17-1

VALUES

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

Major Disciplines and their
contribution to OB
PSYCHOLOGY
17-2
PERSONALITY, PERCEPTION, ATTITUDE,
LEARNING, MOTIVATION, JOB SATISFACTION, INDIVIDUAL
TRAINING, LEADERSHIP EFFECTIVENESS,
PERFORMANCE APPRAISAL, EMPLOYEE SELECTION
WORK DESIGN, WORK STRESS

GROUP DYNAMICS, COMMUNICATION, LEADER SHIP

POWER AND POLITICS
CONFLICT

SOCIOLOGY
ORGANIZATIONAL STRUCTURES, FORMAL AND INFORMAL ORGANIZATIONS,
ORGANIZATIONAL CURLTURE GROUP STUDY OF OB
ORGANIZATIONAL CHANGE

SOCIAL PSYCHOLOGY
BEHAVIOURAL CHANGE, ATTITUDE CHANGE, COMMUNICATION, GROUP PROCESSES , GROUP DECISION-MAKING

ANTHROPOLOGY
INDIVIDUAL CULTURE, ORGANIZATIONAL CULTURE, ORGANIZATIONAL ENVIRONMENT

ORGANIZATION
ORGANIZATIONAL POWER
POLITICAL SCIENCE
POLITICS, CONFLICT

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-3

VALUE:
Value is enduring belief that a
specific mode of conducts or
end state of existence is
personally and socially
preferable to the alternative
mode of conduct or end states
of existence.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-4

Individuals learn value as they grow

and mature.
Cultures, societies and organizations
shape values.
Values lay foundation for the
understanding of attitudes and
motivation.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-5

Instrumental Value:
Instrumental values reflect the means to
achieving goals; that is, they represent
the acceptable behavior to be used in
achieving some end state.

Terminal Value:
Terminal Value represent the goals to be
achieved, or the end states of
existence.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-6

TERMINAL VALUE INSTRUMENTAL VALUE

Terminal Value Instrumental values reflect

represent the goals to be the means to achieving
achieved, or the end goals; that is, they
states of existence. represent the acceptable
Terminal value is an behavior to be used in
ultimate goal in a desired achieving some end state.
status or outcome.

•Comfortable •Ambition
life •Honesty
•Happiness •Courageousnes
•Equality s

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-7

TERMINAL VALUE INSTRUMENTAL VALUE

§A comfortable Life §Ambitious
§An exciting Life §Broad-minded
§A sense of §Capable
accomplishment §Cheerful
§A world of peace §Clean
§Equality §Courageous
§Family Security §Forgiving
§Freedom §Helpful
§Happiness §Honest
§Inner harmony §Imaginative
§Mature Love §Independent
§National Security §Intellectual
§Pleasure §Logical
§Salvation §Obedient
§Self-respect §Polite
§Social recognition §Responsible
§True Friendship §Self-Controlled
§Wisdom
Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

TERMINAL VALUE
§A comfortable Life ( a prosperous life)
§An exciting Life ( active life)
§A sense of accomplishment ( lasting
contribution)
§A world of peace ( free of war, conflict)
§Equality (beauty of nature and arts)
§Family Security ( taking care of loved
ones)
§Freedom ( independence, free choice)
§Happiness ( contentedness)
§Inner harmony (freedom from inner
conflict)
§Mature Love ( sexual and spiritual
intimacy)
§National Security ( protection from
attack)
§Pleasure ( an enjoyable life)
§Salvation ( eternal life)
§Self-respect (self-esteem)
§Social recognition ( respect,
admiration)
§True Friendship ( close
companionship)
§Wisdom ( a mature understanding of
life)
Irwin/McGraw-Hill
17-8
INSTRUMENTAL VALUE
§Ambitious ( hardworking, aspiring)
§Broad-minded ( open-minded)
§Capable ( competent, effective)
§Cheerful ( light-hearted, joyful)
§Clean ( neat, tidy)
§Courageous ( standing up for your
beliefs)
§Forgiving ( willing to pardon others)
§Helpful ( working for the welfare of
others)
§Honest ( sincere, truthful)
§Imaginative (daring, creative)
§Independent ( self-reliant, self-
sufficient)
§Intellectual (intelligent, reflective)
§Logical ( consistent, rational)
§Obedient (dutiful, respectful)
§Polite (courteous, well mannered)
§Responsible (dependable, reliable)
§Self-Controlled (restrained, self-
disciplined)
©The McGraw-Hill Companies, Inc., 2000
 17-9

ATTITUDES
AND
JOB
SATISFACTION

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-10

ATTITUDE:
Attitudes are evaluative
statements – either favorable or
unfavorable – concerning
objects, people or events.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-11

ATTITUDE:
Three components of attitudes
Cognitive component
Affective component
Behavioral component

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-12

Cognitive component:
This component includes the beliefs an
individual has about a certain person, object,
or situation.
Learned beliefs, such as “you need to work
long hours to get ahead in this job, leads to
attitudes that have an impact on behavior in
the workplace.
Cognitive component of an attitude reflects a
persons perceptions or beliefs.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-13

Affective component:
This component refers to the person’s
feelings that result from his or her beliefs
about a person, object or situation.
A person who believes hard work earns
promotions may feel anger or frustration
when he or she works hard but is not
promoted.
Affective component refers to an individuals
feeling about something or someone.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-14

Behavioral component:
This component refers to the individuals
behavior that occurs as a result of his or her
feeling about the focal person, object or
situation.
An individual may complain, request a
transfer, or be less productive because of he
or she feels dissatisfied with work.
The behavioral component of an attitude
refers to an intention to behave in a certain
way toward someone or something.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-15

Attitude formation:
1. Direct Experience
Classical Conditioning : on learning principles.
Operant Conditioning : reinforced attitudes
tends to be maintained.
Vicarious Learning : Observance of others
1. Social Learning
Family : Imitation of Parents
Peer Groups : Peer pressure moulds attitudes
through group acceptance.
Modeling : Observing others.

Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000

 17-16

Work Attitude and Job Satisfaction:

Attitudes at work are important because directly or

indirectly, they affect work behavior.

Job Satisfaction:
Mentally Challenging work
Personality-Job Fit
Equitable Rewards
Supportive working conditions
Supportive Colleagues
Whistle Blowing
Social Responsibility
Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000
 17-17
Job Satisfaction:
Mentally Challenging work:
Under conditions of moderate challenge, most employees
will experience pleasure and satisfaction.

Personality-Job Fit :

Right talents and abilities to

meet the demands of their
jobs; leads success, and have
a greater probability of
achieving high satisfaction.
Equitable Rewards :
Pay systems and promotions policies are in line with their
expectations.
Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000
 17-18
Job Satisfaction:
Supportive Colleagues:
Friendly and supportive co-workers and understanding
supervisor’s leads to increased job satisfaction.

Whistle Blowing :

Whistle Blowers are employees

who inform wrongdoings of
their companies or co-
workers.
Organizations can manage
whistle blowing by
communicating the conditions
that are appropriate for the
disclosure of wrong doing.
Irwin/McGraw-Hill ©The McGraw-Hill Companies, Inc., 2000