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| Written by Administrator |
| Friday, 20 August 2004 05:11 |
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RHD has been an experiment that has demonstrated the importance of a values-based approach to human relations within a workplace. The experiment confirms that large faceless groups cannot manage conflict successfully, but small working groups can – if employees have the freedom to shape their work lives both as individuals and group members. Add to this the codification of a set of values-based guidelines that employees can use to manage the conflicts that inevitably arise at work, and we are well on the road to a common good effort, with all the energy and creativity that such an effort releases. As a result, you will encounter concepts such as structure, power, values, leadership, and money in a number of chapters – each discussion offering a particular image of the issues. By presenting multiple images, we develop a kaleidoscope of views, all on the nature of a Common Good Corporation. No view is really sufficient unto itself, and the composite necessarily leaves much out. By reading the book, you will see that RHD is the product of this kaleidoscope of views. The Common Good Corporation is defined by the way it manages money, people and power. Money is managed so as to address the needs of the corporation’s owners, managers, employees, and the communities that the corporation affects. The more a corporation addresses the needs of its employees and communities in this search for balance, the more it is a Common Good Corporation. People, whether they are owners, managers, line workers, or members of the larger communities surrounding Common Good Corporations, are managed so that they all consider themselves equal in human worth. The more that a corporation adheres to the equal human worth value, the more it achieves a common good status. Power is managed so as to increase the participation of employees who are not owners or key managers in setting corporate policy. The more that employees feel empowered, the more the corporation is able to achieve common good objectives. RHD’s values lead us to reject the hierarchies that stultify creativity, leaders who are tyrannical, and any employee who uses hostile talk or behavior to demean another person. We believe that equality, respect and a safe workplace are the rights of every employee – as basic as a paycheck. These values are codified in several documents: RHD’s Values Statements and The Bill of Rights and Responsibilities. These are living documents; indeed, we refer to them as drafts. (See Appendix A for our Values Statement and Appendix B for The Bill of Rights and Responsibilities.) |
| Last Updated on Friday, 15 August 2008 14:31 |
