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"Hi, good afternoon everyone. Welcome to my second dissertation proposal. Video. My name is lisa. And even though I do like making these videos, I'm actually really sad that I can't be live with you guys today. I have some stuff going on at work but I wanted to make sure to provide a video because I have come up with a couple of different things that I'm adding to my study and changing within my study. So I thought I'd share those with you today. And the first thing is the title, which as you can see is now called the Experience of middle managers using core values as antecedents of change, a phenomenal logical heuristic approach. Yeah. Again, the agenda will be going through the problem purpose and significance of the study as well as the conceptual frameworks and the methodology. But I thought I'd start this time by giving you guys a little bit of background as to why I've decided to study core values at all. You know, I've been in retail for management for over 30 years and in that time I've worked with a lot of organizations that had some type of core value statement posted on the wall of the break room and some really spoke to their values and lived to their values while others really did not. And so I feel like I've come to this study with affair picture or balanced idea of what cro values can do for an organization. Organizational core value statements are foundational. They provide stability somewhat of a moral compass that directs behavior and decision making in an organization. But they do a lot more than that in an unstable environment where values offer commonality, collective community and at times depending on how they're written, actual language that connects people because there is a common thread. Yeah. And if it's not, if they're not used, if they're not in actions, they literally become the core values hanging on the wall. But worse than that it leads to disengaged associates that are distracted, disconnected with low productivity. And so we look at the experience of car values during change. And the question then becomes, you know, because core values are foundational, that it's vital to learn how they're used to communicate when making decisions, particularly how it translates to the front line worker. Which leads to the question of what is the experience of core values used as antioxidants of change? Yeah. Now the frameworks that I'm looking at are three, I've taken one away. Core values of course espoused core values that are core value statements that are defined um how they are assessed and how they shape behavior. I'm looking at um organ organisational change but in particular Advanced change theory. Personal change through value clarification and alignment of behavior. So what does that mean? How does it affect performance in the workplace, employee engagement and the stakeholder? And then within leadership. I'm looking at symbolic leadership again defining that um how it's applied in the followership for research. This has now become a phenomenal logical study. I don't know if you guys remember but originally wanted to tie this in with ethnography and I've moved away from that about a heuristic perspective. It's actually punish will tell you it always has been because I have so much experience within this study and organizational culture. Of course core values themselves are the particular curiosity that I'm looking at and I'm looking at the perspectives activities and actions of of each. So um who is being studied? You know middle managers using symbolic actions um that leaders utilized during moments of change. How are the core values part of the social structure within the context of symbolic leadership? When there's the change that happens, the activity is being researched are the actual implementation of the core values, the change itself and the type of change. Um and then symbolic leadership is practice and then the actions that we're looking at, how the actions are adopted. So core values is social action. Whether the change is successful or not, I'm not sure is so important anymore. But what is the leader behavior now that um I'm still looking at doing this with a specialty retailer in particular just because of the many layers within the organization, I have thought that this needs to be a particularly large organization within north America. That is um specialty. I've written specialty furniture but it really can be any specialty retailer. Um the other parameters I'm not sure that I still have defined in terms of, when I say large, you know, what does that mean in terms of volume do the change initiatives matter? I'm not sure that they do for the subjects of the study. I'm looking to interview between five and 25 people and then the pain points that still exists. Of course, our accessibility of the site, the cost to get to the site, the time constraints which I'm finding at amazon are quite a few. And then of course my own bias, which I think I'm going to handle in my introduction of it since I spoke to it already. Now the, I found this with uh in a book from Henry Mints Berg. Um it is the, an organizational chart that really helps define the middle manager for me in addition to this model he uses in the same book, a similar one that shows the flow of communication as well. So I'm just started reading this book, I think that this will really help me define um why the middle manager really is important to me in this study in particular in terms of core values. Certainly core values are usually established at the top of the hierarchy in the organization, you know, it's usually the founder of the ceo that makes the values or at least the top Ashkelon and then they filter down. Um I think they, the middle manager presents the place where they can get stuck, they can either pass through or they can get stuck and that's really why you can kind of see with the shape, I think you really get that feeling, they can either flow through or get stuck, so I really like this. Mhm I did keep the kinship chart, you know, when I was doing ethnology, this was really important to understand how things are connected when we look at. There's one organization I'm looking at in particular that is split up this way where there's, you know, the layers. I'm talking about the corporate office, the stores, the outlet stores, there's a warehouse operation and customer service in this one particular organization. These are the people that I know. So you can really see you get a nice visual of how I can connect with all the different layers within that organization. So I'd like to kind of keep this with my study now in doing um a heuristic study. Um there's the regular data which I would collect of course from the interviews, participant observations and other artifacts. What I have not added to the slide yet is what heuristics adds to the study. And that is my own information, my self reflection, my journaling and that type of thing. So rather than focus on ethics, I really need to hone in on what I need to make this a heuristic study. So this will change in my next presentation. I really welcome any type of feedback from you guys. This is these are my sources. Um, my references. I as I said, I'm really sorry that I can't be with the group today. So um I look forward to seeing everybody else's presentations. And I welcome any feedback or information on mine and I thank you so much for your time."
<https://prezi.com/v/t8rw9k_mykvb/espoused-core-values/>