In today's work life, values and their importance for organizations are a central and debated issue. Most organizations have a values foundation consisting of a number of specific values that are considered important guidelines for desirable behavior and common goals. This study aims to investigate more closely how the management can make value-based management work by analyzing an organization that works with value-based management, using Etzioni's (1975) compliance theory. The empirical basis of the study rests on eight qualitative semi-structured interviews with managers and employees within the organization. The result indicates that the management has involved the employees in the process of developing the values. The management has different strategies to implement the values: they have clarified the meaning and the scope of use of the values, the values are used as the first assessment within an internal career framework, and they conduct regular feedback conversations regarding the values. Using the compliance theory, these strategies can be understood as normative exercise of power, but with elements of rewarding exercise of power in that the values are used in the career framework. The result further shows that the values land with the employees. The employees are positive about the values and perceive them as important which, using the compliance theory, can be understood as moral commitment. However, a tendency identified in the results is skepticism towards the values being used for evaluation purposes as a first step before they are given the opportunity for promotion through the organization's career framework. The skeptical approach is interpreted as being due to the management exercising normative power and rewarding power at the same time. In general, the results of the study show that the management's value-based management works. Based on Etzioni's (1975) compliance theory, this means that the relationship between the management's strategies for implementing the values and how they resonate with the employees are congruent. The management's normative exercise of power is reflected by the employees' moral commitment. An important result of the study, however, is that value-based management has less effect when two different types of power are combined. This means that a prerequisite for value-based management to work is that the management exercises one type of power, and that it corresponds to the commitment of the employees. / I dagens arbetsliv är värderingar och deras betydelse för organisationer en central och omdiskuterad fråga. De flesta organisationer har en värdegrund bestående av ett antal bestämda värderingar som betraktas som viktiga riktlinjer för önskvärt beteende och gemensamma mål. Denna studie syftar till att undersöka närmare hur ledningen kan göra för att värderingsstyrning ska fungera genom att analysera en organisation som arbetar med värderingsstyrning med hjälp av Etzionis (1975) efterlevnadsteori. Studiens empiri grundar sig på åtta kvalitativa semistrukturerade intervjuer med chefer och medarbetare på organisationen. Resultatet visar att ledningen inkluderat medarbetarna i processen att ta fram värderingarna. Ledningen har olika strategier för att implementera värderingarna: de har tydliggjort värderingarnas innebörd och användningsområde, värderingarna används som första utvärdering i ett internt karriärsramverk, och de håller i regelbundna feedbacksamtal gällande värderingarna. Med hjälp av efterlevnadsteorin går dessa strategier att förstås som mestadels normativt maktutövande, men med inslag av belönande maktutövande. Resultatet visar vidare att värderingarna landar hos medarbetarna. Medarbetarna ställer sig positiva till värderingarna och upplever dem som viktiga, vilket med hjälp av efterlevnadsteorin går att förstås som moraliskt engagemang. En tendens som identifierats i resultatet är emellertid skepticism mot att värderingarna används i utvärderingssyfte som ett första steg innan de får möjlighet till befordran i och med organisationens karriärsramverk. Det skeptiska förhållningssättet tolkas grunda sig i att ledningen utövar normativ makt och belönande makt samtidigt. Generellt visar studiens resultat att ledningens värderingsstyrning fungerar. Utifrån Etzionis (1975) efterlevnadsteori betyder det att relationen mellan ledningens strategier för att implementera värderingarna och hur det landar hos medarbetarna är kongruent. Ett viktigt resultat i studien är emellertid att värderingsstyrningen får mindre effekt när två olika typer av makt kombineras. Det betyder att en möjlig förutsättning för att värderingsstyrningen ska fungera är att ledningen utövar en typ av makt, och att den motsvarar medarbetarnas engagemang.

The intent of this study was to compare life value differences using the Life Values Inventory. Differences among non-psychedelic users and psychedelic users were examined. Participants, ranging from age 18 to 48 from the University of Central Florida (UCF), a large state university, were recruited on a voluntarily basis. This was primarily done through online message board, the Sona System, and classroom announcements. The study was presented through the Sona System provided by UCF. In addition, all participants were students of the university. Results indicated significant differences among three out of 14 life values measured. The three life values that were shown to be significantly different among the non-psychedelic users and psychedelic users were: 1) concern for others, 2) loyalty to family or group, and 3) responsibility. In addition, the life value of spirituality was only found to be marginally significant.

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An empirical investigation at a southwestern minimum security federal correctional institution was designed to assess the value systems of incarcerated embezzlers (N = 31) as they compared to a matched offender control group (N = 31). Based on their responses on the Rokeach Value Survey (RVS). no statistically significant differences between these groups were found. Therefore, this finding suggested that these embezzlers possessed similar value systems held by those inmates convicted of other crimes. When the responses of the embezzler sample were combined with their matched offender control group, a few differences were revealed between the combined inmate group and the general population norms (National Opinion Research Center [NORC]; Rokeach, 1968, 1973). Simple comparisons of the composite medians of the male inmate group and the NORC showed differences on the following survey items: "a world at peace," "equality," and "national security." Among the items which demonstrated differences between the female prison group and the NORC were "an exciting life," "wisdom," "independent," "intellectual," "logical," "a world at peace," and "national security." The findings provided partial support for Cochrane's (1971) conclusions that prisoners are self-centered, and place low importance on those values which do not have immediate or personal relevance. However, because many of the inmates' responses emulated the NORC data, it was concluded that their value systems resembled the general population more than other prison populations. In addition to the empirical analyses, this project addressed the practical implications of value systems research by proposing value clarification programs for correctional institutions. The selection of value clarification programs was inspired by the implications of the emerging perspective of sociological practice. Sociological practice was described as it relates to these programs as well as to sociology in the larger context.

Abstract Background: Sweden has a long history of family-owned investment companies, and they are a big part of today’s financial composition. Mergers & Acquisitions is a well-established term which refers to the process of two or more companies calling for a restruction of the corporate order. However, a large number of M&A’s end up failing and one reason behind this could be the complexity of juggling between hard and soft values in the acquisition process.  Purpose: The purpose of this study is to look at and explore how family-owned investment companies manage to juggle between the soft and hard values in their pre-acquisition processes. Further the study aims to provide insights into how family values and their governance of these companies impact their overall M&A process. Method: This study employed a qualitative research design. The empirical data were gathered by conducting semi-structured interviews with nine different individuals employed at six different companies within the M&A industry. Furthermore, an abductive approach was used, and a thematic analysis was conducted to analyze the gathered data.  Conclusion: Family-owned investment companies have shown that they can successfully manage to juggle the hard and soft values of the M&A process. Mainly through their great experience of building companies as entrepreneurs and therefore applying soft values to the equation, this together with the use of external management weighing up with the hard values to find balance between the two. The shaping of the strategy enabling them to juggle between the two is mainly built around the idea of long-term thinking and including entrepreneurs in their companies through co-owning, enabling them to use the skills and network at hand.

Pagrindinė šio darbo koncepcija ir tikslas – nagrinėti šeimos ir santuokos klausimus per vertybių prizmę. Nagrinėjant santuokos kaip vertybės silpnėjimą buvo apsiribota keturiais pagrindiniais veiksniais: pripažinimu ir įtvirtinimu naujų gyvenimo kartu formų, asmens saviraiškos svarba, karjeros ir tvirti materialinio pagrindo siekimu bei įpareigojimų ir atsakomybės vengimu. / The main concept of this work and the aim - to examine the family and marriage issues through the prism of values. The examination of marriage as the values decline was confined to four major factors: the recognition and establishment of new life forms, to express the importance of personal, career and solid material basis for the achievement of the obligations and liability avoidance.

The purpose of this study was to determine the correlation between the Values for Working Test and the Personal Orientation Inventory. Both instruments were administered to the same group of 232 employed individuals. Stepwise multiple linear regression with analysis of variance was the statistical procedure employed. The resulting correlations were high enough to determine directionality and order of selection. The data indicates much support for Clare Graves' theory of value systems. Additional research is needed to further validate the Values for Working Test.

The purpose of this project was to design a values package to create awareness and understanding for seventh grade students in the value system so as to achieve a more complementary classroom atmosphere. The value system is a new concept based on Clare Graves' seven levels of psychological existence: Reactive, Tribalistic, Egocentric, Conformist, Manipulative, Sociocentric, Existential. In addition, the package was designed to integrate the affective and cognitive levels of learning into an experimental learning situation. The package included written material, games, and activities which are all designed to create self-awareness and maintain relevancy for the students.

This diploma thesis focuses on the value system of primary school pupils and its connection to reading preferences. The terms "value" and "system of values" are being defined from the perspective of several social sciences. Apart from that, the stages of pupils' morality development are being described, as well as the acquisition of reading skills and the importance of reading during leisure time activities. The practical part evaluates the outcomes of survey examining the relation between the pupils' system of values and their reading preferences.