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Core values are traits or qualities that you consider not just worthwhile, they represent an individual's or an organisation's highest priorities, deeply held beliefs, and core, fundamental driving forces. They are the heart of what your organisation and its employees stand for in the world.

Core values define what your organisation believes and how you want your organisation resonating with and appealing to employees and the external world. The core values should be so integrated with your employees and their belief systems and actions that clients, customers, and vendors see the values in action.

For example, the heart and core value of successful small to mid-sized organisations is evident in how they serve customers. When customers tell the company that they feel cherished by the business, you know that your employees are living your core value of extraordinary customer care and service. 

Core values are also known as guiding principles because they form a solid core of who you are, what you believe, and who you are and want to be going forward.


Core Values Form the Foundation of Your Organisation

Values form the foundation for everything that happens in your workplace. The core values of the employees in your workplace, along with their experiences, upbringing and so on, bond together to form your corporate culture.

 The core values of the founder of an organisation permeate the workplace. His or her core values are powerful shapers of the organisation's culture.

The core values of your senior leaders are also important in the development of your culture. The reason for such is that these executive leaders have a great deal of power in your organisation to set the direction and define daily actions. The executive leaders and the managers who report to them set the tone in establishing the quality of the work environment for people.

This work environment reflects the core values of all employees, but the core values of executive leaders who walk their talk, are overreaching. Additionally, your leaders and managers have selected employees who they believe to have congruent core values and fit your workplace culture.

How to Identify Your Core Values

Your goal, when you identify the core values of your organisation, you identify the key core values, not necessary those values that you copied from another organisation's list of core values.  An organisation's employees would have a hard time living any more than 10-12 core values (at a maximum). Four to six is better and easier to hold front and center in everything you do. 

Core values are made accessible by translating them into value statements. Value statements are grounded in values and define how people want to behave with each other in the organisation. They are statements about how the organisation will value customers, suppliers, and the internal community.

Value statements describe actions that are the living enactment of the fundamental core values held by most individuals within the organisation.

Values play a defining role in employee motivation and morale. An organisation that has identified and examined the values, by which employees want to live, is a workplace with motivation potential.  Values such as empowerment, integrity, accountability and self-disciplined, when truly integrated within the culture of the organisation, are powerful motivators.

They become the compass that the organisation uses to select staff members, reward and recognize employee performance and guide interpersonal interaction among staff members.

About the POEC

To administer and enforce the Public Officers’ Ethics Act which comprises of the code of conduct and ethics for public officers and declarations of income, assets and liabilities for designated public officers.