It is important to understand the difference between a model that describes the values as applied to all of humanity and the values that many corporations define as their corporate values which may or may not reflect humanity’s values. It is also important to understand the concept of value judgements which can be applied to both corporate and humanity’s values. Humanity’s values can be best reflected or perhaps defined by the words love, trust, courage, fairness, respect (for human dignity) and honesty. These are not the words often employed in published corporate values eg teamwork. Personal, and often private, value judgements are made of a leader’s behaviours against humanity’s values, regardless of the published corporate values where those values do not reflect humanity’s values. Value judgements based on the much more fundamental humanity’s values that result in a leader’s behaviours being judged positively will create social cohesion. Judged negatively those judgements will create social disruption. However, the term ‘value judgements’ can be applied to words other than the words associated with humanity’s values eg ‘safe’ can be judged on a value scale as unsafe (the negative) or very safe/risk free (a positive judgement). Such value judgements of ‘safe’ and ‘unsafe’ are a hindrance to an organisation progressing in health and safety. Other examples will be described to demonstrate value judgements that are an Occupational Health and Safety hindrance.