Reputation, values, and relationship: the importance of culture in the workplace

During my trip to Europe a few months ago, I attended a sermon by George Verwer, the founder of the missionary organisation called Operation Mobilisation, where he called for us to consider career missions.

Recently there was all these horrible news about food safety in Taiwan, where the unethical decisions made by various large food companies have led to a further breakdown of trust in society. Society’s confidence in the ability of business’ to seek to balance what is good for society with what is good for the market place has worn thin. Lately I have come across a few inspirational resources and examples which act as great food for thought in my own career.

Southwest Airlines: Strategy Genius or Common Sense?

http://youtu.be/Szn-TbvEL2I

There’s an infectious culture of love and trust in Southwest Airline…. which they bring to their customers. And the employees smile because they want to, not because they have to.

Reputation

Reputation is no longer about “feel good” statements captured in glossy brochures or even about substantial dollar contributions to well deserving charities and public works. Today’s measure is about organisational behaviour in the pursuit of business which is seen to be both measurable, and therefore, manageable. It is no longer possible to buy ‘respectability’ – an increasingly cynical public and media have come to recognise that it is not how a corporation spends its philanthropic money that makes a statement about its’ character, rather it is how it makes its’ money on a daily basis, and the types of relationships it promotes with stakeholders.  Corporate Reputation – the most important company asset? Retrieved December 17, 2014, from http://www.values.com.au/2010/02/24/corporate-reputation-the-most-important-company-asset/

“It takes many good deeds to build a good reputation, and only one bad one to lose it.”—Benjamin Franklin

Values

Businesses without values are businesses at risk. Their reputations suffer in the marketplace, depressing stock prices and eroding consumer confidence; recruitment of talented personnel is more difficult. The benefits of a value-based culture are increased awareness of ethical issues, commitment to the organization, employee integrity, willingness to communicate openly about problems, willingness to report an ethics violation to management, improved decision making, willingness to seek advice about ethical issues, and reduced unethical conduct. Driscoll, DM. Hoffman, WM. (2011).  Why Ethics Matter: A Business Without Values Is A Business At Risk. Retrieved December 17, 2014, from   http://www.corporatecomplianceinsights.com/why-ethics-matter-a-business-without-values-is-a-business-at-risk/

“Character is like a tree and reputation like its shadow. The shadow is what we think of it; the tree is the real thing.”—Abraham Lincoln

Relationship

As organisations come under the magnifying glass, the values they state coupled with the how they live up to those values within their own organisation and in their global supply chains, is defining what stakeholders feel about them. Ultimately it determines whether they will do business with them. Corporate Reputation – the most important company asset? Retrieved December 17, 2014, from http://www.values.com.au/2010/02/24/corporate-reputation-the-most-important-company-asset/

Firms with strong positive reputations attract better people.

Eccles, RG. (2007). Reputation and Its Risks. Retrieved December 17, 2014, from https://hbr.org/2007/02/reputation-and-its-risks