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Management by values & Pragmatic
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Spirituality.
Assingment 1
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Rohit Kumar
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MBA C
174
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Managing by values
Characteristic
Managing by values (MBV) creates the framework for today's leaders and
managers. MBV method is important in the management of organizations in a complex
environment. The issue of values was previously considered "too soft" to be turned into a serious
approach to management, now it turned into a central part in discussions about strategy and
organizational changes. Focusing on the key values has become necessary to carry out
organizational change.
The values should be the focus on issues related to organizational change, as well as in the whole
practice of management. In some of the world's emerging economies, MBV is fast becoming a
major force for the rebuilding of sustainable and competitive culture.

MBV can be defined as both a philosophy and practice of management, it focuses on the key
values of the organization and their consistency with the objectives.
Scientific studies have confirmed that the key to understanding the behavior of complex systems
is to understand the values that each of them contains. System values are motivators that shape
the behavior of individuals, organizations and society.
Management by values for the employees involves working with the process of meeting
the needs and their dignity at the same time. The company forms self-control teams and personal
self-control environment. It raises the quality of work and increases the identification and loyalty
to the company.
MBV uses following tools:
Company mission
Vision
The values important to the company - Code of Value

Pragmatic spirituality
Pragmatic spirituality encompasses both psychotherapy and spiritual practice. Both aim to help
us access deeper, more mature, and truer understandings and skills with the aim to increase
happiness and well-being. The human being develops psychologically and spiritually and
these two developments intertwine into one psycho-spiritual process. So, psychotherapy can be
understood as an essential spiritual practice clearing the runway for take-off, so to speak. But
there are also differences between psychotherapy and intentional spiritual work. Psychology is
about personal and social experience, catching in its net the dualistic world of individual
experience in a separate world.
People, in modern times are in acute need of peace and happiness. Many materialistic approaches
in society have been tried to achieve this but they created more problems than they solved. The
materialistic models have gifted the humanity, problems like stress tension, frustration,
depression, diabetes, heart diseases and many psychosomatic diseases. The so-called prosperous
western countries are not necessarily happy. These models have hit hard on psychological as
well as physical well being of the human race. Drug addiction in almost all strata of society in
general and youth in particular has increased. Intolerance and haste is cannibalizing our
psychological system. Though there is large amount of empirical data available to support this
claim but the purpose of this paper in not to provide statistical evidence of human suffering
which the world is witnessing. Sole purpose of this paper is to narrate the fact that materialistic
approaches have not given sustainable models ensuring happiness and bliss with material
progress. As a matter of fact the human race does not want material progress at the cost of health
and peace. Therefore the world, particularly corporate world is turning towards spirituality.
Spiritual columns in newspapers and popular magazines stand testimony to this.
Spiritual corporate culture
In this section, I discuss the importance of corporate culture as a natural path whereby spiritual
and humanistic concerns may be explored. Thus, it is worth remembering that corporate culture
is a by-product of the deeply held values and beliefs shared by the members of an organization.
As such, corporate culture guides organizational mission and values and by probing them one
can find what sort of purpose it pursues. As for the spiritual approach, it may likely flourish in
organizational settings where the leaderships are searching for
(1) The betterment of society and
(2) Caring about other things than just economic value.
In other words, workplace spirituality apparently derives from work settings where employees
may express feelings of an inner life, sense of community, and are committed to meaningful
work.

Spirituality plays a key role in shaping the lives of people. Workplace spirituality creates better
working environment in organization. People have started looking for meaning in life as well as
in their work. The technology driven economy has satisfied the material needs but has given
birth to a rat race resulting in to values bankruptcy at personal as well as organizational level.
Values are imperative to spirituality. When personal values are aligned with organizational
values the effectiveness of organization increases manifolds. If people and organizations practice
and promote values and spirituality it can bring charismatic results in the personal and well as
workplace life. Concern of spirituality is exploration of self and self-realization where as concern
of workplace spirituality is to create a humane organization, which is productive and effective.
Though the concept of workplace spirituality in modern organizations and its implementation are
in the nascent stage of development.

MISSION AND VISION

Organizations summarize their goals and objectives in mission and vision statements. Both of
these serve different purposes for a company but are often confused with each other. While a
mission statement describes what a company wants to do now, a vision statement outlines what a
company wants to be in thefuture.
The Mission Statement concentrates on the present; it defines the customer(s), critical processes
and it informs you about the desired level of performance.
The Vision Statement focuses on the future; it is a source of inspiration and motivation. Often it
describes not just the future of the organization but the future of the industry or society in which
the organization hopes to effect change.

Comparison chart
Mission Statement

Vision Statement

About

A Mission statement talks about

HOW you will get to where you want
to be. Defines the purpose and
primary objectives related to your
customer needs and team values.

A Vision statement outlines

WHERE you want to be.
Communicates both the purpose
and values of your business.

Answer

It answers the question, What do we

do? What makes us different?

It answers the question, Where do

we aim to be?

Time

A mission statement talks about the

present leading to its future.

A vision statement talks about your

future.

Function

It lists the broad goals for which the

organization is formed. Its prime
function is internal; to define the key
measure or measures of the
organization's success and its prime
audience is the leadership, team and
stockholders.

It lists where you see yourself

some years from now. It inspires
you to give your best. It shapes
your understanding of why you are
working here.

Your mission statement may change,

but it should still tie back to your core
values, customer needs and vision.
Change

As your organization evolves, you

might feel tempted to change your
vision. However, mission or vision
statements
explain
your
organization's
foundation,
so
change should be kept to a
minimum.

What do we do today? For whom do

Developing a we do it? What is the benefit? In other
words, Why we do what we do?
statement
What, For Whom and Why?

Where do we want to be going

forward? When do we want to
reach that stage? How do we want
to do it?

and
values
of
Features of Purpose
Who
are
an effective organization:

Clarity and lack of ambiguity:

Describing a bright future (hope);

the
the

statement

Mission Statement

Vision Statement

organization's
primary
"clients"
(stakeholders)?
What
are
the
responsibilities of the organization
towards the clients?

Memorable
and
engaging
expression; realistic aspirations,
achievable;
alignment
with
organizational values and culture

Purpose
The mission statement guides the day-to-day operations and decision-making of the organization.
It helps in tactical planning and "rallying the troops" around a common near- to medium-term
goal. The mission statement helps members of the organization get on the same page on what
they should do and how they should do it.
The vision statement is, in a sense, loftier. It outlines the worldview of the organization and why
it exists. It attracts people not just employees but also customers and vendors who believe
in the vision of the organization.

What's in a Vision Statement?

Vision Statement of the Toronto Zoo
When developing a vision statement, it should
be seen that the following questions are
answered:

What do we want to do going forward?

When do we want to do it?
How do we want to do it?
Features of an effective vision statement include:
Clarity and lack of ambiguity
Paint a vivid and clear picture, not ambiguous
Describing a bright future (hope)

Memorable and engaging expression

Realistic aspirations, achievable
Alignment with organizational values and culture
Time bound if it talks of achieving any goal or objective
What to Include in a Mission Statement
When developing a mission statement, it should be seen that the following questions are
answered:
What do we do today?
For whom do we do it?
What is the benefit?
Features of an effective mission statement are:
Purpose and values of the organization
What business the organization wants to be in (products or services, market) or who are the
organization's primary "clients" (stakeholders)
What are the responsibilities of the organization towards these "clients"
What are the main objectives that support the company in accomplishing its mission

Axes of management by values theory

The theory of management by values is based on three axes:
Economic and pragmatic values are necessary to maintain and connect variety of organizational
subsystems.These relate to: performance, performance standards and discipline. These values
have an impact on activities such as planning, ensuring quality and accounting.
Ethical and social values common to all employees determine how people behave in groups. This
is related to human behavior, including relationships and social values such as honesty, respect,
integrity and loyalty.
Emotional and development values are the basis for creating new opportunities for action. These
are related to: freedom, happiness and confidence. Examples of such values are creativity,
creating of concepts, life, self-awareness, self-confidence, influence, adaptability, flexibility.
Three-axis model of value-based management focuses on finding the key organizational values.
It offers a chance to build a culture in harmony with these values and strategic objectives.
Management by values today
Since the 90s the importance of economic and pragmatic values decreased, while the importance
of ethical values has increased considerably. Moreover, among professionals, especially in the
growing service sector, there can be seen more emphasis on the values associated with the
development and emotions. These values are still critical elements to attract and retain top-class
professionals, as employees are better educated, more mobile and require immediate satisfaction.
Today the trust, rather than control, becomes increasingly important in the workplace.
Today organizations are becoming increasingly global, diverse, flat, and flexible. Managers must
thus realize the importance of understanding and managing the value of the teams, departments
and cross-organizational units. Leaders must develop the ability to manage complexity, and this
includes understanding and using core values at the organization and individual level.