Abstract
Seeking to understand the interaction between personal, employee, managerial, organisational and societal values is a complex process. It is not made any easier by the fact that values are continually undergoing change. Sometimes, value shifts occur very slowly. This presents difficulties in identifying exactly when the new trend will lead to a widespread shift in prevailing beliefs and attitudes. In other cases, value shifts are so rapid and significant that it is impossible for any organisations to forecast the change and have time to implement appropriate revised or new actions. A recent example of this situation is provided by the rapid shift in public opinion in the UK, when many people suddenly began to express discontent over prevailing liberal views about human rights. Instead, in the days following the August 2011 riots, public opinion swung towards wanting tougher policing followed by stiffer sentences for offenders.
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© 2012 Ian Chaston
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Chaston, I. (2012). Possible Futures. In: Public Sector Reformation. Palgrave Macmillan, London. https://doi.org/10.1057/9780230379350_14
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