Organizational Values and Identity

Public Safety Officers Basic Course

National Police College

Philippine Public Safety College
by:

Luis Duaso Gonzales, Ph.D.

Organizational Values Defined
• Refers to the core ethics or principle of which the
organization has to abide no matter what.

• They inspire employees' best efforts and also

constrain their actions.

• Strong, clearly-articulated values should be a true

reflection of the organization's aspirations for
appropriate workplace behavior
• It builds a positive culture of an organization
Characteristics of Well-Drafted Organizational
Values
• It guides staff behavior as well as strategic and
operational decisions.

• Provide a solid foundation for policies, and “fill the

gaps” where policies are silent.

• Over time, improve the organization's ethical

character as expressed in its operations and culture.
• Demonstrate integrity and accountability to external
stakeholders

• Set the organization apart from others

• Reduce risk of inappropriate behavior

• Strengthen the employment value proposition.

 Note: Every organization preferences some values
over others. A university might value intellectual
rigour, independence and the pursuit of knowledge. By
comparison, a listed telecommunications company
would prefer customer service, network reliability, and
profit. For this reason, there is no such thing as one-
size-fits-all Code of Ethics.
Reason for Defining Organizational Values and
Ethics
• Employees often rate the organization's “vision,
culture and values” as important factors in
determining how they perceive their own
organization.

• Studies have shown that companies which

demonstrate a coherent set of ethical principles are
more likely to be profitable and stand the test of time.
• Having clarity in organizational values will also help
the organization attract the right people and increase
their loyalty, focus, trust and cooperation.
Reviewing and Refreshing Organizational Values

• If your organization developed its values 25 years

ago, it might be time to refresh. If you feel they are
cookie-cutter values statements taken from the
organization's websites or picked out of an MBA
handbook, then, it is suggested that you start from
the scratch.
• Values that do not resonate with staff or reflect the
organization's culture and aspirations can actually
demotivate employees, alienate stakeholders and
undermine the credibility of leaders.
Take time to consider the following:
1. Are your organization's values credible, deeply
ingrained principles which guide all of the
organization's actions?

2. Are they fundamental to the organization's culture?

3. Do they have an element of aspiration - what we

need to be in order to succeed, and what we would like
our character to be more like in the future?
4. Are they specific to your organization, so that they
would ring true to every employee and stakeholder?
 TASK:

Using the above questions, evaluate the PNP's

Makadiyos,
Makabayan,
Makatao at
Makakalikasan...
End