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\setlength{\parindent}{0pt}\raggedright \textcolor{GJMediumGrey}{\rule{\textwidth}{2pt}} \vskip16pt \textcolor{GJBlue}{\large\bfseries\abstractname\space} }{% \vskip8pt \textcolor{GJMediumGrey}{\rule{\textwidth}{2pt}} \vskip16pt } \usepackage[absolute,overlay]{textpos} \makeatother \usepackage{lineno} \linenumbers \begin{document} \author[1]{Reihaneh Bahrami Nejad Joneghani} \author[2]{Dr. Iraj Soltani} \affil[1]{ Islamic Azad University-Najafabad Branch, Isfahan, Iran.} \renewcommand\Authands{ and } \date{\small \em Received: 10 March 2012 Accepted: 5 April 2012 Published: 19 April 2012} \maketitle \begin{abstract} Compilation of vision, mission and strategies of organization causes systematic and directed movement of organization, but this movement without addressing business values and professional ethics will be spiritless and face serious challenges.To have successful, dynamic, spirited and sustainable business ,it is needed that moral values constitute its basic foundations. Successful business requires at least two major factors: i.e. competitive strategy and excellent performance in professional ethics. Act upon professional ethics is the major foundation of developed employees and managers in organization. Doing tasks, activities and achieving indicators and goals in moral atmosphere causes relation improvement, confidence making, healthy competition, development of capabilities and happiness in organization. Moral and spirituality are considered as requirements of today business world. So , with regard to importance of professional ethics in business, in this paper the concepts of moral, professional ethics and spirituality have been explained and components and 8 stages of operational model of cascading values and professional ethics in different layers of organization have been presented. \end{abstract} \keywords{moral, professional ethics, organizational values, business, human resource development.} \begin{textblock*}{18cm}(1cm,1cm) % {block width} (coords) \textcolor{GJBlue}{\LARGE Global Journals \LaTeX\ JournalKaleidoscope\texttrademark} \end{textblock*} \begin{textblock*}{18cm}(1.4cm,1.5cm) % {block width} (coords) \textcolor{GJBlue}{\footnotesize \\ Artificial Intelligence formulated this projection for compatibility purposes from the original article published at Global Journals. However, this technology is currently in beta. \emph{Therefore, kindly ignore odd layouts, missed formulae, text, tables, or figures.}} \end{textblock*} \let\tabcellsep& \section[{Operational Model of Cascading Values and Professional Ethics in Organization : A Context for Spiritual Development of Employees Iraj Soltani \& Reihaneh Bahrami Nejad Joneghani}]{Operational Model of Cascading Values and Professional Ethics in Organization : A Context for Spiritual Development of Employees Iraj Soltani \& Reihaneh Bahrami Nejad Joneghani}\par A Abstract -Compilation of vision, mission and strategies of organization causes systematic and directed movement of organization, but this movement without addressing business values and professional ethics will be spiritless and face serious challenges.\par To have successful, dynamic, spirited and sustainable business ,it is needed that moral values constitute its basic foundations. Successful business requires at least two major factors: i.e. competitive strategy and excellent performance in professional ethics. Act upon professional ethics is the major foundation of developed employees and managers in organization. Doing tasks, activities and achieving indicators and goals in moral atmosphere causes relation improvement, confidence making, healthy competition, development of capabilities and happiness in organization. Moral and spirituality are considered as requirements of today business world. So , with regard to importance of professional ethics in business, in this paper the concepts of moral, professional ethics and spirituality have been explained and components and 8 stages of operational model of cascading values and professional ethics in different layers of organization have been presented. Keywords : moral, professional ethics, organizational values, business, human resource development. \section[{I.}]{I.} \section[{The Concept Of Moral And Professional Ethics}]{The Concept Of Moral And Professional Ethics}\par eaders and employees of organization should be bound to accepted ethics in order to be success and show it in their tangible behaviors. Moral theory builds a system of codes and regulations that guides human in making decision about good and bad, right and wrong \hyperref[b0]{[1]}. Moral means principles and standards that defines right and wrong conduct and behavior and shows their distinction. From theory aspect, moral is directed to the point that excellence be toward human strive. The extent of moral will be increased through increasing ability of human in controlling and mastering on nature and managing social structures. So , scope of moral along with increasing ability of human in controlling social and nature environment will be increased and expanded \hyperref[b2]{[2]}. Managers and employees should practiced moral and turn it to behavior. Professional ethics require professionalism in organization. For reinforcing professional culture, development of ethical codes also will be a context for stronger identification and will provide a basis for developing competency model. Ethical codes can both be dominant on members relationship and between customers of organization. Professionalism can be defined as a feature of an individual or a group of employed individuals in a certain job that causes other confidence in desirable doing of their tasks \hyperref[b3]{[3]}.\par In issues of professional ethics some people emphasize on ethic of jobs owners and neglect organizational ethics and ethical spiritualities. This approach can harm human resource development and causes organizations less pay attention to ethical audits in goal setting, decision making, procedures, relationships with customer, competitors, stock holders, and other interested \hyperref[b4]{[4]}. To have ethical intelligence underpins professional ethics in leaders and managers.\par Link and kale consider ethical intelligence as the ability of differentiating right and wrong that is adjustable to world principles . They consider ethical intelligence consisted of four factors including : honesty, responsibility, sympathy, and forgiveness. Managers equipped with ethical intelligence are characterized by following features : 1. Serving people and organization 2. Justice-oriented in decision and work 3. Honesty in speech and behavior 4. Tend to collective and team work \hyperref[b0]{[1]}. \section[{II. Spirituality And Professional Ethics}]{II. Spirituality And Professional Ethics}\par In Organization\par Spirituality is an attempt toward creating sensitivity to self, others, superior force (God), searching for what is needed for becoming human and achieving to the position of creating sensitivity to inter and intra personal relationship in work life in order to reach personal development and human excellence. Spirituality has two dimensions : internal (spiritual and psychological ) and external (biologic and social) \hyperref[b5]{[5]}.\par Spirituality at work has three basic elements: i.e. internal, external and combined which divide them onto four different but related result : Internal aspect of spirituality at work is related to essence of your commitment to your value system. Virtually all of the people have a guiding desire to creating difference also they have internal qualities such as honesty, moral, belief, respect, and trust in order to prevent impact of internal factors.\par Behavior (spirituality) doesn't shape and their secrets are in their severity. Expectation has impact on severity of these factors. These expectations are the result of our knowledge up to date and in other words are our cognitive processes. So , it is needed cognitive processes to be controlled \hyperref[b6]{[6]}.\par External aspect of spirituality at work is emphasized more through statements such as ''work is a spiritual journey for many of us''. instances such as creativity, variety, calmness and coordination are external manifestations of spirituality at work. Your external world is the mirror image of your internal world. In other words, whatever is out of you, is the reflection of what there is within you. Your personality and character greatly determine quality of your relationship with other. Your attitude and reaction of others to you is greatly specified with regard to belief and expectation you have about yourself. The level of your inner needs and willing determines success of your outer world \hyperref[b7]{[7]}.\par Combined aspect of work spirituality has two features: 1. Awareness of individuals about existence of spirituality at work is increased. 2. This awareness changes the way of working with others at work. Some combined aspects of spirituality at work include : Perception, honesty, team orientation and acceptance \hyperref[b8]{[8]}. Cultivation of spirituality at work will have following results: 1. Belief in God 2. To gain calmness and as a result crating a context for thinking about life.\par 3. Special attention to human and listening to colleagues sayings that improves cooperation. 4. True commitment to improve relationship among human which causes peace and integration in the world. 5. Improvement of human and their surrounding environment \hyperref[b7]{[7]}. \section[{Spiritual development}]{Spiritual development} \section[{Cascading spirituality at work}]{Cascading spirituality at work} \section[{Reinforcement of initiative thinking}]{Reinforcement of initiative thinking} \section[{Psychological welfare}]{Psychological welfare} \section[{Change in feeling}]{Change in feeling} \section[{Mental growth}]{Mental growth}\par With regard to importance of spirituality at work, organizational leaders have a major role in reinforcing and developing spirituality at work. So leaders should play the role of spiritual leader too.\par Max De Peri considers spiritual leadership as models of leadership serving, employees involvement and empowerment. Spiritual leaders show belief, enthusiasm and results of their work. John Wesley considers these three factors as major feature and symbol of spiritual leadership \hyperref[b10]{[9]} . In spiritual leadership model, missions and values shape a company with professional ethics, even beyond this, personal and professional life of employees also shape based on spirituality .spiritual leaders exile moral identification of their followers and induce deep commitment in them, and join internal and external moral in social relationship of employees, generally, spiritual leadership is consisted of following elements :\par -Common spiritual values -Future vision -Common purpose -Empower other -Influence in other -Insight -Serving -Change in self and other \hyperref[b8]{[8]}.\par Domination of spirituality and moral in business atmosphere can be shown in pattern 2. Fortune journal wrote :\%70 of failure of senior managers in U.S.A is not related to their weakness in formulating strategy but it is due to their failure in strategy implementation barriers such as not transferring strategies, lack of employees alignment, lack of management commitment and not allocating resource based on strategies have been mentioned \hyperref[b11]{[10]}. So, it is needed for success and sustainability, strategies, values and professional ethical be implemented in business and be observed in employees behaviors. \section[{Organizational outcomes}]{Organizational outcomes} \section[{Calmness}]{Calmness}\par To create fundamental change in behavior based on values requires seeing, feeling and changing. In seeing stage employees become sensitive to values and feeling causes motivating of positive feeling or reduction of negative feeling and increasing emergency sense, hopefulness and belief and changing means new feeling causes change in behavior. Good exploitation of seeing, feeling and changing is a kind of smartness not abnormal neither deceptive. And sometimes this process changes behavior of individual and drives them toward seeing, feeling and changing \hyperref[b12]{[11]}. This process causes growing good habits. Habits are not instinctual, they are reactive and achievable. To change habit based on organizational values taking following steps is recommended : 1. To list behaviors and habits that are not based on values 2. Root finding 3. To find accelerating factors 4. To choose a good behavior for substituting irrelevant habit 5. Rehearsal of relevant habit \hyperref[b13]{[12]}.\par To cascade values and ethical in organization and turning it to operational behaviors it is possible to get help pattern No 3. \section[{Formalizing value statement}]{Formalizing value statement} \section[{Categorizatio n}]{Categorizatio n} \section[{Prioritization of values}]{Prioritization of values} \section[{Value statement and professional ethics}]{Value statement and professional ethics} \section[{Institutionalize values}]{Institutionalize values} \section[{Designing a model for describing organizational values -Explanation of every value -To determine strategies of every value -To determine behavioral codes of every value}]{Designing a model for describing organizational values -Explanation of every value -To determine strategies of every value -To determine behavioral codes of every value}\par Translation of values for organizational layers In this regard form No1-in which an example of values and mentioned bases specified, is presented. After evaluating and prioritizing organizational values, the most important value and those which have the highest points should be selected as pivotal value and value statement of organization is compiled and through cascading it in organizational strategic planning system, be addressed. \section[{C.E.O and}]{C.E.O and} \section[{Senior managers}]{Senior managers} \section[{Managers, supervisors and in-charges}]{Managers, supervisors and in-charges} \section[{Experts, technicians, operators}]{Experts, technicians, operators} \section[{f) Description of organizational values and professional ethics bases}]{f) Description of organizational values and professional ethics bases}\par In this stage, values and moral bases in terms of dimension's quality, content should be described and explained. To offer values and moral bases in the frame of words and general statement cause ambiguity and tangle and common subjectivity faces difficulties. Description and explanation of organization values increase common subjectivity. To create common language understanding related to values, titles of values should be recorded and described according to form No. 3 and then points and pivotal key of every value should be elicited. \section[{Conclusion}]{Conclusion}\par Brisk of business climate requires dynamic and smart plans and activities. Profit ability in business is an important principle for interested in organization, but survival and profitability require moral management of business. Domination of ethical and organizational values cause reinforcing mutual respect, self-control, meaning fullness, organizational and individual identification, belonging, conscience, honesty in speech and conduct in organization and individuals enjoy work and organization. To make organizational values base of all employees work, it is needed that values and ethics be specified and turned to behavioral codes and be flown indifferent layers and its impact be assessed. In this paper an operational model for cascading organizational values was presented.\begin{figure}[htbp] \noindent\textbf{18}\includegraphics[]{image-2.png} \caption{\label{fig_0}Form No. 1 :- 8 -}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{P{0.5938356164383561\textwidth}P{0.04657534246575342\textwidth}P{0.011643835616438355\textwidth}P{0.052397260273972596\textwidth}P{0.04948630136986301\textwidth}P{0.04657534246575342\textwidth}P{0.040753424657534246\textwidth}P{0.008732876712328766\textwidth}} Spiritual development\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ One\tabcellsep of\tabcellsep the\tabcellsep \multicolumn{2}{l}{important}\tabcellsep \multicolumn{2}{l}{contexts}\tabcellsep for\\ establishing\tabcellsep \multicolumn{2}{l}{spirituality}\tabcellsep at\tabcellsep work\tabcellsep is\tabcellsep spiritual\\ \multicolumn{7}{l}{development of employees and managers. Spiritual}\\ development\tabcellsep is\tabcellsep a\tabcellsep \multicolumn{2}{l}{process}\tabcellsep during\tabcellsep which\\ \multicolumn{3}{l}{2 psychological welfare of Global Journal of Management and Business Research Volume XII Issue VIII Version I}\tabcellsep \tabcellsep \multicolumn{3}{l}{Belongingness}\end{longtable} \par {\small\itshape [Note: -Self]} \caption{\label{tab_1}-actualization -Access to inner superior force -To join and find communication network -To find criteria in work and life -Link to infinite force}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{} \end{longtable} \par {\small\itshape [Note: -management by common value -Give identification to employees -Empowerment of employees -Spiritual development of employees -relief spiritual energy of employees -re informant of self-control -Influence]} \caption{\label{tab_2}Enjoy work Reinforcement of energy by work Intrinsic satisfaction from work Individual outcomes Speed at work Cost reduction Profitability Brisk of business Change in mind and feeling Mental growth Thought integration Positive attitude Social Wel fare Psychological wel fare Spirituality roots at business environment -meaningfulness in human -Human excellence seeking -Human link seeking -Access to superior force of inner -fact finding of human Spirituality shaping Spiritual leadership at work}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{P{0.01224\textwidth}P{0.7548\textwidth}P{0.05848\textwidth}P{0.0068\textwidth}P{0.008159999999999999\textwidth}P{0.00544\textwidth}P{0.004079999999999999\textwidth}} \tabcellsep III.\tabcellsep \multicolumn{4}{l}{Stages Of Cascading Value And}\\ \tabcellsep \multicolumn{5}{l}{Professi1onal Ethics In Organization}\\ \tabcellsep \tabcellsep Organizational\tabcellsep value\tabcellsep define\tabcellsep what\tabcellsep are\\ \tabcellsep \multicolumn{5}{l}{important for organization and business should be}\\ \tabcellsep \multicolumn{5}{l}{followed by considering them. Business value is}\\ \tabcellsep \multicolumn{5}{l}{manifested in professional ethics frame. Compilation of}\\ \tabcellsep \multicolumn{5}{l}{moral charter, values statement and such concepts}\\ \tabcellsep \multicolumn{5}{l}{are valuable but should be flow in different layers}\\ \tabcellsep \multicolumn{5}{l}{of organization in the form of practical behaviors}\\ \tabcellsep \multicolumn{5}{l}{and be integrated in individual work life. One of the}\\ \tabcellsep \multicolumn{5}{l}{challenges face today organization is weakness of}\\ 2012 M ay\tabcellsep \multicolumn{5}{l}{following organizational values. The important issue in strategic management process is strategy implementation.}\end{longtable} \par \caption{\label{tab_3}in other Development and depending spirituality at work}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{P{0.0057872340425531915\textwidth}P{0.68\textwidth}P{0.09838297872340425\textwidth}P{0.06582978723404255\textwidth}} \tabcellsep \multicolumn{2}{l}{IV. Stages And Components Of}\tabcellsep 2. examining compiled ethical and organizational\\ \tabcellsep \multicolumn{2}{l}{Cascading Values And Professional}\tabcellsep values in organizational strategic planning\\ \tabcellsep \multicolumn{2}{l}{system. 3. attention to specified values in council of direct -Religious and value bases Ethics In Organization a) Determination of organizational values and to good tasks and prohibit from bad tasks.}\\ \tabcellsep professional ethics.\tabcellsep -Group of strategy compilation 4. examining values and professional ethics bases\\ 2012\tabcellsep \multicolumn{2}{l}{-Senior managers -employees values In this stage it is needed to specify required -Required and desirable values 5. examining organizational and ethical values of emphasized by human resource system. values for supporting business , to do this following successful internal and external companies. steps should be passed through : 6. acid test of values and professional ethics bases 1. survey organizational values and professional with religious and value bases. bases from the point of employee view in Generally, organizational values resulted from different levels of two following categories. -Present values mentioned bases can elicit from pattern No4.}\\ M ay\tabcellsep \tabcellsep 7\\ \tabcellsep \tabcellsep Pattern No 4 : bases of eliciting organizational values\end{longtable} \par \caption{\label{tab_4}Top managers Middl e Operational To compile effectiveness evaluation system of values and professional ethics To determine organizational values}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{P{0.85\textwidth}} b) finalizing values list and professional ethics\\ bases In this stage list of values and moral\\ bases derived from different resources should\\ be provided, refined and finalized.\end{longtable} \par \caption{\label{tab_5}Directed to good tasks and prohibited from bad tasks Human resource systems Internal and external companies Strategic planning system Employees Acid test -Elicit list of values and bases of organizational professional ethics Organizational values bases}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{P{0.022953174375179547\textwidth}P{0.5501436368859522\textwidth}P{0.009523125538638324\textwidth}P{0.027104280379201377\textwidth}P{0.1084171215168055\textwidth}P{0.13185866130422294\textwidth}} \tabcellsep \multicolumn{2}{l}{Safe work}\tabcellsep \multicolumn{2}{l}{Form No. 4 : the way of turning values to expected be haviors Operators -Follow safety procedures of equipments}\\ \tabcellsep Row. 1\tabcellsep Components of values (sample) Team work\tabcellsep \tabcellsep Related strategies (sample) -Encouragement\tabcellsep Expected (behavioral codes) behaviors -Attend safety training courses -To fill forms related to near miss Action plan for practicing values team (sample) -On time participation -Complete using of individual -Group procedures -Considering safety of equipment during repair and -Link teamwork to fixation\\ \tabcellsep \multicolumn{2}{l}{Respect customers and colleges 2}\tabcellsep \tabcellsep work -Structure making for team work Operators -Respect each other in sessions -Define improvement -To prevent using irrelevant speech in workshop compensation system projects -Problem -Report full condition to next shift solving -Respect employees of coratractors through instruction -Cooperation during repair and fixation\\ 10 M ay 2012\tabcellsep \multicolumn{4}{l}{3 2. Translation of values Values should understandable language for different layers, in this be translated in an section following actions help in better and depth h) to determine effectiveness of cascading organizational values}\tabcellsep each organizational layer -To determine tools, means and transfer of cascading values in different layers. -To determine values behaviors indicators relevant to\\ and Business Research Volume XII Issue VIII Version I Global Journal of Management\tabcellsep \multicolumn{4}{l}{cascading. -To specify target groups for cascading organization values Form No. 5 : the way and translation of organizational values Aforesaid stages can be implemented according to forms No. 5 and 6: Row. Target groups for cascading values To determine behavioral indicators To determine tools and means for transferring values 1 Deputies Pivotal values Sessions, seminars, SMS, brochure 2 Senior and middle managers Pivotal values and key axial Sessions, seminars, goal boards 3 Heads and general foremen Values pivotal key and plans Goal board, training seminar, goal booklets management automation 4 Shift supervisors Plans related to values and activities Newsletter -total booklets of organization values Training seminars 5 Expects and technicians Activities and behaviors indicators of values Website, training seminars, management automation 6 Operators of production repair and staff Defined and simple behavioral indicators Special printed cards sessions -Printing values in newsletter -Information boards Form No. 6 : sample of value translations to operational behaviors in operator layer of organization Values Target group Behaviors Development of participation Operators -Provide more suggestions Form No. 7 : measures related to determining Row. Components and measures Very low very high 1 2 3 4 5 6 7 8 9 10 1 Improvement of business atmosphere 2 Improvement relationship at level of organization and employees 3 Reinforcement of self -control 4 Reinforcement of organizational trust 5 Reinforcement of energy due to domination of values 6 Reinforcement of internal satisfaction of work 7 Improvement of psychological climate of work 8 Improvement of organizational integration 9 Reinforcement of positive attitude 10 State of internal calmness 11 State of calmness of work 12 Forgiveness 13 Tolerance each other 14 Increasing saving behaviors 15 Development of spirituality in employees V.}\\ \tabcellsep \multicolumn{2}{l}{and organizational}\tabcellsep \tabcellsep -\tabcellsep Define more QC,s\\ \tabcellsep \multicolumn{2}{l}{communication}\tabcellsep \tabcellsep -\tabcellsep Cooperation between production and repaire\\ \tabcellsep \multicolumn{3}{l}{Excellence and continuous}\tabcellsep Operators\tabcellsep -Review work methods\\ \tabcellsep \multicolumn{2}{l}{improvement}\tabcellsep \tabcellsep -Omission of unnecessary work\\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep -Provide suggestion for improving work\end{longtable} \par \caption{\label{tab_6}}\end{figure} \backmatter \begin{bibitemlist}{1} \bibitem[ Management by ethical intelligence]{b1}\label{b1} \textit{}, \textit{Management by ethical intelligence} 205. \bibitem[Sheikhinejad and Ahmadi ()]{b8}\label{b8} \textit{}, Sheikhinejad , G Ahmadi . 2008. \bibitem[Mokhtaripoor and Siadat ()]{b0}\label{b0} \textit{}, Mokhtaripoor , S Siadat . 2009. \bibitem[Jafari and Rastgar ()]{b5}\label{b5} \textit{Appearance of spirituality in organization. Jranian management science -quarterly}, Abedi Jafari , A Rastgar . 2007. -2007. \bibitem[Maxwell ()]{b13}\label{b13} \textit{Attitude management. Translated by Amini,F. Fara cultural organization. Global Journal of Management and Business Research Volume XII Issue VIII Version I 12}, Maxwell . 2005. \bibitem[Katz and Khan ()]{b12}\label{b12} \textit{Eight steps of change translated by mahjoob , M.A. Fara cultural organization}, J Katz , D Khan . 2006. \bibitem[Gharamaleki ()]{b4}\label{b4} \textit{Ethical predicable of organization and human resource development}, A Gharamaleki . 2006. (3rd conference of H.R.D) \bibitem[Tracy ()]{b7}\label{b7} \textit{Greate your future}, B Tracy . 2007. M, Tehran Asimpublication. 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