VALUES Definition of Value Henderson and Thomson 2003

VALUES

Definition of Value �Henderson and Thomson (2003) defined values as sum of our preferences and priorities. �Preferences are what we like to have in our life and priorities indicate how important each preference is in relation to another �All organizations have a set of value by which it operates �Value is the basic conviction and notions about what is right and wrong or what is more and less desirable.

Definition of Value �Since it transcends the boundaries of nations, culture, generations etc, we can sum it up as important and enduring beliefs’ or ideals shared by the members of a culture whether national, local or organizational about what is good or desirable and what is not �Values influence the behavior of an individual and it serves as a broad guideline in all situations.

National Culture & Values �Every nation has a culture and these impacts the values also. �One of the most popular studies in national culture and value is done by Geert Hofstede who identified certain types of national cultures and its dimensions in terms of values. �These dimensions are as follows: 1. Power Distance

National Culture & Values 1. POWER DISTANCE § § This refers to what extent a society accepts unequal distribution o power in families, institutions and organizations. Inequality is manifested in hierarchical superior subordinate relationship High in PD would have obedience, respect, loyalty as important values Low in PD may not have these as strong values

National Culture & Values 2. UNCERTAINTY AVOIDANCE § § This refers to the tolerance for ambiguity. Culture with high tolerance for ambiguity, would have risk taking, innovation etc as its values. Examples of countries with low uncertainty avoidance scores include the United States, England, India, China, and Singapore. Examples of countries with high uncertainty avoidance scores include Italy, Korea, Mexico, Belgium, and Russia.

National Culture & Values 3. INDIVIDUALISM VS § § COLLECTIVISM Individualism measures to what extent the individuals in a country consider themselves as distinct entities rather than as members of cohesive groups. Collectivism emphasizes on ‘social ties or bonds’ § between individuals Individualist societies consider self interest more important than group goals. High Individualism considers individual achievement, ambition etc as strong values

National Culture & Values 4. Masculinity Vs Femininity § § § This measures how far the values in a society emphasizes masculine social values such as work ethics expressed in terms of money, achievement , recognition as opposed to feminine values. Culture high in masculine values will have ambition, achievement, independence to make decisions, competitiveness, empowerment etc Culture high in feminine values would have cooperation, collaboration, collective decision etc as the values.

National Culture & Values 5. LONG TERM – SHORT TERM § § Some cultures have values for immediate outcomes and certain other for long term outcomes This in turn may be related to values such as patience and delaying of gratification.

Classification of Values �Milton Rockeach created the Rockeach Value Survery (RVS) in 1973 and proposed two sets of values with each set containing 18 sets of individual value items. �The two sets of values are 1. Terminal Values 2. Instrumental Values

Classification of Values �Terminal Values refer to desirable end state of existence, the goals that person would like to achieve during his/her lifetime �Examples of Terminal Values are equality, freedom, inner harmony, mature love, national security etc �Instrumental Values refer to preferable modes of behavior or means of achieving the terminal values. �Examples of Instrumental Values are ambition, broad mindedness, forgiving, helpful etc

Classification of Values �Another classification of values are Espoused Values and ‘In Use’ Values �Espoused values those values that exists when social sanction is non-existent. �Espoused value is an important concept in OB as organizations can induce espoused values in the employees to move towards achievement of organizational goals �Values that defines the mode of socially acceptable conduct and therefore social sanction may make us to make adjustments in our values are called as ‘In Use’ Values

How do values impact outcomes? Values and Behavior �The relationship between values and behavior has been analyzed by MNC managers and among which the study conducted by George W. England is one of the most popular one. �He poses the following questions �Why liquidate the business rather than negotiate with the labor union? �Why certain scientists pass the secrets of some elements that can cause harm to the society at large believing that it is good for the society or why a secret formula of a medicine is released with the belief that knowledge should not be restricted by IPR? �A labor leader foments a long and costly strike just to show his importance �Intellectuals and politicians who levy a heavy tax on profit.

How do values impact outcomes? Values and Behavior �All of us has got certain genetic code and individual values that we inherit or gain through childhood. �Since we live in a society, we need to have a congruence between our values and others’ values and hence, we need to compromise in values �At the end there is a set of values which affect the outcome. �Thus task outcome is impacted by individual values as well as that of others and hence it is imperative to have value congruence in organizations.

Framework of Effect of Values Individu al Values Task Situation Variables Socialization Process, Genetics Values of Others Value Congruen ce Outcomes Beliefs Perception Attitude Decisions Behavior Performanc e

� Attitudes

�Attitudes are also known as ‘Frame of Reference” �Attitudes provide the background against which facts and events are viewed and it is an all pervasive phenomenon that exists every where in the life of individuals and groups �An attitude is the pre-disposition of the individual to evaluate some objects in a favorable or an unfavorable manner �Attitude are different from values �Values are the ideals whereas attitudes are our feelings, thoughts and behavioral tendencies toward a specific object or situation. �Attitudes are evaluative statements

Components of Attitude �There are three components of attitude. � Cognitive �The mental process involved in gaining knowledge and comprehension, including thinking , knowing, remembering, judging and problem solving �Affect �The person’s feelings that result from his/her belief about a person, object or situation. For example, a person who believes that hard work earns promotions, feel frustrated if promotion is rejected �Behavior �The individual’s behavior that occurs as a result of his or her feeling about the focal person, object or situation. It is the intention to behave in a particular way

Components of Attitude COGNITIVE = EVALUATION My superior gave a promotion to a coworker who deserved it less than me. My superior is unfair AFFECTIVE = FEELING I dislike BEHAVIORAL = ACTION I’m looking for other work. I’ve complained about this to my superiors

Functions of attitude �Attitude server four important functions ( Katz) �Adjustment Function �Attitude help people to adjust to their work environment. Well treated employees tend to develop positive attitude towards work whereas ill-treated employees tend to develop negative attitude towards work and management �Ego – Defensive Function �Attitude help people to retain their dignity and self image. For example, when an youngster joins the organization with higher qualification and better creative ideas, it will be discouraged by seniors by stating that the ideas are crazy or impractical.

Functions of attitude �Value Expressive Function �Attitude provides individuals with a basis for expressing their values. Hardworking managers always express it through advises to the subordinates �Knowledge Function �Attitude provides standards and frames of reference that allow people to understand perceive the world around them. If a worker has negative attitude towards the management, even positive actions of management will be treated as negative by the employee.

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