If

you want to understand a persons behavior, you must understand his or her values.

 Values are

basic convictions (notions) about what is right and wrong.

Values
Values 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.

Importance of Values

Provide understanding of the attitudes, motivation, and behaviors of individuals and cultures. 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

differ between generations. Values differ between regions. Values differ between cultures.

Types of Values - Rokeach Value 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 one s terminal values.

Values in the Rokeach Survey

Dominant Work Values in Todays Workforce

Hofstedes Framework for Assessing Cultures

Power Distance The extent to which a society accepts that power in institutions and organizations is distributed unequally. low distance: relatively equal distribution (e.g., Austria, Finland, Ireland) high distance: extremely unequal distribution (e.g., Mexico, South Korea, India)

Hofstedes Framework (contd)

Collectivism Individualism The degree to which people prefer to act as individuals rather than a member of groups. (e.g., U.S., Canada, Sweden) A tight social framework in which people expect others in groups of which they are a part to look after them and protect them. (e.g., Indonesia, Pakistan)

Hofstedes Framework (contd)

Uncertainty Avoidance
The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
High uncertainty avoidance countries: high need for security, strong belief in experts and their knowledge; structure organizational activities, more written rules, less managerial risk taking (e.g., Germany, Japan, Spain) Low uncertainty avoidance countries: people more willing to accept risks of the unknown, less structured organizational activities, fewer written rules, more managerial risk taking, higher employee turnover, more ambitious employees (e.g., Denmark and Great Britain)

Hofstedes Framework (contd)

Long-term Orientation A national culture attribute that emphasizes the future, thrift, and persistence.

Short-term Orientation A national culture attribute that emphasizes the past and present, respect for tradition, and fulfilling social obligations.

Masculinity: dominant social values are success, money, and things

y High masculine countries: stress earnings,

recognition, advancement, challenge, wealth; high job stress (e.g., Germanic countries) y High feminine countries: emphasize caring for others and quality of life; cooperation, friendly atmosphere., employment security, group decision making; low job stress (e.g., Norway)

Attitudes
Attitudes
Evaluative statements or judgments concerning objects, people, or events. Cognitive component
The opinion or belief segment of an attitude.

Affective Component
The emotional or feeling segment of an attitude.

Behavioral Component
An intention to behave in a certain way toward someone or something.

Formation of Attitudes
Direct experience with object Vicarious Learning Family and Peer groups Neighbourhood Economic status Mass Communication

Functions of Attitudes
Adjustment Ego Defensive

ATTITUDES

Knowledge

Value Expression

Changing Attitudes
Three difficulties of changing attitudes: Escalation of commitment : unwillingness to change Cognitive Dissonance Insufficient Information

Theory of Cognitive Dissonance

Cognitive Dissonance
Any incompatibility between two or more attitudes or between behavior and attitudes.

Changing Attitudes :Two fronts:

Changing Attitudes of self

Changing Attitudes of employees

Be aware of positive attitude Realizing no benefits for negative attitudes Keep an open mind Get into continuous education Build positive self esteem Stay away from negative influences

Give feedback Accentuate the positive conditions Positive role model Providing new information Use of fear Influence of friends and peers The co-opting approach

Types of Work Attitudes

Job Satisfaction A collection of positive and/or negative feelings that an individual holds toward his or her job. Job Involvement Identifying with the job, actively participating in it, and considering performance important to self-worth. Organizational Commitment Identifying with a particular organization and its goals, and wishing to maintain membership in the organization.

Activities

Presentation by students on :

Job Satisfaction Organisational Commitment Job involvement

Positive Attitude ppts