Baets and Oldenboom (2013) emphasize a new way of thinking by leaders and business executives aimed at minimizing uncouth practices by unscrupulous business managers and urges the government to intervene to protect the interests of both the shareholders and the stakeholders. Towards this end, it advocates for a fundamental shift from the profits-based and shareholder-centric mentality that currently from the only motive of various business establishments (Baets & Oldenboom, 2013). Innovative ways to be applied to the business world that ensure responsibility to society, environment, and community, meaning the influence a business should focus on shaping the three and not just in profitability and meeting the demands of the shareholders.
Baets and Oldenboom (2013) put forward a new ontology at the foundation of business thinking that will change the decision-making process and improve the conditions for the entire society. To attain such, it explores various models and methods that can influence and facilitate discovery, innovation, and the subsequent application of such ontology. It acknowledges the increasing desire of politicians, managers, and the general public to end the unceasing cases of fraud, misbehaviour, poor service delivery, and unethical behaviour by business executives. The corporation should, therefore, revert to the old ways that ensured that they were the foundation of a stable, growing, and trustworthy economic system (Baets & Oldenboom, 2013). Furthermore, the corporations should also have as one of their objectives the need to advance society.
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It is evident that business and corporations have in certain parts of the world have continued to grow wealth. It is worth noting that the growth does not portend benefits to all quotas of society. Instances of manipulation of the labour force, pollution of the environment, and various scandals are common in the corporate world. The understanding of organizations and the application of management values are at the centre of organizational and organizational success. Managers must conform to the principles of Management by Values that is currently defining sustainability in the corporate world. Towards this, end, Baets and Oldenboom (2013) posit that there growing demand for purposeful, meaningful, and humane business orientation that will lead to higher productivity and sustainability in the long-run (Baets & Oldenboom, 2013). Furthermore, a business establishment should apply the tenets of Management by Objectives (MBO) approach that advocates for the need for customer orientation and quality, professional autonomy and responsibility, flexible organizational structure, and the obligation for bosses to become facilitators and leaders.
Baets and Oldenboom (2013) further suggest critical concepts for a new ontology, which is based on a new paradigm for understanding and subsequently dealing with complex systems and management. The first principle of ontology that the mangers should apply is holism, which refers to the eternal and dynamic interaction between the internal and external sphere. Holism advocates the inclusion of scientific methods of management as well as more values and emotions based on the concept of consciousness. Holism is founded on the principle of constructivism that stipulates that people create meaning through individual constructs aimed at creating order and sense. The second ontology is synchronicity, which a principle in which simultaneity plays a crucial role. It should consider the possibility of two events happening together (Baets & Oldenboom, 2013). In this regard, organizations should not only focus on profitability bus should also take into consideration the needs of the society to ensure sustainability.
The central aspect of the understanding of management is the application of a sense of awareness or consciousness. It refers to the process by which the brain encodes messages. Use of consciousness enables the manager to the decipher situations, categorize and react accordingly to environmental stimuli. It means that a conscious manager will have the ability and the knowledge to determine the demands by the environment and the society and act accordingly to ensure harmony with the organization. Consciousness will also enable a manager to integrate information by a cognitive system. Such will allow the manager to respond or make decisions form a point of information and not merely rely on instincts. Finally, it ensures the manager should control their behavior, meaning that the decisions will not be based on emotions but solid information, experience, and consultation for the improvement, better performance, and sustainability of the organization.
I opine that the assertions by Baets and Oldenboom (2013), particularly on the issue of value-based leadership, are resourceful and absolutely applicable in the contemporary, competitive business environment. The leader of any organization is the ultimate personification of culture. I believe that value-based leaders lead the most successful organizations. The use of values to motivate and guide has the propensity of ensuring productivity and sustainability of the organizations as it inspires commitment not only from the workforce but the society as well. A value-based leader uses certain principles to define the action, fulfil a mission, and make decisions (Hendrikz & Engelbrecht, 2019). Such often results in an acceptable and enduring culture that is necessary for growth and the subsequent sustainability of any organization.
The management must incorporate the value system into its talent and recruitment management process. I believe that it needs to form part of the entire organizational culture to encompass employee development, training, compensation, performance reviews, succession plans, and society through such initiatives as corporate social responsibility. Business establishments should acknowledge the critical roles played by the community, society, and the environment in ensuring sustainability and incorporate such in their objectives. Ventures that only focus on profitability and shareholder interest is doomed to fail because they lack the much-needed goodwill from society.
References
Baets, W., & Oldenboom, E. (2013). Values Based Leadership In Business Innovation . Retrieved from https://www.bing.com/videos/search?q=Leaders+Values+videos&&view=detail&mid=D8539F3F3B66973A8435D8539F3F3B66973A8435&&FORM=VRDGAR&ru=%2Fvideos%2Fsearch%3Fq%3DLeaders%2BValues%2Bvideos%26FORM%3DHDRSC3
Hendrikz, K., & Engelbrecht, A. S. (2019). The Principled Leadership Scale: An Integration of Value-Based Leadership. SA Journal of Industrial Psychology , 45 (1), 1-10.
