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Values Clarification Workshop






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Values Clarification Workshop. Louis Rowitz, PhD Director. A SYSTEM APPROACH TO PUBLIC HEALTH LEADERSHIP AND APPLICATIONS OF THE CORE FUNCTIONS. LEADERSHIP. TEAM BUILDING. VALUES CLARIFICATION. ASSURANCE POLICY DEVELOPMENT. POLICY DEVELPMENT. EVALUATION. POLICY DEVELPMENT. ASSURANCE.
Values Clarification Workshop

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Slide 1

Values Clarification Workshop

Louis Rowitz, PhD

Director

Slide 2

A SYSTEM APPROACH TO PUBLIC HEALTH LEADERSHIP

AND APPLICATIONS OF THE CORE FUNCTIONS

LEADERSHIP

TEAM BUILDING

VALUES CLARIFICATION

ASSURANCE

POLICY DEVELOPMENT

POLICY DEVELPMENT

EVALUATION

POLICY DEVELPMENT

ASSURANCE

MISSION

IMPLEMENTATION

POLICY DEVELPMENT

ASSURANCE

ACTION

VISON

ASSESSMENT

POLICY DEVELOPMENT

ASSESSMENT

POLICY DEVELOPMENT

GOALS & OBJECTIVES

Slide 3

The Big Picture

  • Culture surrounds all of us

  • Culture helps us understand how it is created, embedded, developed, manipulated, managed and changed

  • Culture defines leadership

  • Understand the culture to understand the agency and the community

Slide 4

A SOCIETY SEPARATED FROM OTHERS BY SPATIAL AND SOCIO-POLITICAL BARRIERS WILL OVER A PERIOD OF T IME DEVELOP A REALATIVELY DISTINCTLVE CULTURE.WILLIAMS, 1951

Slide 5

AT A FORMAL LEVEL

Culture is a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration that has worked well enough to be considered valid and therefore to be taught to new members as the correct way to perceive, thin and feel in relation to those problems.

Edgar Schein

Slide 6

Culture(Hersey, Blanchard, & Johnson, 1996)

  • Is a set of important understandings that members in a community or agency have in common.

  • Guides individual and collective behavior.

  • Consists of basic beliefs, values, and norms.

  • Influences how decisions are made, the style of leadership and management, and relations and behavior patterns in the organization.

  • Created through different happenings, rituals and ceremonies, powerful persons, myths and stories

  • Influenced by the use of material objects and the look and arrangement of physical settings.

Slide 7

FOR THE INDIVIDUAL FACING HIS CULTURE [OR COMMUNITY], INSTITUTIONS ARE A SORT OF MAP OR BLUEPRINT OF THE MAIN OUTLINES AND COUNTOURS OF EXPECTED OR OBLIGATORY CONDUCT.WILLIAMS, 1951

Slide 8

INSTITUTIONS AND THE VALUES REPRESENT ARE CONTINUALLY BEING REINFORCED, MAINTAINED, CHANGED OR DESTROYED BY THE SHIFTING PATTERNS OF HUMAN THOUGHT AND ACTION.WILLIAMS, 1951

Slide 9

A VALUE AN ENDURING BELIEF THAT A SPECIFIC MODE OF CONDUCT OR END-STATE OF EXISTENCE IS PERSONALLY OR SOCIALLY PEREFERABLE TO AN OPPOSITE OR CONVERSE MODE OF CONDUCT OR END-STATE OF EXISTENCE.ROKEACH, 1973

Slide 10

VALUES ARE DISCOVERING WHAT I BELIEVE, WHAT I’M WILLING TO FIGHT FOR, AND WHAT IS IMPORTANT TO ME.CHRIS BARRY

Slide 11

A VALUE SYSTEM IS AN ENDURING ORGANIZATION OF BELIEFS CONCERNING PREFERABLE MODES OF CONDUCT OR END-STATE EXISTENCE ALONG A CONTINUUM OF RELATIVE PERFORMANCEROKEACH, 1973

Slide 12

At every turn we are forced to make choices about how to live our lives. Ideally our choices will be made on the bases of the value we hold.Simon et al 1995

Slide 13

How We Get Our Values

  • Inculcation and socialization

  • Modeling

  • Values Clarification

Slide 14

Values have three components

  • Emotional

  • Cognitive

  • Behavioral

Slide 15

SHARED VALUES SHOW RESPECT FOR DIVERSITY AND AN AGREEMENT TO AGREE ABOUT THE DOMINANT VALUES IN A COMMUNITY.ROWITZ, 1996

Slide 16

POLITICS

RELIGION

WORK

LEISURE TIME

SCHOOL

LOVE AND SEX

MATERIAL POSSESSIONS

PERSONAL TASTE

FAMILY

FRIENDS

MONEY

AGING/DEATH

HEALTH

MULTICULTURAL ISSUE

CUTLURE ( ART, MUSIC, ETC..)

AREAS OF CONFUSION AND CONFLICT IN VALUE

Slide 17

THE PROMOTION OF NON-CONFORMITY LEADS TO THE PROMOTION OF VALUES THAT WORK AGAINST COMMUNITY COOPERATONI. THIS DOES NOT IMPLY THAT CULTURAL DIVERSITY LEADS TO NON-CONFORMITY.ROWITZ, 1996

Slide 18

LEADERSHIP IS TAKING WHAT YOU BELIEVE IN BASED ON YOUR CORE VALUES AND TRANSLATING BELIEFS AND VALUES INTO ACTION.ROWITZ, 1996

Slide 19

SEVEN CULTURAL FORCES THAT DEFINE AMERICANS(HAMMOND AND MORRISON, 1996)

  • An insistence on choice

  • The pursuit of impossible dreams

  • Obsession with big and more

  • Impatience with time

  • Acceptance of mistakes

  • The urge to improvise

  • Fixation on what’s new

Slide 20

[A VALUE IS] ANY ASPECT OF A SITUATION, EVENT, OR OBJECT THAT IS INVESTED WITH A PREFERENTIAL INTEREST AS BEING “GOOD,” “BAD,” “DESIRABLE,” AND THE LIKE.WILLIAMS, 1951

Slide 21

FIVE ASSUMPTIONS ABOUT THE NATURE OF HUMAN VALUES (ROKEACH, 1973)

  • The total number of values that a person possesses I s relatively small.

  • All men everywhere possess the same values to varying degrees.

  • Values are organized into value systems.

  • The antecedents of human values can be traced to culture, society and its institutions, and personality.

  • The consequences of human values will be manifested in virtually all phenomenon.

Slide 22

Nature of Values(Rokeach, 1973)

  • A value is enduring

  • A value is a belief

  • A value refers to a mode of conduct or end-state of existence

  • A value is a preference as well as a conception of the preferable

  • A value is a conception of something that is personally or socially preferable

Slide 23

A GROUP RIDEN BY INTERNAL SECURITIES AND TENSIONS.. TEND TO RAISE ITS THRESHOLD OF TOLERATION FOR NON-CONFORMITY.WILLIAMS, 1951

Slide 24

VISIONS ARE MODELS OF SPITTING IN THE WIND IF THEY ARE NOT BUILT ON AN INFRASTRUCTURE OF SHARED CORE VALUES AND COMMITTED LEADERS.ROWITZ, 1996

Slide 25

UNIVERSAL HUMAN VALUES

Slide 26

LOVE

TRUTHFULNESS

FAIRNESS

FREEDOM

UNITY

TOLERANCE

RESPONSIBILITY

RESPECT FOR LIFE

UNIVERSAL HUMAN VALUES FOR THE 21ST CENTURY

Slide 27

COURAGE

WISDOM

HOSPITALITY

OBEDIENCE

PEACE

STABILITY

RACIAL HARMONY

RESPECT FOR WOMEN’S PLACE IN SOCIETY

PROTECTION FOR THE ENVIRONMNET

HEALTH PROTECTION (ROWITZ)

OTHER SHARED VALUES

Slide 29

CORE VALUE OF PUBLIC HEALTHPROMOTE HELATH AND PREVENT DISEASENORMS THAT GUIDE OUR BEHAVIOR

  • ASSESSMENT

  • POLICY DEVELOPMENT

  • ASSURANCE

Slide 30

CORE LEADERSHIP VALUES

  • CHALLENGE THE PROCESS

  • MODEL THE WAY

  • INSPIRE A SHARED VISION

  • ENABLE OTHERS TO ACT

  • ENCOURAGE THE HEART

Slide 31

The values that will drive a public health agency include the following (Adapted from Vaill, 1993 by Rowitz)

  • Personal Values- Reflect the principles of people who work for that agency.

  • Organizational Values- Reflect the kind of “home” the agency will be for its staff.

  • Community Values- Reflect the external beliefs of the community in which the agency is located.

Slide 32

The values that will drive a public health agency include the following (Adapted from Vaill, 1993 by Rowitz)

  • Economic Values- Reflect the agency’s financial bottom line.

  • Professional Values- Reflect the beliefs that guide the field of public health.

  • Sociopolitical Values- Reflect the kind of neighbor the agency will be to its external constituencies.

Slide 33

The values that will drive a public health agency include the following (Adapted from Vaill, 1993 by Rowitz)

  • Technological Values- Reflect how the agency will do what it chooses to do.

  • Transcendental Values- Reflect what the agency means at its core, its soul, and its practice relative to its external constituencies.

  • Leadership Values- Reflect the philosophy that guide the leadership practices of the agency and its staff.

Slide 34

HEARD YOU WERE DOING SOME MAJOR REPRIORITIZING…WHAT’S GOT INTO YOU?

SEPT. 11

Slide 35

Values Clarification Exercise


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