The case study deals with the speaker’s issue on today definition of success. He is concerned about the value-based system which should be the part of organization rather that only achieving financial success with bad behavior. He has compromised his career for achieving the same and is working towards developing and brings changes in the organization. He is working towards achieving goals where leadership positions support the changes in the organization and will bring new value driven culture for the upcoming ambitious workers.
I agree with the speaker’s view that “The problem with ‘waiting it out’ in this way is that all the compromises can change you .“ He has said this very correctly that the people today are compromising the value based system for the other benefits they are getting. They are procrastinating it to a future course of action when they are being promoted or being more powerful. Such behavior will be imbibed as personality trait if they continue doing the same. Later on when they become more powerful in the organization, they may still not be able to do it because of the past behavior and action trend they have been following. So, there is a serious implication of this behavior (Chapouthier, 2004).
I agree with the speaker’s view that “ The higher I have gone in my career, the more limited and pressured I often feel with regards to my values.” It is because of the reason that with the growing power the number of responsibilities also grows and there is more to lose at personal and professional front. Hence, people become more sophisticated and have learned the art of marketing themselves (Green, 2006). So the options at the higher level are less whereas the pressure to act right is more.
Speaker describes that it difficult to stick with the values every time while working in any organization even if you are not on the top level and it is because of the changing market environment. Everyone wants to grow up in the ladder and is saving their jobs and hence the decisions are based on this only. Whereas the speaker himself is able to stick on the value based decisions or team work because for him the other factors in life are equally important (Putnam, 2008). For him success is not always a financial success but building system that supports the team work, sharing idea and growing in a moral based organization.
It was difficult for the speaker to accept the fact because he feels that why not a person who behaves fairly, ensure success, have talent, commitment and hard work is succeeding in the career whereas the person who is behaving bad is being recognized and is more successful within the team. He understands the value based and moral based systems which he want to follow but there are people who behaves badly and still succeed .So, he want trying to understand what is right and wrong between the moral based values and actual behavior on the work front.
For the speaker, success stands for sharing his views within the organization, study the market system, being masters of the career and support the value based organization. For him the financial success is not the only measuring factor, he was keen to work where there are more values and morals in the system. The right behavior should be treated fairly. He has maintained this throughout his career and even left one organization because of the recognitions give to those who behaves badly (Wied , Goudena, Matthys 2005).
It is important for the speaker to acknowledge the price he has paid for rigid on working with a value based system because he feels that he and several others are actually compromising their jobs and would have been more successful if they continue working with the same culture. But because they have left and they are paying price for the same, the people who are working within the same culture and are not behaving morally right are earning more (Monin, 2010). Even with this acknowledgement in his life, he still more satisfied and less frustrated with his career.
He is working in on the venture where he can make value based system in real and viable for the upcoming ambitious workers. He is working on the same so that the right people are acknowledged more in the organization and he is trying to change the definition of success for many of us. He has learned that people are more diplomatic and want to more financially secure. He trying to work out that how he can bring the changes at the systematic, organisational and personal levels where the values are more important for any individual (Michael ,2011). He is learning the art of playing the leadership role wherein he can bring in such changes within the organization.
The speaker is giving us a very important lesson through the case study and he is trying to make better work places. He is teaching us to be more morally driven and bring the value based systems in the organization. He also telling not to accept the bad Behavior and raising the voice against it. For me the success will be achieving more value, morals and ethics in my work and not just focusing on financial success rather giving more importance to team work, better careers and supporting leadership in developing value based organization (Anna-Marie, 2014).
To make value based choice real, honest and viable alternative for the next generation of workers the organizations have to hard for it. The top management plays and important role in the system, they should begin the change from their mission and vision system where values are more important for success, their policies should reflect the same message and their decisions and actions should be based more on the value driven system. Once the changes are imbibed within the organization it will be part of their culture and everyone will work towards achieving such goal (Mike, Schinzinger, 2005).
Green, Celia (2006). Letters from Exile: Observations on a Culture in Decline. Oxford: Oxford Forum. Chapters I-XX.
Chapouthier, Georges, To what extent is moral judgment natural ?, European Review (GB), 2004, Nr12(2), pp179-183.
Putnam, Ruth Anna. "Perceiving Facts and Values," Philosophy 73, 2008.
de Wied M, Goudena PP, Matthys W (2005). "Empathy in boys with disruptive behavior disorders". Journal of child psychology and psychiatry, and allied disciplines 46 (8): 867–80.
Monin, B; Miller, D. T. (2010). "Moral credentials and the expression of prejudice".The Journal of Personality and Social Psychology 81 (1).
Blackburn, Simon (2001). Ethics: A Very Short Introduction. Oxford: Oxford University Press. pp. 10, 12.
Michael Scriven (KF Schaffner & RS Cohen, eds.) (2011). Philosophy of Science Association PSA: Boston studies in the philosophy of science, v. 20.
Anna-Marie Cushan (1983/2014). Investigation into Facts and Values: Groundwork for a theory of moral conflict resolution.
Mike W Martin & Schinzinger R (2005). Ethics in engineering (Fourth Edition ed.). Boston: McGraw-Hill Professional. p. 279.