OB Ch 3: Values, Attitudes, and Diversity

Values

Basic convictions that guide how we make decisions about and evaluations of behaviors and events.

Value System

Hierarchy based on a ranking of an individual’s values on their intensities.

Rokeach’s Terminal Values

Goals that individuals would like to achieve in their lifetime.

Rokeach’s Instrumental Values

Preferable ways of behaving or lesser goals to help reach terminal goals.

Ethics

Study of moral values or principles that guide behavior. Whether they’re right or wrong.

Ethical Values

Moral judgement about right or wrong.

Hodgson’s 7 Moral Principles

Dignity of human life, Autonomy, Honesty, Loyalty, Fairness, Humanness and The Common Good.

Power Distance

The degree to which people in a country accept that power is unequally distributed.

Hofstede’s Framework for Assessing Culture

• Individualism vs Collectiveness

• Masculinity vs Femininity

• Uncertainty avoidance

• Long vs Short term orientation

• Indulgence vs Restraint

2 Major factors in conflicting values in Canada’s workforce

Generational and cultural difference

Generational Difference

Due to distinctive behaviors, consumer preferences, and cultural experience.

Cultural Difference

Due to immigrants and people of difference ethnic background who bring values, belief systems, and work ethics from their countries that’re different from those of Canada.

Baby Boomers

• Achievement and material success

• Pragmatists

Gen X

• Flexibility and satisfaction

• Family and relationships

• Less willing in making sacrifices

Millennials

• High expectations, high task identity

• Entrepreneurial

• Socially responsible

Attitude

Positive or negative feeling towards a object, person or event.

Cognitive component

Belief or description of how things are

Affective component

Emotional statement

Behavioral component

Intention to behave a certain way towards someone/something

Effects of attitude

Job satisfaction, commitment, job involvement, perceived support, and engagement

Job Satisfaction

Positive feeling about a job resulting from an evaluation of its characteristics.

Causes of job satisfaction

Training, variety, independence, autonomy, pay, promotion, supervision, and interactions with other coworkers.

Results of job satisfaction

Higher retention and customer satisfaction, better health and stronger productivity.

Core Self-Evaluation

Awareness of self-worth.

Expressions of Dissatisfaction

Exit, Voice, Loyalty, and Neglect

Exit

Attempt to leave organization

Voice

Active and constructive attempt to improve work conditions

Loyalty

Passively waiting for conditions to improve

Neglect

Passively allowing conditions to worsen

Counterproductive Work Behavior

Actions that actively damage the organization such as stealing, behaving aggressively, or being tardy or absent

Organizational Commitment

Degree to which an employee identifies with organizational goals and wishes to maintain membership.

Affective Commitment

Individual’s emotional attachment and identification with organizational beliefs.

Normative Commitment

Obligated feeling to stay with organization

Continuance commitment

Individual balance of staying with organization out weighs the perceived benefits of leaving.

Job Involvement

Degree to which a person identifies with job responsibilities.

Psychological empowerment

Employee’s belief in the degree to which they affect their work environment such as their competence, job identity and perceived autonomy.

Perceived Organizational Support

Degree to which employees believe that organizational values benefit and care about themselves.

Employee engagement

Involvement with, satisfaction with, and feel deep connection to the company.

Managing diversity in workplace

• Promoting equality through equal opportunity and fair treatment.

• Using diverse skills to serve a diverse market.

• Ensuring equal representation

Cultural Intelligence

Ability to understand someone’s unfamiliar and ambiguous gestures in the same way as would someone from their culture.

Benefits of cultural intelligence

• Working with clients and partners internationally

• Understanding and having a curiosity to learn more from other cultures

• High adaptability in new cultural environments

6 Cultural Intelligence Profiles

Provincial, Analyst, Natural, Ambassador, Mimic, and Chameleon