Values and attitudes

Values represent 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.”

Value system- A hierarchy based on a ranking

of an individual’s values in terms of their

intensity.

Milton Rokeach created the Rokeach Value

Survey (RVS) which consists of two sets of

values:

Terminal values

Instrumental values

Terminal values or desirable end-states of existence, a goal that a person would like to achieve during his or her lifetime.

Examples- a world of peace, a sense of accomplishment, a world of beauty, equality, freedom, and salvation.

Instrumental values - Preferable modes of behavior or means of achieving the terminal values.

Examples- honesty, cheerful, courageous, imaginative, logical, loving, and responsible.

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

CohortEntered

WorkforceApproximate Current Age

Dominant Work Values

Veterans 1950-1964 65+ Hard working, conservative, conforming; loyalty to the organizationCOMFORTABLE LIFE,SECURITY

Boomers 1965-1985 40-60s Success, achievement, ambition, dislike of authority; loyalty to career, ACCOMPLISHMENT, RECOGNITION

Xers 1985-2000 20-40s Work/life balance, team-oriented, dislike of rules; loyalty to relationships, FRIENDSHIP,

HAPPINESS, PLEASURE

Nexters 2000-Present Under 30 Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships, MONEY,

FREEDOM, COMFORTABLE LIFE

Power Distance

Individualism – Collectivism

Quantity of Life (Masculinity) - Quality of

Life (Femininity)

Uncertainty Avoidance

Long-Term or Short-Term Orientation

Evaluative statements or judgments

concerning objects , people or events.

An attitude can be defined as a

tendency to react positively or

negatively in regard to an object i.e.

favorable or unfavorable.

Direct personal Experience

Family and peer groups

Neighborhood

Economic status and occupation

Attitudes depends on three basic

components

- Affective

- Behavioral

- Cognitive

Attitude

Cognitive

Component

Affective

Component

Behavioral

Component

Cognition - the act or process of knowing ;

conscious process of knowledge. Consists of

person’s perceptions, opinions, and beliefs

about themselves and their environment. They

are evaluative beliefs – favorable or unfavorable

impressions that a person holds towards an

object or person . – discrimination is wrong, my

teacher is biased, etc.

The cognitive response is a cognitive

evaluation of the object to form an attitude.

Cognitive = Evaluation

Eg- “punishment is wrong”

Affective – the emotional or feeling

segment of an attitude; feeling a certain

way about a person, group, or situation. – I

don’t like my boss, etc.

The affective response is a physiological

response that expresses an individual's

preference for an entity.

Affective = feelings

Eg- I don’t like my teacher as he gives

punishments to us.

Behavioral – tendency of a person to act or

behave an a certain way toward someone or

something. – warm, friendly, aggressive,

hostile, teasing, etc.

The behavioral intention is a verbal

indication of the intention of an

individual.

Behavioral = Action

Eg- I bunk the class of that teacher.

Cognitive = Evalutaion

( Beliefs and values)

My boss gave promotion to a less deserving coworker. Boss is unfair.

Affective = Feelings and emotions

I dislike my boss

Behavioral = Action / intended behavior

I'm looking for another job / criticizing my supervisor / colleague

1. Job Satisfaction

2. Job Involvement

3. Organizational Commitment

It is the general attitude or feelings of an

individual towards his job

Positive feeling about one’s job, results from

perception about the job and evaluating its

characteristics.

positive attitude

-less absenteeism

-performance will be high

Pay – the amount of pay received and the

perceived fairness of that pay.

Work Itself – the extent to which job tasks

are considered interesting and provides

opportunities for learning , training ,

responsibility etc.

Promotion opportunities – the availability of

opportunities for advancement.

Supervision – technical competence and

interpersonal skills of immediate boss

Co workers – friendly, competent and

supportive coworkers

Working conditions – physical work

environment is comfortable and supports

productivity.

Job security – the belief that one’s position

is secure and continued employment with

the organization is a reasonable expectation.

With respect to-

1.Job performance

2.OCB(ORGANIZATIONAL CITIZENSHIP BEHAVIOR)

3.Customer satisfaction

4.Absenteeism

5.Employee Turnover

6.Deviant workplace behavior

Job satisfaction and job performance –organization with more satisfied employees tend to be more effective than organizations with fewer satisfied employees.

Job Satisfaction and OCB(ORGANIZATIONAL CITIZENSHIP BEHAVIOR) – voluntarily engage in behaviors that go beyond formal job requirements such as talk positively about your organization, help others etc.

Job satisfaction and customer satisfaction –positive correlation especially for frontline employees.

Job satisfaction and absenteeism – dissatisfied

employees are more likely to miss work.

Job satisfaction and turnover - dissatisfied

employees are more likely to leave jobs; but

other factors such as labor – market conditions,

expectations about alternative job

opportunities, etc also come into play.

Job satisfaction and deviant workplace

behavior – dissatisfaction leads to unionization,

stealing at work , tardiness, taking office

supplies home, etc.

It measures the degree to which a person

identifies psychologically with their job,

actively participate in it and considers his or

her perceived performance level important

to self worth

positive attitude

-reduces absenteeism

-lower resignation

It is a state in which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.

positive attitude

-low turnover

-achievement of goals

Perceived Organizational Support (POS) Degree to which employees believe the

organization values their contribution and cares about their well-being.

Higher when rewards are fair, employees are involved in decision-making, and supervisors are seen as supportive.

High POS is related to higher OCBs and performance.

Employee Engagement The degree of involvement, satisfaction with,

and enthusiasm for the job.

Engaged employees are passionate about their work and company

Given by Leon Festinger which gives relation

between attitudes and beahvior.

Dissonance = inconsistency.

Cognitive dissonance occurs when there are

inconsistencies between two or more of a

person’s attitudes or between a person’s

attitudes and behaviors.

Individuals seek consistency.

The theory of cognitive dissonance suggests

that people try to minimize dissonance and

the discomfort it causes

Watch your definitions -

they become thoughts

Watch your thoughts -

they become words

Watch your words -

they become actions

Watch your actions –

they become your destiny

The Choice is YOURS

With a Bad attitude you can never have a positive day

With a Positive attitude you can never have a bad day