| |
|
|
|
Nilai Inti dan Konsep Baldrige
Nilai inti dan konsep merupakan suatu keyakinan dan tingkah laku yang melekat dan harus dapat ditemukan pada setiap perusahaan/ORGANISASI. Nilai inti dan konsep, keduanya merupakan asas untuk menciptakan kondisi dan persyaratan bisnis yang terpadu di dalam suatu kerangka kerja yang berorientasi pada hasil, yang pada gilirannya mampu mendasari organiasi untuk bertindak dan memberi umpan balik.
Ada 11 (sebelas) nilai inti yang saling berkaitan satu sama lain dan menjadi dasar pengelolaan organisasi atau pengelolaan bisnis menuju keunggulan kinerja.
|
|
|
|
These values and concepts are described in detail when you click on them above They are embedded beliefs and behaviors found in high-performing organizations. They are the foundation for integrating key business requirements within a results-oriented framework that creates a basis for action and feedback.
Core Values
Definition
Baldrige core values are the philosophical underpinning or underlying principles for the Criteria, and are specific to each Award sector—business, education, and health care. They are embedded in the Criteria requirements.
Where to look for core values
n on page one of each Criteria booklet
n reflected in an organization's performance excellence system
Uses
n to obtain a high-level view of the underlying principles common to high performing organizations within a particular sector
n to use as an organizational framework for developing key themes comments
Do not use
n as an independent assessment dimension—in other words, do not evaluate applicants against the core values
Example of how to use a core value
n The team structure supports the applicant's focus on organizational and personal learning and demonstrates the high value it places on employees and partners.
This example illustrates the way the organization operates in a way that reflects Baldrige core values, thus it is a good example of how to use core values in organizing and constructing a key theme.
Example of how not to use a core value
n Senior leaders may lack visionary leadership in the way they set expectations and endeavor to stimulate innovation among employees.
This is not an appropriate example for using core values because in this instance the core value is being used as an independent assessment dimension.
2005 Baldrige English version on this site is provided by Paul Steel:www.baldrige21.com; tqi@msn.com
© 2005 WEDNet Indonesia. All rights reserved
