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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