Post By Olivia: My Core Values Are Compassion And Integrity

Post By Olivia My Core Values Are Compassion And Integrity I Care Fo

Post by Olivia-- My core values are compassion and integrity. I care for others and want the best for others. In my personal and professional life, I work towards ensuring that everyone gets what they need and deserve and knows how to accomplish their goals. I take time to work with other people, so they understand their job and have a way forward. I am not a competitive person; I would rather work on a team than myself and that applies to my personal life as well. I don't compare myself to others and focus on myself and my happiness. The organization I work for can be competitive at times, but it also depends on who you surround yourself with. We work to maximize our resources and unless there is a funding shortfall, we do not have a scarcity mindset and will do anything to meet our capabilities. We are constantly assessing, challenging and supporting everyone in our program. We do this by strengthening our knowledge of ethics and reasoning skills to identify difficult ethical situations. My organization puts emphasis on problem solving, advocating, self-awareness and commitment (Johnson, 2019). Every day I am practicing my core values and work with compassion and integrity. My program has many ups and downs, and this makes employees very impatient and demanding. I try my best to have patience and work with my team to ensure we are all working together and are on the same page moving forward. I am a very calm individual and there are times when I find myself giving others advice on how to overcome challenges they are faced with. My organization believes in integrity and service. We work to serve and put others before ourselves. We have an abundance of resources and will utilize them all to complete our mission. We are a competitive organization overall but not within our divisions or between ourselves. We encompass self and mutual respect and provide support to all missions. We are always honest, and our values must be upheld to keep our mission going forward. Leadership ensures that their policies are being practiced, we have weekly meetings with them to guarantee we are upholding our values and are on track to meet our and deliver our capabilities.

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The core values of compassion and integrity fundamentally shape both personal character and professional conduct. Olivia’s reflection exemplifies how these values influence her interactions and decision-making in a workplace that emphasizes ethics, teamwork, and service. Similarly, Angelica’s insights illustrate the significance of honesty, empathy, and integrity within organizational settings, emphasizing the importance of aligning individual values with organizational missions and leadership practices.

Compassion as a core value involves caring for others’ well-being and actively supporting their needs. Olivia describes her commitment to ensuring that everyone understands their roles and has a clear path forward, which fosters a collaborative environment. Her emphasis on patience and calmness reflects compassion in action, especially in a demanding setting where employees face frequent challenges. This quality fosters trust, encourages open communication, and helps build a resilient team capable of navigating organizational ups and downs. Research indicates that organizations emphasizing compassion experience higher levels of employee satisfaction and engagement, fostering a positive organizational culture (Lilius et al., 2011).

Integrity, another pivotal value highlighted by Olivia, involves honesty, transparency, and adherence to ethical standards. Olivia emphasizes the importance of upholding values through leadership and consistent practice. Her organization’s commitment to honesty and support aligns with transformational leadership principles, which promote ethical conduct and model integrity at all levels (Bass & Steidlmeier, 1999). Leadership plays a crucial role in reinforcing these values, ensuring policies are followed, and fostering a culture of accountability. Such environments cultivate trust among stakeholders—whether employees, clients, or community members—and promote organizational resilience.

Angelica’s narrative further deepens the understanding of integrity and empathy in organizational contexts. She underscores the necessity of being truthful and confident when communicating sensitive issues, such as diagnoses or performance concerns. Her reflection on empathy highlights its vital role in supporting staff and parents through challenging conversations. Empathy extends beyond sympathy by actively understanding others’ perspectives and emotions, fostering stronger relationships and collaborative problem-solving (Decety & Lamm, 2006). Angelica recognizes that demonstrating empathy may be difficult, especially when dealing with frustration or non-compliance, but emphasizes its importance in maintaining trust and progress.

The organizations described by Olivia and Angelica exemplify how values translate into organizational culture and leadership practices. Olivia’s organization emphasizes ethical reasoning, continuous assessment, and mutual respect, creating a supportive environment despite competition at the organizational level. Regular meetings and policies serve as mechanisms to uphold values, ensuring alignment between mission and practice. Similarly, Angelica notes that discrepancies in value demonstration—particularly during the post-pandemic recovery phase—can undermine organizational efficacy. She references how leadership’s inconsistent application of transformational principles has led to discourse and unresolved issues, reflecting the importance of consistent ethical and empathetic leadership for sustained organizational success (Barbuto & Burbach, 2006).

Transformational leadership, characterized by inspiring and motivating employees toward shared goals, is essential for embedding core values into organizational culture. However, as Angelica highlights, the uneven dissemination of transformational practices can lead to dissonance and decreased efficacy. Alignment of leadership behaviors with organizational values fosters an environment where trust, motivation, and ethical conduct flourish (Bass & Avolio, 1994). Training leaders to demonstrate integrity and empathy consistently is vital, particularly in complex and changing settings like education and social services where organizational effectiveness depends heavily on the culture cultivated by leaders.

Furthermore, organizational change, especially in the wake of disruptive events such as the COVID-19 pandemic, tests the resilience of core values and leadership. Research shows that organizations capable of aligning their practices with foundational values—such as honesty, empathy, and service—are better positioned to adapt and recover from crises (Gilbert et al., 2012). Ethical leadership that models integrity and compassion fosters a safe environment where staff and clients feel valued, supported, and motivated to pursue shared goals despite setbacks.

In conclusion, core values such as compassion and integrity serve as guiding principles that influence behavior, leadership, and organizational culture. Olivia’s and Angelica’s reflections underscore the importance of embedding these values in day-to-day interactions, organizational policies, and leadership practices. Effective organizational leadership involves not only setting policies but also modeling ethical conduct, demonstrating empathy, and fostering a culture of trust and mutual respect. As organizations navigate the complexities of their operational environments, especially in post-pandemic contexts, maintaining a steadfast commitment to core values remains essential for sustainable success and meaningful impact.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. The Leadership Quarterly, 10(2), 181-217.
• Decety, J., & Lamm, C. (2006). Human Empathy through the Lens of Neuroscience. The Scientific World Journal, 6, 1146–1163.
• Gilbert, J. A., Stoneman, Z., & McDonald, D. (2012). Building resilience in children and youth: The role of leadership. Journal of Youth and Adolescence, 41(2), 152-163.
• Johnson, C. E. (2019). Meeting the Ethical Challenges of Leadership (7th ed.). SAGE Publications, Inc.
• Komariyah, L. (2022). Contribution of Transformational Leadership and Years of Leader Experience on the Effectiveness of Organization Efficacy. Journal of Social Studies Education Research, 13(4), 308–335.
• Lilius, J. M., Worline, M. C., Maitlis, S., Kanov, J., & Dutton, J. E. (2011). The emergence of compassionate systems. Journal of Business Ethics, 102(4), 631-638.