk shares the importance of organisational values (Talks
2016). She highlights the importance of organisational values alongside other competencies.
She gives inherent values in an individual an importance equal to experience.
She draws example from various real-life stories and her life experiences to share the
importance of organisational values.
Meanwhile, Malbasic, Rey and Potocan (2014) in their article draws on several
studies to state that every organisation have to use a set of values to achieve their respective
goals and purpose. They are of the opinion that organisations require values to cater to
different categories of goals.
They feel existing models of balanced organisational values can provide solutions
although the probability achieving success after implementing those models appears to be

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CRITICAL REVIEW OF SEVERAL RESOURCES
low. Hence they look forward to establish further development of balanced organisational
values by providing a new model to support their idea.
Their article aims to study how concepts provided in existing models can be
practically implemented in the business field. They also highlight the gaps in balancing of
organisational values by examining the relationships between those models in their study.
The article tries to understand how the existing models contribute in creating balanced
organisational values in present business setting.
The main question proposed by the article is to identify if contemporary companies
with multiple goals should develop balanced organisational values.
Concepts and Theories
Rhoades analyses certain traits values based high performance organisation models
follow. They hire players or employees who have both values and competencies (Cullen et al.
2014). They have a strong model for accountability and believe in the process of rewarding
people in the organisation for their effort and contribution. They also have an understanding
that the people represent a brand. And finally, they follow a continuous improvement model.
She uses examples of organisations like JetBlue Airways that have received much
accolades for their value based work culture. She opines that leaders drive the values of an
organisation, these values drive the behaviours and the overall behaviour becomes the culture
of an organisation which results in great performance (Gao 2017).
She also identifies a methodology taken up by few organisations to hire people having
both values and competencies. She shares that the process of behavioural hiring, that
examines part behaviour helps in understanding the future behaviour of an employee. This
methodology was first using during World War II.