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  • Same here I had always thought most things need money . But the values almost need to be a way of being .

  • Yep and I think we as people that work in civil society or in the civil sector we need to definitely start compensating our employees more competitively , because that's how we can retain them.

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  • Hi Eventus , where are you from?

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  • I learnt that things do not happen to us but things happen FOR us. A company is basically an idea/dream/vision before it gets started. It is safe to say that this vision is somewhere out there and also somewhere deep within. So, a vision needs a mission.

    To arrive at your GOAL, everybody in the organization will have to have that shared values and that is why CULTURE is extremely important. In other words, we need the vision to be like the guiding path or a well lit road.

    No Culture then no Values.

    But the driving path should be a safe one with no rocks and builders.

    As you reach every mile marker on that road, you have accomplished the goals.

    When you can measure them, that'll be your objective.

    If you want the journey not to be boring, the activities that you do in your car such as listening to music are important else the driver sleeps.

    For culture to be a strong one you need good values such as responsibility, respect etc.

    Good practices for a driver to look at the rear view mirror.... Good behaviors such as staying on your lane.....

  • Hi! 😊 to have ✅ Module 1 of this study. Experience and lessons learned were fantastically massive. Hope you're working towards getting done with yours?

  • Yeah TANGIH! I couldn't agree less that Effective Human Capital Strategy is not a factor of numbers, but directly proportional to Focus, determination, consistency & a product of time. Bringing it all together ensures collective win.

  • Hi UZAMOKUHLE! Anyways, I'm a Nigerian from Nigeria..... Hope you're getting along well with your choiced course?

  • I couldn't agree less to that UZAMOKUHLE. This aspect is what most HR organizations & Department are failing on, especially when diagnosed with the notion that labour is cheap...

  • The most surprising thing I learnt in Module 1 is articulating the mission to values chart of an organization.

  • From this module I learnt the way I need to think of my organizations Mission and value statement in order to take ownership for achieving them and various ways to think creativity which will build the culture and motivation within and outside the organization with employees and partners/Stakeholders and drive all forces towards achievement of our mission.

    Looking forward for more insighful modules and session.

  • The clear linkages between Values, Behavior and their respective connections to Missions which personally was not very conversant with.

  • The clear linkages between Values, Behavior, Talents and their respective connections to Missions which personally I was not very conversant with.

  • making VISUALIZATION OF ORGANIZATIONAL VALUES

  • I have learned from module 1 more pivotal things those will enhance my understanding of human strategy. The most important one is the importance of the human capital.

  • The surprising thing i learnt from module 1 is how to set up a mission for an organization. What will be their core values. How to present a graphical representation etc. But most surprising think i learnt that form a mission is more important than vision because mission is short term process which help the organization to survive.

  • the surprising thing i learned in this module is how social cultural norms and culture diversity play a big role in building a strong human capital in an organization

  • hello i am new here too can we proceed?

  • every organization base on its culture and values to achieve it targeted mission

  • The most surprising thing is the possibility of reorganizing a working structure in spite of traditional ways (hierarchy and so on), giving more importance to people and results

  • The most surprising thing I learnt in this module is that Culture and Values are the foundation of our organization’s human capital strategy and this go a long way in helping to build an effective human capital strategy of an organization

  • Creating a visual representation of the organizational
    values and showing a relationship between those values.

  • I have learned how core values should be linked to behavioral patterns of members of the organization and its reflection on the mission statement.

  • I found the reflection questions in the Orientation Module very thought provoking. I'm not longer at the non-profit I have worked for the past 3 years. Due to COVID, my position was eliminated. I was thinking of that organization when answering the questions and I believe that asking those questions to any senior leadership team would be insightful.

  • It was a surprise to learnt that culture within an organisation is something that need to be carefully handled if not can even lead to the collapse of the organisation. Think of an organisation where gossiping is the order of the day, who and who are not in talking terms. That alone means that productivity will be affected. The time we spend at our working places is more than the time we spend with our own families, imagine spending 8 hours per day with a person you are not talking this alone means that your heart is not at ease hence you will not be able to produce as per the expectations. Let alone the interactions with the clients one will not be able to give customer services as per the mission since he/she is already not happy due to the internal conflicts.

  • The most surprising thing I learnt was about culture and how over time it can transform into a force of its own but is still very malleable in the beginning, thus one has to be very intentional in the beginning about the culture they want to create.

  • Great learning experience

  • the most surprising thing I learned in module 1 is that an organization does not need a lot of money to develop a human capital strategy.

  • The most surprising and interesting thing I was able to do was get the understanding that organizational values need to be carefully and intentionally crafted to align with organization mission. This is a rigorous exercise worth its salt. I had previously thought you just needed any values appealing to you as an individual.

  • The visual presentation of values is an interesting way of enhancing grasping which has a great effect in implementation.

  • Culture and values are very fundamental to propelling the organization forward and sticking it together to achieve the organization's mission.

  • I was able to realize that human as a resource is paramount in any given company and should be treated with care and respect. Every organization is identified and defined by its own culture.

  • That not only funds are important when establishing an enterprise but human capital is as crucial. for non-profits or social enterprises, the founder or top managers find a way to reinforce the values that they come up with because the individual members of their enterprise make up the culture of the enterprise since culture and brand are different side of the same coin. #culture=brand

  • i get to learn how mission statement and company values correspond to each other.

  • It is very interesting the role that a company's culture and values play when formulating Human Capital Strategies to be implemented in that organization. It takes like 50% of the HCS overall.

  • Culture and values are ideally like the drives for an organization to stay true to its purpose mission and vision. IT DEFINES THE COMPANY

  • he most amazing thing i learned in module 1 is the table of values

  • The interconnection between organisation mission,core values and behaviours

  • I really enjoyed the time my team and I worked together to build the core values chart, we didn't have core values before, and it was quite confusing to choose which words best represent us. After all, we learned a lot about ourselves, which I consider my biggest lesson so far.

  • In Module 1, I learned that :

    • Culture and values are the foundation of an organisation's human capital strategy
    • Human capital is just as important as financial capital in achieving the organisation's goals
    • In our hiring process we need to recruit people who can carry or embody our organisational values
  • I learned a lot of this module because knowing how to improve my organization through the organizational chain , employees , customers and management relation for the success of the organization. Also knowing that being a rich person we have to help the needy ones in our community through creating wealth in the society .

  • Employees need motivation to give them morale to keep on working well

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  • I can't agree less. I am currently face with such situation at my workplace.

  • What struck me in this module was how important culture and values are to an organization.

  • I enjoyed all the videos, especially the NGO to help the homeless, thinking of starting something similar in future. I enjoyed learning about organizational values and it's importance. I learnt the importance of connecting values with organizational mission. The need to improve your strategy as the organization grows.

  • I think this is key to set the stage for the company. Establishing cultural ideas and values allows you to establish future goals and hire employees who share similar values.

  • At least i learnt to plan and have a vision for my organization

  • At least i learnt to plan and have a vision for my organization

  • I learnt that its very important for the values of your organization to connect with your mission statement.

  • I learnt that its very important for the values of your organization to connect with your mission statement.

  • In the start up of an organization, the initial team may all have the same values and similar beliefs. However, as it grows the scope of values can become diluted change with on coming colleagues. When the shift happens, it requires the attention of the owners to steer things back on the right course.

  • My name is Sifon Godwin Ekeruke, I have learnt in module one the synergy between Organizational Mission and Organizational Values and how they help the organization stay in tune to their duties and responsibilities.

  • In the start up of an organization, the initial team may all have the same values and similar beliefs. However, as it grows the scope of values can become diluted change with on coming colleagues. When the shift happens, it requires the attention of the owners to steer things back on the right course.

  • Strategic HR services

    Strategic human resource management is important for every company. Your company doesn’t need to employ a specific number of employees before you start to consider implementing strategic human resource management principles. In fact, if you have a plan to grow your business, you should be thinking about linking this growth to strategic human resource management.

    Some companies outsource this part of their business because they don’t have an in-house HR function. Strategic human resource services provide full-service HR functions including developing a human resource management strategy. Strategic HR services help to take away the burden of both operational and strategic management to facilitate the growth of your business.

    To facilitate your company’s future growth, you should use tools and software that free up your time. Sign up for a free trial of Deputy below to see how we can help you with the time-consuming aspect of employee scheduling, so you have more time to work on the strategic aspect of your business.

  • Strategic HR services

    Strategic human resource management is important for every company. Your company doesn’t need to employ a specific number of employees before you start to consider implementing strategic human resource management principles. In fact, if you have a plan to grow your business, you should be thinking about linking this growth to strategic human resource management.

    Some companies outsource this part of their business because they don’t have an in-house HR function. Strategic human resource services provide full-service HR functions including developing a human resource management strategy. Strategic HR services help to take away the burden of both operational and strategic management to facilitate the growth of your business.

    To facilitate your company’s future growth, you should use tools and software that free up your time. Sign up for a free trial of Deputy below to see how we can help you with the time-consuming aspect of employee scheduling, so you have more time to work on the strategic aspect of your business.

  • How to come up with core values and linking then to organization mission

  • My name is Sifon Godwin Ekeruke, I have learnt in module one the synergy between Organizational Mission and Organizational Values and how they help the organization stay in tune to their duties and responsibilities.

  • The most surprising thing i learnt in module 1 was how to align my organizations values and cultures to my organizations mission statements in order to achieve positive outcomes in results

    • The main lesson in this section is the necessaity of the culture and values of an organisation to the day-to-day workings of the company. Culture is companies values that translates into day-to-day behaviour of works. This means we should first sit down and decide on what values we need to have as a company, by relating it with our mission, and basing our day-to-day culture through them. Values are standards that guide our everyday decisions.
  • This is a great module for start as we learn basic lesson and foundation.

  • This module is great !!!

  • My name is Sifon Godwin Ekeruke, I have learnt in module one the synergy between Organizational Mission and Organizational Values and how they help the organization stay in tune to their duties and responsibilities.

  • I think the topic is more educative especially to us who are in business .
    Personally it has encouraged me to value my employees.

  • Found out from this course that there's this thing called values system model. All along I've only seen companies listing out their values just as it is--or is it their model?

  • Fun course and assignment involving creativity!

  • I have learned that the growth of a company or any economy depends on culture and values.

  • Learnt more regarding values of an organization

  • Self pace learning was a new area for but, but i availed this opportunity and taken the maximum learning to maximise my out put toward a batter and impact administrative

  • The most surprising thing I learnt in Module 1 is articulating the mission to values chart of an organisation.

  • We are living in a global village with harmony of diversified of different culture and values at present.

  • We are living in a global village with harmony of diversified of different culture and values at present.

  • Culture and value need to be developed and pursued .

  • Others fail to consider the
    culture, but it nevertheless develops and is
    accordingly largely based on the founders’
    personalities.

  • Having clear company values helps you ensure that all your employees are working towards the same goals.

  • Mindsetsfor an effective human capital strategy.

  • By coming up with visualization of organisational goal since I have seen that employees can understand mission and organisational values easily hence

  • The Mission of an organisation must be communicated to every individual in the organisation and it have to pronounce and express in the culture and value of the organisation.

    The Culture is what is daily practicable by individual in the organisation and which can aid the achievement of the the organisation mission which is valuable in the sight of the customer/clients.

  • all is perfect with PHILANTHROPY UNIVERSITY

  • Developing Organizational Culture

  • I am very happy to know about the recruitment flow

  • our next assignment will ask you to review your peers’ submissions. After you submit your own assignment you will be prompted to review and provide feedback on your peers’ work. Following the submission deadline for your own assignment, you will have one week to submit reviews of three peers’ work.

    For each assignment that requires peer feedback, you will be given a rubric specific to the content to help guide your review of your peer’s work. However, for any peer review, there are some general guidelines to follow:

    Read First: Read through your peer’s entire submission before you start scoring them or offering feedback.

    Be Specific: Include comments that are specific. Comments like “that was great!” or “I didn’t like it” won’t be very helpful to your peer. You need to tell them specifically why it was great or what you didn’t like. Comments should be specific enough that they make sense and are easy to follow.

    Be Balanced: Include comments that highlight the strengths as well as the weaknesses of the submission. Constructive feedback should focus on what your peer can improve as well as what was successful.

    Ask Questions: Raise questions that come to your mind as you are reviewing their assignment. If something is unclear to you, ask about it in a respectful and kind way.

    Be on Time: Your peers rely on your thoughtful feedback to improve their work. Make sure that you submit your feedback to them within one week of submitting your own assignment.

    Remember that peer reviews are an opportunity to offer thoughtful, constructive feedback to your peers, but they are also a chance for you to learn from the way others approach the assignment!

  • The most surprising things is I got to understand more clearly on how to define culture and values more properly than before, especially know how to connect and align with current mission.

  • Having a mission statement is very important. We should put in place values that align with our mission so that employees can adopt a culture that promotes success of the organisation.

  • I had close to no idea that values were directly connected to missions, and now that i see it, values make sense. That they're not some nice words management decides to promote once in a while but that they directly contribute to organization's mission. I still find the connection quite intriguing
    It's surprising that organizations choose to work on survival mode, with no clear values in place.
    I'm greatly challenged to think more of culture and values now.

  • The fact that our values and ethics continues to evolve and i also learnt about staff culture

  • The fact that our values and ethics continues to evlolve and i also learnt about staff culture

  • i learnt about developing the organizations values and the mindset that is needed for developing an effective human capital strategy which is very helpful in my day to day operations.

  • I discovered there's so much to just human management. Human behavior towards an organization depends solely on the stated values controlled by the organization's culture

  • This module give me amazing knowledge.In this lesson I knew about but also culture and vale not only how we think mission.

  • This module give me amazing knowledge.In this lesson I knew about but also culture and vale not only how we think mission.

  • I enjoyed learning about other organizations, their values and how they got to decide those values. Doing the assignment I better understand how to articulate values and their importance to an organization

  • I enjoyed learning about other organizations, their values and how they got to decide those values. Doing the assignment I better understand how to articulate values and their importance to an organization

  • There seems to be a tendency for businesses to align values with their overall structure, but I think it would be better to create a set of values for each aspect of the business and then put them together in a business value statement.

  • There seems to be a tendency for businesses to align values with their overall structure, but I think it would be better to create a set of values for each aspect of the business and then put them together in a business value statement.

  • Culture and brand are two sides of the same coin. Culture is the principles and beliefs that you have inside a company that you want people to be aligned with. Whatever you have inside a company eventually comes out. You can’t hold it in. And brand is really the promise outside the company that everyone identifies with. Having a clear mission and making sure you know what that mission is becomes critical to establishing a strong culture and a strong brand. Your brand evangelists are the employees. So if you have a weak culture, you often have a weak brand.
    An Organizations culture will affect how your employees interact with customers, donors, supporters and partners. It will also influence how the company attracts new staff members to join the team.

  • Identifying with importance of culture and values opon setting up and organization

  • Identify with importance of culture and value coreation

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