Values

Values
Basic convictions on how to conduct yourself or how to
live your life that is personally or socially preferable
How To live life properly.

Attributes of Values:
Content Attribute that the mode of conduct or end-state is
important
Intensity Attribute just how important that content is.

Value System
A persons values rank ordered by intensity
Tends to be relatively constant and consistent

Values
Values in
in the
the Workplace
Workplace
Values are stable, evaluative beliefs that
guide our preferences for outcomes. A value
is a principle, a standard, or a quality
considered worthwhile or desirable.

Espoused vs. Enacted values:

Espoused -- the values we say we use and often
think we use
Enacted -- values we actually rely on to guide
our decisions and actions

Importance
Importance of
of Values
Values
Provide understanding of the attitudes, motivation, and
behaviors
Influence our perception of the world around us
Represent interpretations of right and wrong
Imply that some behaviors or outcomes are preferred
over others

Values
Values and
and Behavior
Behavior

Habitual behavior tends to be consistent

with our values, but our everyday conscious
decisions and actions apply our values much
less consistently.
Decisions and behaviors linked to values
when:
1. Mindful and conscious of our values
2. Have logical reasons to apply values in that
situation
3. Situation does not interfere

Values
Values Congruence
Congruence
Values congruence -- where two or more
entities have similar value systems
Problems with incongruence
Incompatible decisions
Lower satisfaction and commitment
Increased stress and turnover

Benefits of (some) incongruence

Better decision making (diverse values)
Enhanced problem definition
Prevents corporate cults

Three
Three Categories
Categories of
of Values
Values
Personal values define who an individual is.
They serve as guides in handling
situations and interacting with others.
Organizational values are the standards that
guide an individual's behavior in a
professional context. They define how an
individual accomplishes work, interacts in
professional situations, and how he makes
decisions relative to his job/career.
Cultural values are standards that guide
how a person relates meaningfully to
others in different social situations.

Classifying
Classifying Values
Values Rokeach
Rokeach Value
Value
Survey
Survey

Terminal Values

Desirable end-states of existence; the goals that a person

would like to achieve during his or her lifetime

Instrumental Values
Preferable modes of behavior or means of achieving ones
terminal values

People in same occupations or categories tend to hold

similar values
But values vary between groups
Value differences make it difficult for groups to negotiate
and may create conflict
.

Values
Values in
in the
the Rokeach
Rokeach Survey
Survey

Value
Value Differences
Differences Between
Between Groups
Groups

Source: Based on W. C. Frederick and J. Weber, The Values of Corporate Managers and Their Critics: An Empirical Description
and Normative Implications, in W. C. Frederick and L. E. Preston (eds.) Business Ethics: Research Issues and Empirical Studies
(Greenwich, CT: JAI Press, 1990), pp. 12344.

Generational
Generational Values
Values
Cohort

Entered
Workforce

Approximate
Current Age

Dominant Work Values

Veterans

1950-1964

65+

Hard working, conservative,

conforming; loyalty to the
organization

Boomers

1965-1985

late 40s to
mid 60s

Success, achievement, ambition,

dislike of authority; loyalty to
career

Xers

1985-2000

Late 20s to
early 40s

Work/life balance, teamoriented, dislike of rules; loyalty

to relationships

Nexters

2000-Present

Under 30

Confident, financial success,

self-reliant but team-oriented;
loyalty to both self and
relationships

Schwartzs
Schwartzs Values
Values Model
Model
Self-transcendence

Openness
to Change

Conservation

Self-enhancement

Hofstedes
Hofstedes Framework:
Framework: Power
Power
Distance
Distance
The extent to which a society accepts that power in
institutions and organizations is distributed unequally.
Low distance
Relatively equal power
between those with
status/wealth and those
without status/wealth
High distance
Extremely unequal power
distribution between those
with status/wealth and those
without status/wealth

Power
Power Distance
Distance
High Power Distance
Malaysia
Venezuela

Japan

The degree that

people accept an
unequal distribution
of power in society

U.S.
Denmark
Israel

Low Power Distance

Hofstedes
Hofstedes Framework:
Framework:
Individualism
Individualism
Individualism
The degree to which people prefer to act as individuals
rather than a member of groups

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

Versus

IndividualismIndividualism- Collectivism
Collectivism
High
Peru
Italy

Collectivism

Portugal
Taiwan

Nigeria

PR China
India
Mexico

Hungary

Chile

Hong Kong
Korea

United States
France
Japan
Australia
New
Singapore
Zealand
Egypt

Low
Low

Individualism

High

Hofstedes
Hofstedes Framework:
Framework: Masculinity
Masculinity
Masculinity
The extent to which the society values work roles of
achievement, power, and control, and where assertiveness
and materialism are also valued

Femininity
The extent to which there is little differentiation between
roles for men and women

Versus

Hofstedes
Hofstedes Framework:
Framework: Uncertainty
Uncertainty Avoidance
Avoidance
The extent to which a society feels threatened by uncertain
and ambiguous situations and tries to avoid them

High Uncertainty Avoidance:

Society does not like ambiguous
situations and tries to avoid them.
Low Uncertainty Avoidance:
Society does not mind ambiguous
situations and embraces them.

Uncertainty
Uncertainty Avoidance
Avoidance
High U. A.
Greece
Japan
Italy

U.S.

Singapore

Low U. A.

The degree that people

tolerate ambiguity (low) or
feel threatened by
ambiguity and uncertainty
(high uncertainty
avoidance).

Hofstedes
Hofstedes Framework:
Framework: Time
Time
Orientation
Orientation
Long-term Orientation
A national culture attribute that emphasizes the future, thrift,
and persistence

Short-term Orientation
A national culture attribute that emphasizes the present and
the here and now

Hofstedes
Hofstedes Framework:
Framework: An
An
Assessment
Assessment
There are regional differences within countries
The original data is old and based on only one company
Hofstede had to make many judgment calls while doing
the research
Some results dont match what is believed to be true
about given countries
Despite these problems it remains a very popular
framework

GLOBE
GLOBE Framework
Framework for
for Assessing
Assessing Cultures
Cultures
Global Leadership and Organizational Behavior
Effectiveness (GLOBE) research program.
Nine dimensions of national culture

Similar to Hofstedes framework with these additional

dimensions:
Humane Orientation: how much society rewards people for
being altruistic, generous, and kind.
Performance Orientation: how much society encourages and
rewards performance improvement and excellence.

Summary
Summary and
and Managerial
Managerial
Implications
Implications
Values
Often explain attitudes, behaviors, and perceptions
Higher performance and satisfaction achieved when the
individuals values match those of the organization.