Core Values


The professional and the institution for which the professional works should compile a relatively brief list of core values. These are values that help determine what the priorities are and how one aspires to act. Ten core ethical values are described:

  1. Honesty (truth telling, candid, openness)
  2. Integrity (act on convictions, courageous, advocacy, leadership by example)
  3. Promise keeping (fulfilling the spirit of commitment)
  4. Fidelity (loyalty, confidentiality)
  5. Fairness (justice, equal treatment, diversity, independence)
  6. Caring (compassion, kindness)
  7. Respect (human dignity and uniqueness
  8. Citizenship (respect for law, social consciousness)
  9. Excellence (quality of work)
  10. Accountability (responsibility, independence)

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Global Sourcing & Operating Guidelines


Levi Strauss & Company developed the following policy to guide the firm through the maze of international business and maintain its high standard of ethical integrity. Levi Strauss & Co., has a heritage of conducting business in a manner that reflects its values. Because the company sources in many countries with diverse cultures, it must take special care in selecting business partners and countries whose practices are not incompatible with its values. Otherwise, its sourcing decisions have the potential of undermining this heritage, damaging the image of its brands and threatening its commercial success.

Business Partner Terms of Engagement

Terms of Engagement address issues that are substantially controllable by our individual business partners.

We have defined business partners as contractors and subcontractors who manufacture or finish our products and suppliers who provide material (including fabric, sundries, chemicals and/or stones) utilized in the manufacturing and finishing of our products.

i.            Environmental Requirements: We will only do business with partners who share our commitment to the environment and who conduct their business in a way that is consistent with Levi Strauss & Co.’s Environmental Philosophy and Guiding Principles.

ii.            Ethical Standards: We will seek to identify and utilize business partners who aspire as individuals and in the conduct of all their businesses to a set of ethical standards not incompatible with our own.

iii.            Legal Requirements: we expect our business partners to be law abiding as individuals and to comply with legal requirements relevant to the conduct of all their businesses.

iv.            Employment Practices: We will only do business partners whose workers are in all cases present voluntarily, not put at risk of physical harm, fairly compensated, allowed the right of free association and not exploited in any way. In addition . . . . specific guidelines [are provided in the areas of]: wages and benefits, . . . . working hours, . . . . . child labor, . . . . prison labor/forced labor, . . . . health and safety, . . . . discrimination, [and] . . . . disciplinary practices.

v.            Community Involvement: We will favor business partners who share our commitment to contribute to the betterment of community conditions.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Leader as Steward


The servant leader is servant first. It begins with the natural feeling that one wants to serve, to serve first. This conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions.

Leaders engaged in building learning organizations naturally feel part of a larger purpose that goes beyond their organizations. They are part of changing the way businesses conviction that their efforts will produce more productive organizations, capable of achieving higher levels of organizational success and personal satisfaction than more traditional organizations.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Lectures, Line of Sight

Change and Satisfaction


Organizational change can be protracted and costly. For example, termination payments to people and penalties relating to changed property arrangements can both be expensive. In some companies it would appear that decisions regarding who should be kept or made redundant are governed more by accumulated rights in the event of termination than managerial merit or quality. Some assets are also difficult to dispose of in a recession.

Occasionally, companies become carried away with concepts and push their application to the extreme. Judgment is needed to decide how far to go in relation to the current situation and context of a company.

For a period, and until the benefits appear to come through, corporate transformation may be accompanied by a slide in the employee satisfaction ratings. The trends need to be monitored, the causes identified and, where appropriate, remedial programs put in place. Opinion surveys can be used to track attitudes to change in various parts of the corporate organization.

Understanding the reasons for dissatisfaction could lead to a change in transformation priorities, if not in direction. Japanese companies, such as Honda encourage their staff to be dissatisfied with whatever has been achieved in order that they will aspire to do even better.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Influence


Influence is easy to obtain, because it is based on the example you set for others to see. People are influenced by those they admire or aspire to emulate. Literally, we listen to people whose success we want to duplicate. When you listen to a presentation by a leading distributor in your organization, even if you don’t know this person personally, you are influenced by the example they set. You listen to what they have to say and you apply it. Even though you have no relationship with this person, and they have no power over you, you willingly hear them out. That’s influence. Of course, you don’t have to do what they say, but the odds are you will consider it.

 

If you want to influence other people, begin by setting an example that others can aspire to and respect. That’s the first step. The second step is to communicate your message the right way.

 

Now, the best way to learn to communicate that message ia to read Dale Carnegie’s classic How To Win Friends And Influence People – perhaps the greatest book ever written on the subject. In a nutshell, you have to communicate ideas in a way that people can make them their own. You’ve seen people suggest an idea in such a way that the main man they’re talking to thinks it was his own idea. That’s an example of effective influence.

 

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight