Performance by Values - Revision history

Flc: /* Introduction */

2026-01-02T13:54:17Z

Introduction

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	[[File:Performance_Values.png\|right\|450px]]		[[File:Performance_Values.png\|right\|450px]]
	=Introduction=		=Introduction=
	~~The performance~~ models based on values extend ~~from the~~ stakeholder models ~~to help understand~~ organizational performance ~~through~~ individual values and preferences. These models have ~~taken on more importance~~ in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they ~~can be assessed~~ and ~~used at individual~~ and ~~organizational levels~~.		Performance models based on values extend stakeholder models by explaining organizational performance in terms of individual values and preferences. These models have become increasingly important in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they more closely address social behavior than other approaches.

			At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers essential in their life. Values are expressed, observed, and developed through social behavior.

	At ~~an individual level, values are typically defined as~~ the ~~fundamental principles, beliefs, and ideals a person considers important in their life. At an~~ organizational level, ~~they~~ are the ~~set of~~ core beliefs and principles ~~that~~ an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared at different levels.		At the organizational level, values are the core beliefs and principles an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike any other abstract concepts, can be observed, measured, and compared at different levels.

	=Generalities=		=Generalities=

Flc at 01:19, 16 September 2025

2025-09-16T01:19:50Z

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	[[File:Performance_Values.png\|right\|~~600px~~]]		[[File:Performance_Values.png\|right\|450px]]
	=Introduction=		=Introduction=
	The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they can be assessed and used at individual and organizational levels.		The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they can be assessed and used at individual and organizational levels.

Flc at 01:19, 16 September 2025

2025-09-16T01:19:40Z

← Older revision		Revision as of 01:19, 16 September 2025
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	[[File:Performance_Values.png\|right\|600px]]		[[File:Performance_Values.png\|right\|600px]]
			=Introduction=
	The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they can be assessed and used at individual and organizational levels.		The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they can be assessed and used at individual and organizational levels.

Flc at 01:19, 16 September 2025

2025-09-16T01:19:21Z

← Older revision		Revision as of 01:19, 16 September 2025
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	The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they can be assessed and used at individual and organizational levels.		The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they can be assessed and used at individual and organizational levels.

	At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.		At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared at different levels.

	=Generalities=		=Generalities=

Flc: /* Generalities */

2025-08-26T00:44:06Z

Generalities

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	=Generalities=		=Generalities=
	Unlike other stakeholder approaches that focus on one specific variable and method with narrow applications, the approach of performance by values is broad, practical, and includes behaviors that can easily and objectively be described, measured, and shared. The framework is applicable to a variety of situations, ~~constituencies~~, and industries in different countries and cultures.		Unlike other stakeholder approaches that focus on one specific variable and method with narrow applications, the approach of performance by values is broad, practical, and includes behaviors that can easily and objectively be described, measured, and shared. The framework is applicable to a variety of situations, stakeholders, and industries in different countries and cultures.

	Behavioral values can be regrouped along two dimensions and represented in a 2x2 grid, which then provides a framework for analyzing how an organization and its members perform. Along those lines, the competing value model is the most thought-out model for the approach of performance based on values. It provides the foundational logic for its establishment and deployment, something that the GRI model greatly learned from.		Behavioral values can be regrouped along two dimensions and represented in a 2x2 grid, which then provides a framework for analyzing how an organization and its members perform. Along those lines, the competing value model is the most thought-out model for the approach of performance based on values. It provides the foundational logic for its establishment and deployment, something that the GRI model greatly learned from.

Flc at 16:32, 15 August 2025

2025-08-15T16:32:59Z

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	[[File:Performance_Values.png\|right\|600px]]		[[File:Performance_Values.png\|right\|600px]]

	The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models]]</ref>, as they can be assessed and used at individual and organizational levels.		The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models.]]</ref>, as they can be assessed and used at individual and organizational levels.

	At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.		At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.

Flc at 15:39, 15 August 2025

2025-08-15T15:39:41Z

← Older revision		Revision as of 15:39, 15 August 2025
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	[[File:Performance_Values.png\|right\|600px]]		[[File:Performance_Values.png\|right\|600px]]

	The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models]], as they can be assessed and used at individual and organizational levels.		The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models]]</ref>, as they can be assessed and used at individual and organizational levels.

	At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.		At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.

Flc at 15:39, 15 August 2025

2025-08-15T15:39:24Z

← Older revision		Revision as of 15:39, 15 August 2025
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	[[File:Performance_Values.png\|right\|600px]]		[[File:Performance_Values.png\|right\|600px]]

	The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance, as they can be assessed and used at individual and organizational levels.		The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance<ref>[[Performance_Models\|See here an overview of performance models]], as they can be assessed and used at individual and organizational levels.

	At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.		At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.

Flc at 15:36, 15 August 2025

2025-08-15T15:36:57Z

← Older revision		Revision as of 15:36, 15 August 2025
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	[[File:Performance_Values.png\|right\|600px]]		[[File:Performance_Values.png\|right\|600px]]

	The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. ~~It is one of the important approaches identified~~ in our research at GRI for analyzing performance, as it can be assessed and used ~~in organizations~~.		The performance models based on values extend from the stakeholder models to help understand organizational performance through individual values and preferences. These models have taken on more importance in our research at GRI for analyzing performance, as they can be assessed and used at individual and organizational levels.

	At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.		At an individual level, values are typically defined as the fundamental principles, beliefs, and ideals a person considers important in their life. At an organizational level, they are the set of core beliefs and principles that an organization regards as essential for guiding its actions, decisions, and social behavior. In both cases, the concept of values encompasses broad aspects of social behavior that, unlike other abstract concepts, can be observed and compared levels.

Flc: /* Extending the Grid Analysis to GRI */

2025-08-09T16:52:37Z

Extending the Grid Analysis to GRI

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	The four models formed from these factor combinations are a simplified representation of four types of behaviors at a group level. The GRI typical profiles that illustrate the four dimensions are indicated on the right.		The four models formed from these factor combinations are a simplified representation of four types of behaviors at a group level. The GRI typical profiles that illustrate the four dimensions are indicated on the right.

	Although useful ~~to get~~ an overall ~~approximate~~ understanding of behavioral values for a given group of people, a typology or grid is ~~imprecise and~~ ineffective for other applications, including when needing to zoom in on a particular individual. This aspect is reviewed in other articles dealing with those applications, for instance in organizational development~~, leadership,~~ or recruitment.		Although useful for gaining an approximate overall understanding of behavioral values for a given group of people, a typology or grid is ineffective for other applications, including when needing to zoom in on a particular individual. This aspect is discussed below and reviewed in other articles dealing with those applications, for instance, organizational and leadership development or recruitment.

	=Beyond Grid Analyzes=		=Beyond Grid Analyzes=