ABRERA, JUVAL A.

Professor
Malanum
Bachelor of Science in Real Estate Management 2-1

CHAPTER 4: VALUES, ATTITUDES, AND JOB SATISFACTION

1. VALUES

Refers to the importance a person attaches to things or ideas that serves as a

guide to action.
Enduring beliefs that one’s mode of conduct is better than the opposite mode
of conduct.
It is a set of belief.
Values are “learned”

 How people learn Values?

Modelling
 Parents, teachers, friends and other people oftentimes become models to
persons who would later exhibit good behavior in the workplace.

Communication of attitudes
 When a person often hears from acquaintances the risk of buying products
imported from a certain country, the person may develop negative values about the said
product and country.

Unstated but implied attitudes

 Implied by way of action

Religion
 Values are also learned through religion
 Just a fair treatment of people is a value that is taught by priest and minister of
various religious sects.
  Types of Values
Classified in various ways:
 Achievement - Value that pertains to getting things done and working hard to
accomplish goals

 Helping and concerns for others - refers to the person’s concern with other
people and providing assistance to those who need help;

 Honesty - This is a value that indicates the person’s concern for telling the truth
and doing what he thinks is right.

 Fairness – This is a value that indicates the person’s concern for impartiality and
fairness for all concerned.

 Individual vs Organizational Values

Organizational
Individual Values
Values

When congruent with When congruent with

Organizational Individual Values

Values

POSITIVE CONFLICTS
FEELINGS

Organizations have values that may or may not be compatible with the values of the
individual workers. There is value incongruence if the individual's value is not in
agreement with the organization's value. As a result of such incongruence, conflicts may
arise over such things as goals or the manner in which the goals will be achieved.

 Espoused vs Enacted Values

Espoused Values
- are what members of the organization say they value.
Enacted Values
- are the actual behavior of the individual members of the organization

 Instrumental and Terminal Values

Terminal Values
- may represents the goals that a person would like to achieve in his or her
lifetime.
Instrumental Values
- refer to preferable modes of behavior or means of achieving the terminal
values.

2. ATTITUDES

They are link with perception, learning, emotions, and motivation.

Attitudes also form a basis for job satisfaction in the workplace.
Attitudes are feelings and beliefs that largely determine how employees will
perceive their environment, commit themselves to intended actions, and
ultimately behave.

 Main Component of Attitudes

Cognitive
- refers to the opinion or belief segment
Affective
- refers to the emotional or feeling segment
Behavioral
 - refers to the intention to behave in a certain way toward something or someone.

 Differences in Personal Disposition

Personal disposition
- Is a person’s true character, attitude and outlook. 
- It is a person’s tendency or habit to act in a certain way or perform an
undertaking.
- A personal disposition can also be described as a habitual inclination.
Some examples of positive personal dispositions are being trustworthy, loving and
open-minded. On the other hand, negative personal dispositions can include being
cowardly, imprudent, biased and ill-tempered.
A disposition differs from a skill in that a skill is something learned over time. A
personal disposition is an inborn trait, sometimes inherited from one’s parents.
o For example, a person may be skilled at reading fluently but not inclined to do
so.

 How Attitudes are Formed

 They are formed through learning.

Two methods:
 Direct Experience - Information stored in the human minds, and they are most
accessible.
 Ex. Unpleasant Experience

 Indirect Experience - these are result of social interactions with family, peer
group, religious organizations, and culture.
  Positive and Negative Attitudes

Positive job attitudes

- indicates job satisfaction and are useful in predicting constructive behaviors like
serving customers beyond official working hours and performing excellently in all aspect
of their jobs.

Negative job attitudes

- are also useful in predicting undesirable behavior.
- Negative job attitudes include those concerning job dissatisfaction, lack of job
involvement and low commitment to the organization.

 Making Positive Attitudes Work for the Organization

Always remember that your behavior at work really matters. How you react with
others could really determine your future at work.

Four attitudes that are important in workplace:

1. Respect for other
2. Infectious enthusiasm
3. Commitment to the job
4. Innovative ideas.

No stress
When you are a positive person and are spreading positivity around you, several
things are going to change at your workplace in a better and more positive manner.
 Your peers will be happy
The stress level at work will definitely reduce when you are at work. Your peers
will be happy with you and begin to help you with your thoughts and ideas as well.

Makes you more secure

One of the best and wonderful benefits of having a positive attitude at work is
that it provides you with job security.

More cooperative
Having a good attitude is not just good for healthy body and mind but also
something that you need for a better life. But for this you will have to take steps to get to
the happy place you want to be.

Empowering
A positive attitude can really empower you and help you do much better at work.

Better control
You must always remember that this is your life and that you control your
decisions, your path and your life.

3. JOB SATISFACTION

It’s the attitude people have about their job.

It refers to the POSITIVE FEELING about one’s job resulting from an
evaluation of its characteristics.
If it’s NEGATIVE FEELING, then it refers to as “job dissatisfaction.”

Benefits for when people are satisfied with their jobs:

1. High Productivity
2. A strong tendency to achieve customer loyalty
3. Loyalty to the company
 4. Low absenteeism and turnover
5. Less job stress and burnout
6. Better safety performance
7. Better life satisfaction

 Factors Associated With Job Satisfaction

1. Salary - adequacy of salary and perceived equity compared with others;

2. Work Itself - The extent to which job tasks are considered interesting and
provide opportunities for learning and accepting responsibility;
3. Promotion Opportunity - Chance for further advancement
4. Quality of Supervision - The technical competence and the interpersonal
skills of one’s immediate superior;
5. Relationship with Coworkers - the extent to which coworkers are friendly,
competent and supportive;
6. Working Conditions - the extent to which the physical work environment is
comfortable and supportive of productivity;
7. Job Satisfaction - the beliefs that one’s position is relatively secure and
continued employment with the organizations reasonable expectation.

 Ways of Measuring Job Satisfaction

 The Single Global Rating Method

 The Summation Score Method
 4. JOB INVOLVEMENT

Is another employee attitude.

Refers to the degree to which a person identifies with the job, actively
participate in it, and considers performance important to self- worth.

5. ORGANIZATIONAL COMMITMENT

Is a third positive employee attitude

Refers to the degree to which an employee identifies with a particular
organization and its goals and wishes to maintain membership in the
organization.
Willingness to expend effort in accomplishing organizational goals and
intentions to continue working in the organization.

 Organizational Commitment Dimensions (3):

Affective Commitment

 Refers to the employee’s emotional attachment to the organization and

belief in its values.

Continuance Commitment

 Refers to the employee’s tendency to remain in an organization because

he cannot afford to leave.

Normative Commitment

 Refers to the obligation to remain with the company for moral or ethical
reasons.
 Reasons: Economic and Non-Economic.
 Short skit that shows “job satisfaction”

https://www.youtube.com/watch?v=nnzNfQYvQgo