Identifying and commenting on organizational values can be subjective as they vary from company to company. However, I can provide you with some common organizational values and ways to gauge their significance within an organization:

1. Integrity and Ethics: Organizational values often emphasize acting with integrity and ethical behavior. This can be demonstrated through a company's commitment to transparency, accountability, and promoting a strong moral compass in decision-making processes.

2. Collaboration and Teamwork: Many companies value teamwork and collaboration as they believe that collective efforts yield better results. This can be observed through cross-functional projects, open communication channels, and a supportive work environment that promotes cooperation.

3. Innovation and Adaptability: Organizations valuing innovation and adaptability prioritize creativity, continuous learning, and the ability to embrace change. They may encourage employees to experiment, provide resources for research and development, and seek out new opportunities.

4. Customer-Centricity: Companies emphasizing customer-centric values put the needs and satisfaction of their customers first. This can be evident in a strong customer support system, prioritizing customer feedback, and personalized services tailored to customer preferences.

To determine whether an organization truly believes in these values, consider the following indicators:

1. Leadership commitment: Organizational values should be promoted and exemplified by the senior leadership team. If leaders consistently reinforce and demonstrate these values in their actions, it signals a strong belief in them.

2. Employee engagement: When employees actively embody and promote organizational values, it indicates a belief in these principles. This can be seen through employee behaviors, adherence to company policies, and engagement with company initiatives.

3. Decision-making processes: If the organization's values consistently factor into decision-making processes, it suggests that these values are held in high regard. Values should be reflected in strategic choices, resource allocation, and even employee promotions.

As for whether values change, it is not uncommon for organizations to adapt their values over time. Values can evolve due to shifts in leadership, changes in industry trends, or feedback from employees and customers. During such changes, communication and transparency play crucial roles in ensuring everyone is aware of the new direction.

To be certain that the entire organization has moved in a new direction, companies often implement strategies such as:

1. Training and Development: Conducting training sessions or workshops focused on the new values helps employees understand and adopt them. This ensures that changes are cascaded throughout the organization.

2. Communication and Internal Branding: Effective communication campaigns, emphasizing the new values, should be carried out at all levels of the organization. This includes emails, newsletters, town hall meetings, and internal branding efforts.

3. Performance Evaluation and Incentives: Aligning performance evaluation criteria and incentives with the new values can encourage employees to actively embrace and exhibit them. Recognition and rewards tied to these values reinforce the organization's commitment.

However, it is important to note that while efforts are made to drive cultural change, complete alignment throughout an organization may take time and require consistent reinforcement to fully embed the new values.

Understanding the values of an organization and the extent of their implementation is often a nuanced process, but leaders, employees, and the organization's actions and behaviors can provide insight into the significance and belief in these values.

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