Changing an organization’s culture can be costly, lengthy, and extremely challenging, especially for those that have been operating for several years.

Missions, Visions, and Values were designed to establish the present culture and to create targets to aim for in the future. Personality testing, team-building workshops, and reward programs required heavy financial and time investments, but times have changed for many organizations and small businesses. They are leaner and cannot justify the investment needed to transform a culture that is not yielding the desired results. Many employees work on contract with no benefits because they work below full-time hours, and as a result, no loyalty is developed, because employees no longer feel they are being invested in either. Or they work so many hours, fifty, sixty, and more that employers feel justified because of the wages and benefits they are paid. As a result, many employees too are devalued to the point they also are frustrated and resentful, growing increasingly unhealthy and not just physically.

Yet, the pressure is on to maximize profits for the least cost, but how can that change happen without big dollar investment to help change an organizations culture and practices?

The answer is by focusing on one thing … one thing that is cost-effective, very efficient, and yet also very compassionate … by introducing an organization’s culture to one idea that surpasses the boundaries that divide people and instead unite them only by beyond Mission, Vision, and Values that often do not take into consideration what they are experiencing in the organization.

“Connecting the Dots … with The RESPECT PRINCIPLE” is such an idea available in different formats. The core book is designed specifically for the global literacy level, yet is filled with high-level knowledge applicable to everyone, as well as, inspiring statistics and a thought-provoking, user-friendly monologue. The content invites analysis, discussion, and reflection, serving not just as catalyst for organizational change, but also for individual change on a level that surpasses everyone’s personal beliefs of politics, religion, status, race, sex … all prejudices, without the heavy costs of psychological and sociological programs, plus consultant teams.

Raising “RESPECT LEVELS” is the result of a cultural shift. Individually and collectively, as “RESPECT LEVELS” rise, so do an employee’s mentality about his or her employer and employers about their employees. The use of business time for personal business decreases, as do shrinkage, theft of supplies, cash, knowledge, the use of sick time for holidays, and the other ways employees take advantage of or get back on the employers they feel are not treating them fairly. The misuse of employee’s time by forcing them to work beyond the standard forty-hour work week, paying wages below the poverty line, especially those that do not also include benefits, not investing in employees or any such employment practice that does not demonstrate the organization values an individual … are just some of the many reasons to embrace the cultural shift that will first establish a solid foundation for all … and will serve as the foundation needed to create a healthy environment that fosters an environment capable of meeting goals more quickly, yet with lower costs, more sustainability, and a much greater level of adaptability required to adjust to our rapidly changing times.

To shift your organizational culture that will reduce costs, increase morale, productivity, and problem-solving creativity, plus manifest healthier employees and work environments, there are several options to choose from …

1. Buy the small, soft-cover core book, “Connecting the Dots … with The RESPECT PRINCIPLE” for everyone in your organization
2. Consider buying the complementary workbooks to reinforce the message in an active rather than a passive manner
3. Present the, “Connecting the Dots … with The RESPECT PRINCIPLE” concept yourself in a general meeting
4. Bring the concept developer and author to your organization to present “Connecting the Dots … with The RESPECT PRINCIPLE” concept to your team personally
5. Host the community event for employees and their families that also includes the play, CHARLES’ CHOICE, designed to further evoke discussions, reflections, and positive change by introducing the content verbally and visually in the play ,as well as, in the written word in the book
6. Hire the concept developer and author to review your policies and procedures, plus observe your staff in the working environment, before she then provides you with an in-depth analysis and the insightful recommendations on how to best make the required changes to increase individual and organizational “RESPECT LEVELS” that will result in a more profitable, creative, and adaptive work environment … that retains and attracts people … not just because of the wages, but most importantly because of the organization’s culture where people “want” to be because they feel part of something big and rewarding on all levels
7. Lead by example, not just in your organization, but in your industry and your community. You will reap unexpected benefits, along with the expected, including significantly less stress as a leader

February 16, 2015

The RESPECT SPECIALIST & PEACEMAKER … Freeing “Potential” with Education, Entertainment, and Inspiration!

Click on the link below starting Tuesday, January 27, 2015 to DISCOVER … and SUPPORT … the INDIEGOGO crowd funding campaign for the global initiative, Connecting the Dots … with The RESPECT PRINCIPLEbecause every child … every person … should know, by their own experience, they are valued … RESPECTED.

© All rights reserved 2014.

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