MANAGEMENT VIRTUES AS

FOUNDATIONS FOR
MANAGEMENT PRACTICES

Phil Lane, Jr.

Four Worlds International

Four Worlds International 2005

 The New Management Virtues As
Foundations for Management Practices

TRUSTWORTHINESS

RESPECT
JUSTICE UNITY AND
DIGNITY

SERVICE AND HUMILITY

Four Worlds International 2005

 The New Management Virtues as Foundations for
Management Practices
New Management Virtue Management Concepts Behavioral Outcomes
Trustworthiness Stewardship/Management Managers assume honesty
accountability Customers, employees
expect integrity and no
scandals or misuse of funds
Toward Ethical Behavior
Unity Creating shared vision Unanimity in important
Commitment decisions
Reciprocity Customers satisfaction
ROI as only one
performance measure
Manager controller to
coach
Consulting when
management really listens,
respect for authority

Four Worlds International 2005

New Management Virtue Management Concepts Behavioral Outcomes
Respect and Dignity Empowerment Job enrichment
Consensus decisions Sociotechnical systems
Commitment leadership Group-centered problem
solving
Self Managed teams
Manager as mentor, coach
Utilization of discretionary
effort
Justice Profit Sharing Employee ownership,
Equal Opportunity bonus
Removal of barriers to
equal opportunity

Four Worlds International 2005

New Management Virtue Management Concepts
Service and Humility
Four Worlds International 2005
Behavioral Outcomes
Customer orientation Quality: customer’s view,
Quality movement systematic approach to
understanding, satisfying
Sharing power;
internal, external customers
developing talented
subordinates Continuous improvement
Zero defect goal
Service mentality: learning
to be a servant
Factors that May Influence Respect and Dignity in Organizations
Builds Respect and Dignity
Within My 1. I allow people to make
Control their own decisions and to
have the freedom to fail.
2. I try to show appreciation
for work well done.
Outside My 1. The company has a good
Control incentive program.
2. People are expected to
succeed and are treated
with a positive sense of
optimism.
Four Worlds International 2005
Blocks Respect and Dignity
1. I have been accused of
being insensitive at times
and not noticing what
demotivates my employees.
2. When I am pushed against a
deadline, I push others too
hard, too.
1. Sometimes top management
gets stuck in its own ideas
and forgets the impact of the
rest of the company.
2. People in a few departments
complain that their ideas are
stolen by management and
not given due credit.
What Factors Influence Respect and Dignity in My Workplace?

Builds Respect and Dignity Blocks Respect and Dignity

Within My
Control

Outside My
Control

Four Worlds International 2005

 Factors That May Influence Justice in Organizations
Builds Justice
Within My 1. When there were some
Control cutbacks, we discussed
options as a group and
came to a decision.
2. If there is a conflict, I try
to listen to both sides
before making any
decisions.
Outside My 1. Insiders are given
Control preference for openings
2. Most people feel they
have a voice to air
grievances.
Four Worlds International 2005
Blocks Justice
1. I have been known to
spend more on myself
than others get for nice
furniture and travel.
2. Last year I discontinued
some privileges of a few
people, who called it
unfair.
1. Outsiders get higher
salaries if they are
brought in for a position
2. We had cutbacks
recently when our top
management got hefty
bonuses.
 What Factors Influence Justice in My Workplace?

Builds Justice Blocks Justice

Within My
Control

Outside My
Control

Four Worlds International 2005

 Factors That May Influence Unity in Organizations
Builds Unity Blocks Unity
Within My 1. My unit has a reasonably 1. Sometimes I am impatient
Control good shared vision and don’t search out all
2. We try to use consensus for views in meetings.
most decisions in my unit. 2. When I am too attached to
3. There is a minimum of an idea, I have a hard time
subgrouping in my unit. listening to others.
4. I discourage backbiting.
Outside 1. Strong company spirit 1. There are too many cliques
My exists. in our organization.
Control 2. Frequent social events are 2. Too much political
planned and attended. maneuvering takes place.

Four Worlds International 2005

 What Factors Influence Unity in My Workplace?

Builds Unity Blocks Unity

Within My
Control

Outside My
Control

Four Worlds International 2005

 Is It Spiritual?
Programs, HR Policies, or Behaviors of Managers

Situation 1/ Situation 2/ Situation 3/

Proposed Proposed Proposed
Questions to Ask Behavior Behavior Behavior
1. Is it trustworthy? (Is it honest and
transparent?)
2. Does it create unity?
3. Does it maintain dignity?
4. Are my intentions pure? Am I detached?
5. Is it just?
6. Is it done in a spirit of service?
7. Does it show humility?
8. Would I be ashamed if others knew about it?
9. Does it demonstrate and develop competence?
10. Would I want to be treated this way?
Would the other person(s) want me to
behave this way (Wisdom of Love)?

Four Worlds International 2005

 Love and Spirituality at Individual Level

What Does What Helps What Blocks What are

Love and Develop Love Love and Loving and
Spirituality and Spirituality? Spiritual
Look Like? Spirituality? Narcissism; Outcomes?
Person becomes Desire to become obsession with Steadfast focus
more honest, fair a better person, status; focus on on developing
and dignified, to strive for the “seen” New
and strives for higher goals, to acquisition of Management
competence and serve others. material goods, Virtues and
excellence. status; focus on serving others.
the “seen” world.

Four Worlds International 2005

 Love and Spirituality at Team Level

What Does What Helps What Blocks What are

Love and Develop Love Love and Loving and
Spirituality and Spirituality? Spiritual
Look Like? Spirituality? Power and Outcomes?
Groups more Groups welcome political games, Organic unity of
accepting of new members, rigid behavior members, who
diverse styles and practice inquiry norms, nonetheless
members; real skills, seek Groupthink; maintain
listening takes diversity, member value individuality.
place; members encourage frank based on status;
willing to detach and loving double standard
from own ideas communication. for high and low
and agendas and status members.
search for “best”
solutions.

Four Worlds International 2005

 Love and Spirituality at Organization Level

What Does Love What Helps What Blocks What Are

and Spirituality Develop Love Love and Loving and
Look Like? and Spirituality? Spirituality? Spiritual
Equitable and fair Hierarchy is Lack of Outcomes?
distribution of flattened; removal of trustworthiness Capacity
resources; removal position-privilege; and honesty by development of
of most “perks” for workers truly managers; higher all members;
management; empowered; levels grip and high energy and
willingness to see managers are preserve commitment
people with coaches not cops; maximum power; levels; sharing
individual needs employees trusted managers and
rather than as a and treated as adults; manipulate to gain connectedness;
human resources; higher levels do not goals; organization a real
open/fair/respectful abuse power or take more concerned community.
communication up- advantage of with profits than
down and down-up. authority. with people.

Four Worlds International 2005

 Love and Spirituality at Society Level

What Does Love What Helps What Blocks What Are

and Spirituality Develop Love Love and Loving and
Look Like? and Spirituality? Spiritual
Change in institutions Spirituality? Legal and political Outcomes?
of society to reflect True justice in power tightly held Development of
extreme reduction of legal system; in the hands of a potential of all
prejudice and equal access to corrupt elite; groups of
privilege; rewards education; repression and society; unity of
based more on acceptance of abuse of lower various regions
meritocracy; move various cultural classes and certain and groups;
away from power- and ethnic other groups; organic
based to truth-seeking groups; lack of dishonesty and wholeness of
institutions. oppressive corruption seen as society.
policies toward necessities for
any ethnic or survival.
class groups or
women.
Four Worlds International 2005
Questions for Examining the Spiritual Dimensions of Work

1. Is there an acceptance and assumption of integrity among coworkers and bosses?

2. Do people trust one another? Do they trust management?
*3. Do employees feel exploited or treated unjustly?
4. Do customers expect and get a quality product?
*5. Is cynicism common among employees?
6. Do people joyfully help one another?
*7. Is there a lot of backbiting?
*8. Are there political fights? Political intrigues? Political posturing?
9. Is there an openness of communication that depends on a deep level of trust and
commitment?

Four Worlds International 2005

 Questions for Examining the Spiritual Dimensions of Work

*10. Do people say different things to different people?

11. Is there a unity of “theory” and “practice” (i.e., do managers practice what
they preach)?

12. Can groups discuss problems and handle conflict in a competent and
dignified manner?

13. Is there a “spirit” of service to one another, to clients, to suppliers?

Four Worlds International 2005 www.fwii.net