Part 1: Select Values From The Rokeach Values Survey

Part 1select Values From The Rokeach Values Survey That Will Provid

Part 1: Select values from the “Rokeach Values Survey” that will provide the foundation of your model and discuss the leadership behaviors that will result from those values (850-1,000 words). Be sure to select values for each of the following four levels: individual, interpersonal, organizational, and societal. You will complete the “Rokeach Values Survey” located in topic materials to assist you in selecting your values. Is there an example that I may follow to craft my leadership model? Below are definitions and an example you can follow as you use the provided table to think through and develop your own personal model of leadership.

Definitions Values and beliefs: A value or belief describes something that is important to you. It fits into the sentence: “I value…” Examples include integrity, respect, trust, high performance, making an impact, and a clean environment. Behaviors and actions: A behavior describes the visible actions that demonstrate (or are based on) a value. For example, if you believe in “trust” as a value, then the behavior may be, “I always keep private information shared with me in confidence to myself.” Clear approach for creating meaning and purpose: This is the sense of meaning or purpose that you focus on based on your values. So, if you value protecting the environment, you might outline your approach for contributing to an organization that protects wildlife.

Impact: Impact is attaining positive results or improvements in your area of focus. So, if you are working in a wildlife organization, it could be saving the lives of wildlife or protecting a particular ecosystem. Example Table Personal Model of Leadership Values Level Behaviors and Actions Meaning and Purpose Impact Integrity Individual I follow through with my commitments. I want to be recognized for my integrity. I feel good about my actions and behaviors.

Respect Interpersonal I listen to others with the intent to understand their meaning and feelings. People on my team treat each other with respect. I have a high-performing team that meets or exceeds goals. High Performance Organizational I encourage my team to regularly meet or exceed its goals. I define measurable results in a balanced scorecard. My team measurably impacts the organization’s business results. Protecting the Environment Societal I am an active member in an environmental group/organization. I improve the lives of wild animals in Arizona by volunteering monthly in an environmental group. Our group saves animals’ lives and preserves ecosystems.

Below is a blank table for your use. Copy and paste it into your own document and begin completing it as you start examining a variety of leadership models. Add to it as you are exposed to more leadership qualities that appeal to you. Utilize your completed table as a resource to draft your own personal leadership model. You do not need to submit this chart with your assignments.

Sample Paper For Above instruction

Developing a personal leadership model rooted in core values is crucial for effective leadership. Using the Rokeach Values Survey, I have identified key values across four levels—individual, interpersonal, organizational, and societal—that shape my approach to leadership and influence the behaviors, purpose, and impact I aim to achieve.

Individual Level: Integrity and Self-Discipline

At the individual level, I prioritize integrity and self-discipline. Integrity, defined as adherence to moral and ethical principles, guides my behavior in consistently following through with commitments. For example, I ensure my actions align with my values by being honest and transparent, fostering trust within my personal and professional circles. Self-discipline supports my focus on continuous improvement and resilience, enabling me to persevere through challenges and maintain high standards. These values produce leadership behaviors such as accountability, reliability, and ethical decision-making.

Interpersonal Level: Respect and Compassion

Respect and compassion are essential interpersonal values that underpin my interactions with others. Respect involves active listening and valuing diverse perspectives, which cultivates an environment of mutual understanding. For instance, I listen attentively to team members’ ideas and concerns, demonstrating genuine interest in their well-being. Compassion complements respect by prompting me to support others’ growth and address conflicts constructively. These values foster behaviors such as empathetic communication, conflict resolution, and team cohesion, enhancing collaboration and trust among colleagues.

Organizational Level: High Performance and Innovation

Within organizations, I value high performance and innovation. I strive to set clear goals and measurable results, encouraging my team to meet or exceed expectations. For example, I implement balanced scorecards to track progress and motivate continuous improvement. Innovation is necessary for adapting to changing environments and fostering growth, so I promote creative thinking and risk-taking in my team. These values translate into leadership behaviors such as strategic planning, performance management, and fostering a culture of innovation that drives organizational success.

Societal Level: Environmental Stewardship and Social Responsibility

At the societal level, I hold values related to environmental stewardship and social responsibility. I actively participate in environmental organizations to contribute to wildlife preservation and ecological sustainability. For example, volunteering monthly in local conservation efforts demonstrates my commitment to impactful societal contributions. These values influence behaviors such as community engagement, advocacy, and promoting sustainable practices, with the ultimate purpose of creating a positive societal impact—preserving ecosystems and enhancing quality of life for future generations.

In conclusion, the integration of these core values across different levels informs my leadership style and behaviors. By aligning my actions with my values—such as integrity, respect, performance, and societal responsibility—I aim to inspire others, foster trust, and achieve meaningful impacts. Developing this personal model continuously guides my leadership journey, ensuring consistency and authenticity in my professional and personal interactions.

References

• Rokeach, M. (1973). The nature of human values. Free Press.
• George, B., & Sims, P. (2007). True North: Discover your authentic leadership. Jossey-Bass.
• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. Jossey-Bass.
• Northouse, P. G. (2021). Leadership: Theory and practice. Sage Publications.
• Schein, E. H. (2010). Organizational culture and leadership. Jossey-Bass.
• ADKAR Model. (n.d.). Prosci. https://www.prosci.com/maturity-model/adkar-model
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• Collins, J. (2001). Good to great: Why some companies make the leap... and others don't. HarperBusiness.
• Mitchell, R. K., Agle, B. R., & Wood, D. J. (1997). Toward a theory of stakeholder identification and salience. Academy of Management Review, 22(4), 853-886.