Building a Strong Organisational Culture by Reducing "Junk Values"
Image credits: Steve Johnson / Unsplash
Values are the compass guiding our decisions and behaviours. But not all values are created equal! Understanding intrinsic versus extrinsic values—and the havoc "junk values" can wreak—is crucial for fostering a high-performance culture.
Intrinsic values are those inner motivations, like a sense of purpose, curiosity, and the desire for self-improvement. These values are deeply personal and tied to long-term happiness. When employees and leaders are driven by intrinsic values, they’re motivated by personal growth and the joy of meaningful work.
Extrinsic values, however, are shaped by external rewards like money, status, and recognition. While not inherently bad, an overemphasis on extrinsic rewards can lead to a superficial approach to work. Employees driven mainly by these rewards may find their motivation fragile, dependent on external validation.
"Junk values" refer to misplaced priorities that favour short-term gain over long-term fulfilment. Think consumerism, constant comparison, and the relentless pursuit of status symbols. In organisations, junk values can manifest as:
Prioritising profits over sustainability and ethics.
Fostering competition that undermines collaboration.
Measuring success by external metrics like stock prices.
When junk values dominate, the culture can become toxic, leading to burnout, unethical behaviour, and high turnover. Instead of nurturing creativity and trust, junk values drive a relentless focus on external rewards.
Organisations plagued by junk values face several issues:
Reduced Engagement: Employees motivated solely by external rewards may feel disconnected, leading to lower productivity and higher turnover.
Short-Term Thinking: A focus on immediate rewards can undermine long-term success.
Toxic Environment: Junk values foster a culture of competition and mistrust.
Burnout: Constant pressure to meet external standards can lead to stress and disillusionment.
Leaders play a pivotal role in shaping culture by nurturing intrinsic values. Here’s how:
Clarify Purpose: Articulate a meaningful mission that aligns with intrinsic values.
Promote Growth: Encourage a culture of learning and development.
Foster Collaboration: Value teamwork and collective success over competition.
Align Rewards: Ensure extrinsic rewards reflect intrinsic values.
Lead by Example: Model integrity and purpose-driven behaviour.
Address Junk Values: Identify and eliminate junk values in the organisation.
Leaders who cultivate a culture rooted in intrinsic values can drive meaningful and sustainable performance. By recognising and addressing junk values, they create an environment where employees are motivated by purpose and personal growth. Organisations that prioritise intrinsic values foster engaged, creative, and high-performing teams—setting the stage for long-term success.
