Agenda

Questions?

LECTURE 3: VALUES, ATTITUDES, AND DIVERSITY IN THE WORKPLACE

Zorana Svedic

Values Attitudes Diversity in the Workplace

BUS 272 Behaviour in Organizations

BUS 272

Objectives
3

By the end of todays lecture, you should be able to:

4

Values
Concepts or beliefs that guide how we make decisions about and evaluations of behaviours and events

Define and compare values and attitude Describe the two major cultural values surveys Explain how job satisfaction and organizational commitment influence behaviour in the workplace

BUS 272

BUS 272

Values
5 6

Rokeachs Value Survey

Types of values: Terminal: end-state Goals that individuals would like to achieve during their lifetime Instrumental: means Preferable ways of behaving

What is important or desirable to us Generally influence attitudes and behaviour Stable and enduring Formed in early years Content (importance) Intensity (how important)
Photo: www.magpie-girl.com/20080820/finding-what-you-value-most BUS 272

BUS 272

BUS 272

Terminal and Instrumental Values

7 8

Ethical Values
Ethics
The study of moral values or principles that guide our behaviour, and inform us whether actions are right or wrong

Ethical values are related to moral judgments about right and wrong

BUS 272

BUS 272

Hodgsons Magnificent 7 Principles

9 10

Sources of Values

1. Dignity of human life: The lives of people are to be respected 2. Autonomy: All persons are intrinsically valuable and have the right to self-determination 3. Honesty: The truth should be told to those who have right to know it 4. Loyalty: Promises, contracts, and commitments should be honoured 5. Fairness: People should be treated justly 6. Humaneness: Our actions ought to accomplish good, and we should avoid doing evil 7. The common good: Actions should accomplish the greatest good for the greatest number of people
BUS 272

Generation / Age / Gender

Culture

Profession / Organization
BUS 272

Generation Sub-Culture Theory

11 12

The Elders (Matures)

1926 -1944 (60+ years of age) Depression, soldiers WWII Dedication/sacrifice, hard work rebuild Respect for authority military Delayed gratification, conformity Company stability, reputation, flexibility, security Value order, authority, discipline

Distinct values, beliefs, expectations, and behaviours that remain relatively stable throughout a generations lifetime Shaped as a result of significant macro-level social, political, and economic events that occurred during impressionable (pre-adult) years Important for understanding the evolutionary process of culture change

BUS 272

BUS 272

BUS 272

Baby Boomers
13 14

Generation X (Xers)
1965 1981 (my generation) Globalization, layoffs, recession, advertising boom, divorce, latchkey kids, computers Fierce independence, change, techno-literacy, scepticism, entrepreneurial Opportunity to improve themselves, cutting edge, challenges, less work hours, single longer Value flexibility, life options, job satisfaction

1945 1964 (middle aged) Civil-rights, womens movement, moon, economy High birth rates post war, job competition Free-spirited, rebellion Define self through work, value work, personal gratification, community, involvement to change the world, face time, material accumulation Opportunities to become better person, education, getting ahead, status symbols

BUS 272

BUS 272

Generation Y (Net, Nexters, Millenials)

15 16

Two Cultural Values Surveys

1982 2003 (your generation) Spectacles, news, sports heroes, tech, terrorism Confident, optimistic, tech-savvy, moral, civil-minded, participation rewards, coddled, sheltered Opportunity to be part of something meaningful, no grunt, work with energized teams, creativity, be rewarded and recognized Hofstede GLOBE

BUS 272

BUS 272

Hofstedes Cultural Values Survey

17 18

Hofstedes Cultural Dimensions

Power Distance

Geert Hofstede (1980) Earliest and most popular study Study of 116,000 IBM employees in 40 countries Conducted between 19671973 Values differ across cultures
BUS 272 Masculinity / Femininity Long-Term / Short-Term Orientation

Uncertainty Avoidance
CULTURAL DIFFERENCES

Individualism / Collectivism

BUS 272

BUS 272

19

20

Power Distance

Individualism vs Collectivism

Masculinity vs Femininity

Uncertainty Avoidance

Long-Term vs Short-Term Orientation

BUS 272

BUS 272

Canada in Hofstedes Framework

21 22

GLOBE Dimensions
Performance Orientation Future Orientation (LTO) Uncertainty Avoidance (UAI) Gender Egalitarianism (MAS)
BUS 272

CANADA
90 80 70 60 50 40 30 20 10 0 PDI IDV MAS UAI LTO

Power Distance (PDI) Institutional Collectivism (IDV) In-Group Collectivism (IDV) Humane Orientation Assertiveness

BUS 272

Country Clusters
Germanic Europe
Germany Netherlands Switzerland

Anglo
Australia Canada United States

GLOBE: Power Distance

Nordic Europe
Denmark Finland Sweden

24

Latin Europe
France Italy Spain

Latin America
Colombia Mexico Venezuela

Sub-Saharan Africa
Zimbabwe Nigeria Zambia

Southern Asia
Indonesia India Thailand

Eastern Europe
Russia Greece Poland

Confucian Asia Middle East

Kuwait Qatar Turkey Hong Kong Singapore Taiwan

Source: Javidan, Stahl, Brodbeck & Wilderon, 2005

23

BUS 272

BUS 272

BUS 272

GLOBE: Humane Orientation

25 26

GLOBE: Future Orientation

Source: Javidan, Stahl, Brodbeck & Wilderon, 2005

Source: Javidan, Stahl, Brodbeck & Wilderon, 2005

BUS 272

BUS 272

GLOBE: Assertiveness
27 28

GLOBE: In-group Collectivism

Source: Javidan, Stahl, Brodbeck & Wilderon, 2005 Source: Javidan, Stahl, Brodbeck & Wilderon, 2005

BUS 272

BUS 272

GLOBE: Institutional Collectivism

29 30

GLOBE: Uncertainty Avoidance

Source: Javidan, Stahl, Brodbeck & Wilderon, 2005

Source: Javidan, Stahl, Brodbeck & Wilderon, 2005

BUS 272

BUS 272

BUS 272

Remember
31 32

Break Time!

Be aware of generational differences! Dont oversimplify cultural values!

BUS 272

BUS 272

What Causes Job Satisfaction?

34

Enjoyable work!
33

Attitudes
Positive or negative feelings about objects, people, or events Less stable and more specific than values
Job Satisfaction & Organizational Commitment

Good co-workers / supervisor Opportunities to advance Personality (e.g., positive core self-evaluations)
Pay

BUS 272

BUS 272

Canadian Job Satisfaction

35

Job Satisfaction Affects

36

Productivity

Organizational Citizenship Behaviour

Customer Satisfaction
BUS 272

BUS 272

BUS 272

Responses to Job Satisfaction

37

Organizational Commitment
38

Exit

Voice

Loyalty

Neglect

Affective Commitment emotional

Normative Commitment obligation

Continuance Commitment calculation

BUS 272

BUS 272

Five Reasons Employees Commit

39

Employees commit because they

are proud of the company; they share its values know what each person is expected to do, how performance is measured, and why it matters are in control of their own destinies are recognized for the their individual performance have fun!
40

Diversity in the Workplace

Gender Age Religion National Origin Disability Domestic Partners

BUS 272

BUS 272

Benefits of Diversity
41 42

Cultural Intelligence (CQ)

The ability to understand someones unfamiliar and ambiguous gestures in the same way as would people from his or her culture CQ resides in the:
Body Heart Head physical emotional/motivational cognitive

New ideas New perspectives Reflects population Organization as a member of society International clients and suppliers

BUS 272

BUS 272

BUS 272

The Cultural Iceberg

Behaviours & Practices

Summary
44

External (observable)
culture 10% Attitudes

Sources of values Two major cultural values surveys Attitudes versus Values Why is job satisfaction important? What do people do when theyre dissatisfied?
Core Values

How do employees commit to their organizations? Benefits of diversity Cultural Intelligence

Internal (not observable)

culture 90% 43
BUS 272 BUS 272

Next Week
45

Thank you!

To Do List
Quiz 4 Chapter 4 Plagiarism Tutorial online

Have a safe & pleasant week

Readings
Chapter 4

Self-Tests
What motivates you? (p.161)

BUS 272

BUS 272