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Chapter 3 Values, Attitudes and Job Satisfaction
Chapter 3 Values, Attitudes and Job Satisfaction
ORGANIZATIONAL BEHAVIOR
S T E P H E N P. R O B B I N S
E L E V E N T H E D I T I O N
© 2005 Prentice Hall Inc. WWW.PRENHALL.COM/ROBBINS PowerPoint Presentation
All rights reserved. by Charlie Cook
OBJECTIVES
After studying this chapter,
you should be able to:
Value System
A hierarchy based on a ranking
of an individual’s values in terms
of their intensity.
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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.
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Types of Values at workplace –
Milton Rokeach Value Survey (1973)
Terminal Values (What do I want
to achieve?)
Preferred end-states of existence;
the goals that a person would like to
achieve during his or her lifetime.
Source: M. Rokeach,
The Nature of Human
Values (New York: The
Free Press, 1973).
E X H I B I T 3–1
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Values in the
Rokeach
Survey
(cont’d)
E X H I B I T 3–1 (cont’d)
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Mean Value Rankings of
Executives, Union Members,
and Activists
Source: Based on W. C. Frederick and J. Weber, “The Values of
Corporate Managers and Their Critics: An Empirical Description
and Normative Implications,” in W. C. Frederick and L. E. Preston
(eds.) Business Ethics: Research Issues and Empirical Studies
(Greenwich, CT: JAI Press, 1990), pp. 123–44.
E X H I B I T 3–2
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Compulsory Readings
Greenwood, R. A. and Murphy, Jr., E. F. (2008) An
Investigation of Generational Values in the
Workplace: Divergence, Convergence, and
Implications for Leadership, International
Leadership Journal
3–11
Organizational Stakeholders
Power Distance
The extent to which a society accepts that
power in institutions and organizations is
distributed unequally.
low distance: relatively equal distribution
high distance: extremely unequal distribution
(1)the percentage of subordinates who perceive that their boss makes his
decisions in an autocratic or paternalistic (persuasive) way;
(2) subordinates' perceptions that employees in general (their colleagues)
are afraid to disagree with superiors
(mean score on a five-point scale from 1 = very frequently to 5 =
very seldom, multiplied by 25 to make it comparable with the percentage
scores for questions 1 and 3);
(3) the percentage of subordinates who do not prefer a boss who makes
his decisions in a consultative way, but who prefer a boss who decides
either autocratically or paternalistically or, on the other hand, who does not
decide himself, but goes along with the majority of his subordinates
Nurturing
The extent to which societal
values emphasize relationships
and concern for others.
Short-term Orientation
A national culture attribute that
emphasizes the past and
present, respect for tradition,
and fulfilling social obligations.
Compulsory Reading:
M. Javidan and R. J. House, “Cultural Acumen for the Global Manager: Lessons from
Project GLOBE,” Organizational Dynamics, Spring 2001, Volume: 29 Issue: 4, pp.
289–305. (\\Fileserver\Shahnawaz Adil\OB\Compulsory Readings\GLOBE - Cultural
Acumen for the Global Manager - Lessons from Project GLOBE.pdf)
and
Page 432 to 435 from OB Fred Luthans’s book , 11th edition
3–20
Attitudes
The ABC Model of an Attitude
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.
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Types of Organizational Commitment
<we have already discussed in Chapter no. 1>
Organizational Commitment
(The strength of an individual’s identification with an organization)
Three types based on the fact that
3–24
Cognitive Dissonance (cont’d…)
Dissonance is often strong when we believe something about
ourselves and then do something against that belief. If I believe I am
good but do something bad, then the discomfort I feel as a result is
cognitive dissonance.
If an action has been completed and cannot be undone, then the after-
the-fact dissonance compels us to change our beliefs. If beliefs are
moved, then the dissonance appears during decision-making, forcing us
to take actions we would not have taken before.
Loyalty Neglect
Passively waiting for Allowing conditions to
conditions to improve. worsen.
Source: C. Rusbult and D. Lowery, “When Bureaucrats Get the Blues,” Journal
E X H I B I T 3–5
of Applied Social Psychology. 15, no. 1, 1985:83. Reprinted with permission.
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