ORGANIZATION

BEHAVIOUR - 4

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VALUES, ATTITUDES & JOB

SATISFACTION
VALUES

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BASIC CONVICTION THAT A SPECIFIC MODE OF CONDUCT

OF END STATE OF EXISTNCE IS PERSONALLY O SOCIALLY
PREFERABLE TO AN OPPOSITE OF CONVERSE MOD OF
CONDUCT OR END-STATE OF EXISTENCE.

VALUES CONTAIN A JUDGEMENTAL ELEMENT

VALUES CARRY INDIVIDUALS IDEAS AS TO WHAT I RIGHT,

GOOD OR DESIRABLE

VALUES HAVE BOTH CONTENT AND INTENSITY

CONTENT ATTRIBUTE SUGGESTS THAT MODE OF CONDUCT

OR END STATE OF EXISTENCE IS IMPORTANT

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VALUE SYSTEM

A HIERARCHY BASED ON A RANKING OF AN

INDIVIDUALS VALUES IN TERMS OF THEIR
INTENSITY

VALUE SYSTEM IS IDENTIFIED BY THE RELATIVE

IMPORTANCE WE ASSIGN TO VALUS SUCH AS:
FREEDOM
PLEASURE
SELF RESPECT
HONESTY
OBEDIENCE
EQUALITY
BROTHERHOOD

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VALUES

ARE VALUES FLUID AND FLEXIBLE?

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IMPORTANCE OF VALUES
VALUES LAY THE FOUNDATION FOR THE

UNDERSTANDING OF ATTITUDES AND

MOTIVATION

VALUES INFLUENCE OUR PERCEPTIONS

VALUES INFLUENCE ATTITUDE AND

BEHAVIOUR

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TYPES OF VALUES
TERMINAL VALUES

(DESIRABLE END STATE OF

EXISTENCE; THE GOALS THAT A
PERSON WOULD LIKE TO ACHIEVE
DURING HIS OR HER LIFE TIME)
INSTRUMENTAL VALUES

(PREFERABLE MODES OF BEHAVIOUR

OR MEANS OF ACHIEVING ONES
TERMINAL VALUES)

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TERMINAL AND INSTRUMENTAL

VALUES (ROKEACH VALUE SURVEY)
Terminal Values

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Instrumental Values

A comfortable life (a prosperous life)

Ambitious (hardworking aspiring)

An exciting life a stimulating active

life)

Broadminded (open-minded)

A sense of accomplishment (lasting

contribution)

Capable (competent, effective)

A world at peace (free of war and

conflict)

Cheerful (lighthearted, joyful)

A world of beauty (beauty of nature

and art)

Clean (neat, tidy)

Equality (brotherhood, equal

opportunity for all)

Courageous (standing up for your

beliefs)

Family security (taking care of loved

one)

Forgiving (willing to pardon others)

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TERMINAL & INSTRUMENTAL VALUES

(ROKEACH VALUE SURVEY) Contd..
Freedom (independence, free
choice)

Helpful (working for the welfare of

others)

Happiness (contentedness)

Honest (sincere, truthful)

Inner harmony (freedom from inner

conflict)

Imaginative (daring, creative)

Mature love (sexual and spiritual

intimacy)

Independent (self reliant, self

sufficient)

National security (protection from

attack)

Intellectual (intelligent reflective)

Pleasure (an enjoyable, leisurely life) Logical (consistent, rational)

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Salvation (saved, eternal life)

Loving (affectionate, tender)

Self respect (self esteem)

Obedient (dutiful, respectful)

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TERMINAL & INSTRUMENTAL VALUES

(ROKEACH VALUE SURVEY) Contd..

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Social recognition (respect admiration)

Polite (courteous, well mannered)

True friendship (close companionship)

Responsible (dependable, reliable)

Wisdom (a mature understanding of

life)

Self controlled (restrained, self

disciplined)

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MEAN VALUE RANKING OF EXEUTIVES,

UNION MEMBERS, AND ACTIVISTS
(TOP FIVE ONLY)

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EXECUTIVES

UNION

MEMBERS

ACTIVIST

TERMINAL

INSTRUM L

TERMINAL

INSTRUM L

TERMINAL

INSTRUM L

SELF
RESPECT

HONEST

FAMILY
SECURITY

RESPONSIB
LE

EQUALITY

HONEST

FAMILY
SECUITY

RESPONSIBL FREEDOM
E

HONEST

A WORLD
OF PEACE

HELPFUL

FREEDOM

CAPABLE

HAPPINES
S

COURAGEO
US

FAMILY
SECURITY

COURAGEOU
S

A SENSE
OF
ACCOMPLI
SHEMENT

AMBITIOUS

SELF
RESPECT

INDEPENDE
NT

SELF
RESPECT

RESPONSIBL
E

HAPPINESS

INDEPENDE
NT

MATURE
LOVE

CAPABLE

FREEDOM

CAPABLE

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DOMINANT WORK VALUES IN

TODAYS WORKORCE

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COHORT

ENTERED
THE
WORKFORCE

APPROX
CURRENT
AGE

DOMINANT WORK VALUES

VETERANS

1950s or
EARLY 1960s

60+

Hardworking,
conservative, comforting,
loyalty to the Org

BOOMERS

1965 1985

40 60

Success, achievement,
ambition, dislike of
authority loyalty to career

XERS

1985 2000

25 40

Work/life balance, team

oriented, dislike of rules,
loyalty to relationships

NEXTERS

2000 TO
PRESENT

UNDER 25 Confident, financial

success, self reliant, but
team oriented, loyalty to
both self and relationship
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VALUES, LOYALTY & ETHICAL

BEHAVIOUR
VALUES ACROSS CULTURE

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POWER DISTANCE

INDIVISUALISM

COLLECTIVISM

QUANTITY OF LIFE

QUALITY OF LIFE

UNCERTAINITY AVOIDANCE

LONG TERM ORIENTATION

SHORT TERM ORIENTATION

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THE GLOBE FRAME WORK FOR

ASSESSING CULTURES

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ASSERTIVENESS

FUTURE ORIENTATION

GENDER DIFFERENTIATION

UNCERTAINITY AVOIDANCE

POWER DISTANCE

INDIVIDUALISM COLLECTIVISM

IN GROUP COLLECTIVISM

PERFORMANCE ORIENTATION

HUMANE ORIENTATION

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GLOBE HIGHLIGHTS
DIMENSIONS

COUNTRIES
RATING LOW

COUNTRIES
RATING
MODERATE

ASSERTIVENESS

SWEDEN, NEW
ZEALAND
SWITZERLAND

EGYPT, IRELAND,
PHILIPPINES

SPAIN, U.S.,
GREECE

FUTURE
ORIENTATION

RUSSIA,
ARGENTINA
POLAND

SLOVENIA,
EGYPT, IRELAND

DENMARK,
CANADA,
NETHERLANDS

GENDER
DIFFERENTIATION

SWEDEN,
DENMARK,
SLOVENIA

ITALY, BRAZIL,
ARGENTINIA

SOUTH KOREA,
EGYPT,
MOROCCO

UNCERTAINTY
AVOIDANCE

RUSSIA,
HUNGARY,
BOLIVIA

ISRAEL, U.S.,
MEXICO

AUSTRIA,
DENMARK,
GERMANY

POWER DISTANCE

DENMARK, ,
ENGLAND,
NETHERLANDS, FRANCE, BRAZIL
SOUTH AFRICA

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COUNTRIES
RATING HIGH

RUSSIA, SPAIN,
THAILAND

GLOBE HIGHLIGHTS
DIMENSIONS

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COUNTRIES
RATING LOW

COUNTRIES
RATING
MODERATE

COUNTRIES
RATING HIGH

INDIDUALISM/CO DENMARK,
LLECTIVISM
SINGAPORE,
JAPAN

HONG KONG,
U.S., EGYPT

GREECE,
HUNGARY,
GERMANY

IN GROUP
COLLECTIVISM

DENMARK,
SWEDEN, NEW
ZEALAND

JAPAN, ISRAEL,
QATAR

EGYPT, CHINA,
MOROCCO

PERFORMANCE
ORIENTATION

RUSSIA,
ARGENTINA,
GREECE

SWEDEN,
ISRAEL, SPAIN

U.S. TAIWAN,
NEW ZEALAND

HUMANE
ORIENTATION

GERMANY, SPAIN, HONG KONG,

FRANCE
SWEDEN,
TAIWAN

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INDONESIA,
EGYPT, MALAYSIA

IMPLICATIONS FOR OB

MOST STUDIES IN AMERICA

NOT ALL OB THEORIES AND

CONCEPTS ARE UNIVERSALLY

APPLICABLE

DIFFERENT CULTURAL VALUES TO BE

TAKEN INTO CONSIDERATION TO

NDERTSAND BEHAVIOUR

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ATTITUDES
EVALUATE STATEMENT OR JUDGEMENTS
CONCERNING OBJECTS, PEOPLE OR
EVENTS
COGNITIVE COMPONENT The opinion or

belief segment of an attitude

AFFECTIVE COMPONENT The emotional or

feeling segment of an attitude

BEHAVOOURAL COMPONENT an intention

to behave in a certain way towards someone

or something

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TYPES OF ATTITUDES

JOB SATISFACTION
JOB INVOLVEMENT
ORGANIZATIONAL COMMITMENT
OCCUPTIONAL INVOLVEMENT

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ADDITIONAL ASPECTS
(ATTITUDES)
ATTITUDES AND CONSISTENCY
COGNITIVE DISSONANCE THEORY
A B RELATIONSHIP
MODERATING VARIABLES
SELF PERCEPTION THEORY

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PREDICTING EMPLOYEES
BEHAVIOUR
ATTITUDE SURVEY
ATTITUDE AND WORKFOCE

DIVESITY

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SAMPLE ATTITUDE SURVEY

Please answer each of the following statement uing the following rating scale
5Strongly Agree, 4Agree, 3Undecided, 2 Disagree, 1Strongly Disagree
Statement
1.
This company is a pretty good place to work with
2.
I can get ahead in this company if I make the effort
3.
This companys wage rates are competitive with those
of other cos
1.
Employee promotion decisions are handed fairly
2.
I understand the various benefits the Co offers
3.
My job makes th best use of my abilities
4.
My workload is challenging but not burdensome
5.
I have trust and confidence in my boss
6.
I feel free to tell my boss what I think
7.
I know what my boss expects of me

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Rating

JOB SATISFACTION
MEASURING JOB SATISFACTION
HOW STATISFIED RE PEOPLE IN THEIR JOBS
EFFECT OF JOB SATISFACTION ON EMPLOYEE

PEFORMANCE

SATISFACTION AND PROUCTIVITY

SATISFCTION AND ABSNTEEISM
SATISFACTION AND TURNOVER

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EMPLOYEE DISSATISFACTION
EMPLOYEES CAN EXPRESS
DISSATISFACTION BY:
EXIT
VOICE
LOYALTY
NEGLECT

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CONLUSION
VALUES AND VALUE YSTEMS
PROVIDE INSIGHT INTO ATTITUDES
ATTITUDES GIVE WARNINGS OF
POTENTIAL PROBLEMS
REDUCE CONITIVE DISSONANCE
POSITIVE ABOUT OCB
JOB SATISFACTION AND CUSTOMER
SATISFACTION

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