Rajidul Hoque

CHAPTER 2: Values and Attitude

Values: Basic convictions that a specific mode of conduct or end-state of existence is personally or
socially preferable to an opposite or converse mode of conduct or end-state of existence.
Importance of Values

Provide understanding of the attitudes, motivation, and behaviors of individuals and cultures.

Influence our perception of the world around us.

Represent interpretations of right and wrong.

Imply that some behaviors or outcomes are preferred over others.

Types of Values at workplace Given by Milton Rokeach Value Survey (1973)

Terminal Values (What do I want to achieve?): Preferred end-states of existence; the goals that a person
would like to achieve during his or her lifetime.
Instrumental Values (How do I want to achieve it?): Preferable modes of conduct/behavior or means of
achieving ones terminal values.

Rajidul Hoque

Organizational Stakeholders

Hofstedes Framework for Assessing Cultures:

Geert Hofstede questioned over 116,000 IBM employees in 40 countries about work-related values.
Five basic dimensions along which work-related values differed across cultures:

Power distance

Uncertainty avoidance

Achievement/Nurturing

Individualism/collectivism

Long-term or short-term orientation

1. Power Distance: The extent to which a society accepts that power in institutions and organizations is
distributed unequally.
low distance: relatively equal distribution
high distance: extremely unequal distribution
2. Individualism: The degree to which people prefer to act as individuals rather than a member of groups.

Rajidul Hoque

Collectivism: A tight social framework in which people expect others in groups of which they are a part
to look after them and protect them.
3. Achievement: The extent to which societal values are characterized by assertiveness, materialism and
competition.
Nurturing: The extent to which societal values emphasize relationships and concern for others
4. Uncertainty Avoidance: The extent to which a society feels threatened by uncertain and ambiguous
situations and tries to avoid them.
5. Long-term Orientation: A national culture attribute that emphasizes the future, thrift, and persistence.
Short-term Orientation: A national culture attribute that emphasizes the past and present, respect for
tradition, and fulfilling social obligations.
The GLOBE Framework for Assessing Cultures: GLOBE stands for Global Leadership and
Organizational Behavior Effectiveness
1. Assertiveness the degree to which individuals are assertive, confrontational, and aggressive in their
relationships with others.
2. Future Orientation the extent to which individuals engage in future-oriented behaviors such as
delaying gratification, planning, and investing in the future.
3. Gender egalitarianism (or differentiation) expressed as the degree a collective minimizes gender
inequality.
4. Uncertainty avoidance the extent the society, organization, or groups rely on norms, rules, and
procedures to alleviate the unpredictability of future events.
5. Power distance the degree to which members of a collective expect power to be distributed equally.
6. Individual/collectivism (or Institutional Collectivism) the degree to which organizational and societal
institutional practices encourage and reward the collective distribution of resources and collective
actions.
7. In-group collectivism the degree to which individuals express pride, loyalty, and cohesiveness in their
organizations or families.
8. Performance orientation suggested by the degree to which a collective encourages and rewards group
members for performance improvement and excellence.
9. Humane orientation the degree to which a collective encourages and rewards individuals for being fair,
altruistic, generous, caring, and kind to others.
How Employees Can Express Dissatisfaction

Rajidul Hoque

Exit: Dissatisfaction expressed through behavior directed toward leaving the organization.
Voice: Dissatisfaction expressed through active and constructive attempts to improve conditions.
Loyalty: Dissatisfaction expressed by passively waiting for conditions to improve.
Neglect: Dissatisfaction expressed through allowing conditions to worsen.

What Are Attitudes?

Evaluative statements or judgments concerning objects, people, or events. That is a fairly stable
tendency to respond consistency to some specific object, situation, person, or category of people. When
anyone says he likes his job, he is expressing his attitude towards his work.
ABC Model of an Attitude

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Four Possible Reactions to Attitude Objects

Positive attitude: The predisposition that results in desirable outcomes for individuals and organizations.
Negative attitude: The tendency of a person that result in an undesirable outcome for individuals and
organizations.