Espoused Values
Espoused values refer to the internal standards established by an organization to guide behavior and decision-making. Commonly applied in corporate environments, these values form a framework that shapes various aspects of corporate culture, including business models, goals, strategies, and ethical practices. According to organizational behavior theorist Edgar Schein, espoused values are one of the fundamental components of organizational culture, alongside artifacts and underlying assumptions. They can manifest in written policies such as mission statements, employee handbooks, and codes of conduct, serving as benchmarks for expected behavior among employees.
Espoused values play a critical role in influencing organizational functions, from employee interactions to customer service standards. For these values to be effective, the behaviors exhibited within the organization should align closely with what is espoused. However, organizations must navigate potential conflicts between differing espoused values, as these can shape the prioritization of certain principles over others. Additionally, while having clear espoused values is essential, maintaining the flexibility to adapt and embrace change is crucial for a healthy organizational culture. Understanding espoused values can provide insights into an organization’s identity and operational priorities.
Espoused Values
An espoused value is a term used to describe the internal standards established by an organization as a guideline for behavior. The concept is applied most frequently in a corporate setting, where such values are intended to be used as a framework to inform many aspects of corporate culture, including a company's business model, goals, business strategy and policy, and moral philosophy.
Espoused Values in Organizational Culture
Espoused values are considered an important component of organizational culture, that is, how an organization chooses to structure itself. Organizational culture may either be stated or traditional, with traditional cultures relying upon word of mouth and long-term practices to guide behavior and stated organizational cultures using written guidelines as a means of determining policy and action within an organization.
Espoused values are one of the principal categories of organizational culture, according to Swiss American psychologist Edgar Schein, one of the creators of the field of organizational behavior. Schein's model identifies three different levels of organizational culture that he defines as artifacts, espoused values, and assumptions. These levels are intended to describe how individuals within an organization are guided in their decision making.
An artifact is described as a personal observation in which individuals see or hear how their fellow employees react in given situations and use that information as a standard for accepted behavior. An espoused value is a written or stated rule of action. Members of an organization are expected to strictly follow any such set standards of behavior. Finally, assumptions are normal rules of behavior that can be found in nearly every organization. These sorts of normative behaviors might include punctuality and being professional in interactions with other employees or clients. Similarly, assumptions by customers or clients might include a basic level of safety while on the premises or being treated in a pleasant and helpful manner.
Employer Use
Examples of espoused values include such fundamental aspects of corporate culture as mission statements, employee handbooks, standards of conduct, and outlines for charitable giving. Espoused values can also influence other organizational functions. For instance, a themed restaurant's selection of decorations can be defined as being driven by their espoused values. Similarly, a store's stated policy toward its guests is another example of espoused values establishing rules for employee conduct.
In a corporate environment, espoused values may also direct such policies as dress codes, the proper standards of interaction between employees, and employee benefits. To be effective, demonstrated behaviors or enacted values must echo the company's espoused values as closely as possible. Leaders who practice regular, structured performance management evaluations with their employees may be more likely to foster an organizational climate that results in behaviors that reflect the company’s espoused values.
However, organizations must be careful when two different espoused values come into conflict, as the resulting actions by managers to manage the conflict and resolve it will establish a ranked order about which espoused values are most firmly held by the organization. However, espoused values must not be so rigid as to be inflexible, since the ability to enable and accept change is a key aspect of healthy organizations.
Bibliography
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"Edgar Schein’s Organizational Culture Triangle: A Simple Summary." World of Work, worldofwork.io/2019/10/edgar-scheins-culture-triangle. Accessed 10 Dec. 2024.
Gopinath, Mohan, et al. “Espoused and Enacted Values in an Organization: Workforce Implications.” Management and Labour Studies, vol. 43, no. 4, 2018, pp. 277–93, doi.org/10.1177/0258042X18797757. Accessed 10 Dec. 2024.
"What Are Espoused Values?" wiseGEEK, 16 May 2024, www.wisegeek.org/what-are-espoused-values.htm#comments. Accessed 10 Dec. 2024.