RELATIONSHIPS COME IN MANY FORMS
Ethos Values Standards
·
Ethos: the guiding beliefs of a
person, group, or organization (“Merriam-Webster Dictionary,” 1828). Policy grounded on
honesty clenches groups to an extra
powerful standard. Passivity surrounds the invasion of lawful approvals. However,
administrative honesty is grounded on the notion of self-regulation in agreement with a set of governing
philosophies (Paine, 1994). Who said honesty was the
best policy? Oh yes, that was MAMA. Well, this Harvard writer says that Mama
was right. We strive to be transparent but in that transparency, we need
to have integrity at our core especially when we are with patients who are at
risk for vulnerability.
Values: Quality that gives something special worth <defending the democratic
system's intrinsic values(“Merriam-Webster Dictionary,” 1828). Expressing
values are actions that can be influential in the workplace and especially in a
system organization. Bond reports in an empirical study that values do have
dissimilarities based on our culture(Bond, 2016). We see this from one patient to the next.
Regardless of the dissimilarities of personal values, these values determine
individuality and the core of being. To infringe on the values of a patient
would be disrespectful even if you have an opposite point of view. Values of an
organization should be consistent.
Standards: Something set up or
established by an authority as a rule for the measure of quantity, weight,
extent, value, or quality(“Merriam-Webster Dictionary,” 1828).
Employee retention has a direct effect on how an organization qualifies social and cultural coordination (Rasidah
Arshad, 2016). The employees culture has a significant effect on how
relationships work as a standard. The values, especially cultural values play a
tremendous role in the relationship of ethos and standards.
The review considers all cultures have different Ethos Values Standards.
In forming a relationship for a program, one must evaluate all three of these elements to see which makes the most sense for the benefit of the whole group and not just an individual.
Reference
Bond, Michael H. (2016). Finding universal dimensions of individual variation in multicultural studies of values: The Rokeach and Chinese value surveys. Journal of Personality and Social Psychology, Vol 55(6), 1009–1015.
Managing for, Organizational Integrity, & Lynn Sharp Paine. (1994). Managing for Organizational Integrity. Reprint 94207 Havard Business Review. Retrieved from http://actoolkit.unprme.org/wp-content/resourcepdf/201106171723110.Managing%20organizational%20integrity.pdf
Merriam-Webster Dictionary. (1828). Retrieved from http://www.merriam-webster.com/
Rasidah Arshad, (2016) “Psychological contract violation and turnover intention: do cultural values matter?”, Journal of Managerial Psychology, Vol. 31 Iss: 1, pp.251 - 264. (2016). Psychological contract violation and turnover intention: do cultural values matter? Journal of Managerial Psychology, Vol. 31(Iss: 1,), pp.251 – 264.
