Conclusion...18 Trang 4 IntroductionUnderstanding the intricate interplay between values and attitudes unveils theessence of human behavior and societal fabric.. Types of Values: The Ro
BỘ GIÁO DỤC VÀ ĐÀO TẠO NGÂN HÀNG NHÀ NƯỚC VIỆT NAM TRƯỜNG ĐẠI HỌC NGÂN HÀNG TP HỒ CHÍ MINH GROUP ASSIGNMENT ORGANIZATIONAL BEHAVIOR VALUES AND ATTITUDES Họ tên sinh viên Mã số sinh viên Vũ Thị Thanh Hiếu 050609210413 Văn Minh Thư 050609212243 Huỳnh Thị Yến Linh 050609212006 Trịnh Lan Anh 050609211830 Nguyễn Hương Giang 050609211897 Trần Thị Yến Nhi 050609212103 Trần Thị Hồng Nhung 050609211074 Nguyễn Hòa Hiệp 050609210348 GV: TS Đặng Trương Thanh Nhàn 2024 Contents Introduction I Value: Definition: Sources of Value: Types of Values: II Attitude: Definition: Types of Attitudes: Major job attitudes: III Influence of Value and Attitude on Organizations: Values: 1.1 Behavioral Guidance: .9 1.2 Building Organizational Culture: .9 1.3 Motivation and Commitment: 1.4 Decision-Making: Attitude: 10 2.1 Impact on Individual and Organizational Performance: 10 2.2 Work Relationships: .10 2.3 Behavior Adjustment: 10 2.4 Influence on Customers and Partners: 10 IV Theories of Value and Attitude: 11 Milton Rokeach's Human Values Theory (1973): 11 John Holland’s Personality-Job Fit Theory: 11 Hofstede's Framework: 12 Cognitive Dissonance: 12 V Case Study: GOOGLE 13 Company’s background: 13 Attitude: 13 Value: 15 Efficiency 16 VI Evaluate the case study of Google's attitudes and values: .17 Positives of Google's Values and Attitudes: 17 Negatives of Google's Values Attitudes: .18 Conclusion 18 VII References: 18 Introduction Understanding the intricate interplay between values and attitudes unveils the essence of human behavior and societal fabric Values, deeply ingrained beliefs, and principles serve as the compass guiding individual choices and societal norms Attitudes, comprising opinions and emotions, reflect these values in one's behavior and decision-making This essay delves into the symbiotic relationship between these constructs, exploring how values shape attitudes and, reciprocally, how attitudes can influence and reinterpret these values This essay aims to uncover the nuanced relationship between values and attitudes by dissecting psychological perspectives, societal impacts, and empirical studies It explores how diverse factors, from upbringing to societal influences, contribute to the formation and evolution of these constructs, particularly examining their influence in educational settings Intricately woven into the fabric of our thoughts and actions, values and attitudes hold a pivotal place in shaping human behavior, societal norms, and educational paradigms I Value: Definition: Values represent 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.” They contain a judgmental element in that they carry an individual’s ideas as to what is right, good, or desirable Values have both content and intensity attributes The content attribute says a mode of conduct or end-state of existence is important The intensity attribute specifies how important it is When we rank an individual’s values in terms of their intensity, we obtain that person’s value system All of us have a hierarchy of values that forms our value system We find it in the relative importance we assign to values such as freedom, pleasure, self-respect, honesty, obedience, and equality According to M Haralambos, “A value is a belief that something is good and desirable.” According to R.K Mukherjee, “Values are socially approved desires and goals that are internalized through the process of conditioning, learning or socialization and that become subjective preferences, standards, and aspirations.” According to Zaleznik and David, “Values are the ideas in the mind of men compared to norms in that they specify how people should behave Values also attach degrees of goodness to activities and relationships Sources of Value: Sources of Values People’s values develop as a product of the learning and experience they encounter from various sources in the cultural setting in which they live Sources of values are: Family: Family is a great source of values A child learns his first value from his family Friends & peers: Friends and peers play a vital role in achieving values Community or society: As a part of society, a person learns values from society or different groups of society School: As a learner, schools and teachers also play a very important role in introducing values Media: Media such as – Print media and electronic media also play the role of increasing values in the minds of people Relatives: Relatives also help to create values in the minds of people Organization: Different organizations and institutions also play a vital role in creating value Religion History Books Others Types of Values: The Rokeach Values Study (RVS) divided values into two types, each containing 18 individual value items One type, called terminal values, refers to desirable end-states These are the goals a person would like to achieve during his or her lifetime They include happiness, self-respect, recognition, inner harmony, leading a prosperous life, and professional excellence The other type, called instrumental values, refers to preferable modes of behavior, or means of achieving the terminal values These include being honest, sincere, ethical, and ambitious These values are more focused on personality traits and character II Attitude: Definition: Attitudes are evaluative statements—either favorable or unfavorable— about objects, people, or events They reflect how we feel about something An attitude is a predisposition to respond in a positive or negative way to someone or something in one’s environment For Document continues below Discover more fHràonmh: vi tổ chức MG013 Trường Đại học Ngâ… 24 documents Go to course 60 thi gk hvtc - trắc nghiệm hành vi tổ… 100% (1) 16 Hanh Vi to chuc - Môn Hành vi tổ chức l… 100% (1) ID.AS L10 Nguyễn Ngọc Kim Tuyền 100% (1) Hành vi khách hàng ENG 167 Writing Level - BOOK- Update… 82 English 91% (35) MIS End of Chapters 1- Questions with… 12 Introduction 100% (5) to Business… Ch - 12 Questions 149 Marketing 100% (3) Information… example, when I say “I like my job,” I am expressing my attitude about work It’s important to remember that an attitude, like a value, is a hypothetical construct; that is, one never sees, touches, or actually isolates an attitude Types of Attitudes: Attitudes are composed of three main components: affective, behavioral, and cognitive It is known as the ABC model of attitudes Affective – refers to the part of attitudes that drives a person’s feelings Ex: Behavioral – refers to the behavior a person displays or how one reacts in accordance to their attitude in a particular situation Cognitive – refers to a person’s opinion, beliefs, or thoughts about a subject matter or a person Major job attitudes: Job Satisfaction: When people speak of employee attitudes, they usually mean job satisfaction, which describes a positive feeling about a job, resulting from an evaluation of its characteristics Job Involvement: Related to job satisfaction is job involvement, which measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth Psychological empowerment: employees’ beliefs in the degree to which they influence their work environment, their competence, the meaningfulness of their job, and their perceived autonomy Organizational Commitment: In organizational commitment, an employee identifies with a particular organization and its goals and wishes to remain a member Perceived Organizational Support (POS): the degree to which employees believe the organization values their contribution and cares about their well-being Employee Engagement: A new concept is employee engagement, an individual’s involvement with, satisfaction with, and enthusiasm for the job III Influence of Value and Attitude on Organizations: Values: 1.1 Behavioral Guidance: Organizational values often guide the behavior of employees If values focus on quality, innovation, or social responsibility, employees are likely to demonstrate actions that reflect these values consistently 1.2 Building Organizational Culture: Values are a crucial factor in building organizational culture When individuals within the organization share common values, it creates a foundation for a unified culture Essentially, values act as a collective compass, influencing the behaviors, decisions, and priorities of individuals within the organization In this way, values contribute to the formation of a cohesive and meaningful organizational culture 1.3 Motivation and Commitment: Employees tend to work more effectively when their work reflects their personal values and the values of the organization When individuals feel a connection between what they do, what they believe in personally, and what the organization stands for, they are often more productive and committed to their roles 1.4 Decision-Making: Values can influence organizational decisions related to ethics, social responsibility, and other managerial aspects For instance, if an organization values social responsibility highly, it may make decisions that prioritize community welfare or environmentally sustainable practices Attitude: 2.1 Impact on Individual and Organizational Performance: A positive attitude can provide motivation and enhance the performance of both individuals and the organization A positive attitude is not only a personal asset that drives motivation and performance at an individual level, but it also plays a crucial role in shaping the culture and performance of the entire organization 2.2 Work Relationships: A positive attitude often leads to positive work relationships, creating a supportive environment and encouraging collaboration 2.3 Behavior Adjustment: Attitude can influence how employees approach and resolve issues, even impacting creativity and risk-taking ability For example: When employees have a positive attitude, they will take calculated risks, such as suggesting a new, more efficient process that might speed up the project completion In contrast, Their negative attitude could lead to a reluctance to take risks, as they might be more focused on avoiding failure rather than exploring innovative approaches 2.4 Influence on Customers and Partners: Employee attitudes can be reflected in the service and relationships with customers and partners IV Theories of Value and Attitude: Milton Rokeach's Human Values Theory (1973): Two types of values: Rokeach proposed that human values can be categorized into two main types: terminal values and instrumental values Terminal values: These are the desirable end-states of existence that individuals strive for in life Examples include a world of peace, beauty, freedom, equality, and a comfortable life (Image of Milton Rokeach's terminal values) Instrumental values: These are the preferable modes of conduct or behaviors that individuals believe are necessary to achieve their terminal values Examples include being honest, ambitious, helpful, responsible, and capable John Holland’s Personality-Job Fit Theory: John Holland's Personality-Job Fit Theory, also known as the RIASEC model, proposes that there are six basic personality types, and people are most likely to be happy and successful in careers that match their type The six types are: Realistic (R): People who are practical, skilled with their hands, and enjoy working with tools and machines Investigative (I): People who are curious, analytical, and enjoy solving problems and conducting research Artistic (A): People who are creative, imaginative, and enjoy expressing themselves through art, music, or writing Social (S): People who are outgoing, helpful, and enjoy working with 10 people Enterprising (E): People who are persuasive, ambitious, and enjoy taking risks and starting new things Conventional (C): People who are organized, detail-oriented, and enjoy following rules and procedures Each of these personality types is associated with different interests, skills, and values Hofstede's Framework: Hofstede's framework is a widely used tool for understanding cultural differences across countries It aims to explain how cultural values influence behavior and decision-making The framework consists of six key dimensions: Power Distance: How much people respect authority and follow rules High = obey the boss, Low = everyone has a say Individualism vs Collectivism: Do people focus on themselves or the group? High = "me first", Low = "we're in this together" Uncertainty Avoidance: How much people like things clear and predictable High = lots of rules, Low = go with the flow Masculinity vs Femininity: Are things tough and competitive, or gentle and caring? High = work hard, be a winner, Low = take it easy, help others Long-Term Orientation: Do people think about the future or just the present? High = save for tomorrow, Low = enjoy today Indulgence vs Restraint: How much people enjoy life and have fun? High = party time, Low = work hard, play later Cognitive Dissonance: 11 Cognitive dissonance is a mental discomfort that occurs when two or more of our beliefs, values, or attitudes are contradictory This mental conflict can be caused by a variety of things, such as: Holding two opposing beliefs: For example, someone who believes in animal welfare but also eats meat may experience cognitive dissonance Behaving in a way that is inconsistent with our beliefs: For example, someone who believes in honesty but lies to avoid getting into trouble may experience cognitive dissonance Learning new information that contradicts our existing beliefs: For example, someone who believes that smoking is harmless may experience cognitive dissonance if they learn about the health risks of smoking When we experience cognitive dissonance, it can be a very uncomfortable feeling We may feel anxious, stressed, or guilty We may also try to reduce this discomfort by changing our beliefs, behaviors, or attitudes V Case Study: GOOGLE Company’s background: Google provides free website searching services to users and the company earned profit from advertising and created innovative products Google’s attitude and values, which include a focus on users, employees, commitment to quality, continuous improvement, information accessibility, and ethical practices, have played a significant role in its growth and success Attitude: Investing in employee well-being: Google offers a range of perks and benefits aimed at boosting employee well-being, including: 12 Free food and on-site amenities: Google's campuses are known for providing free meals, snacks, and access to gyms, game rooms, and other recreational facilities, fostering a sense of community and relaxation Flexible work arrangements: Google allows for flexible work schedules and remote work options, promoting work-life balance and catering to individual needs Generous healthcare and parental leave: Google offers comprehensive healthcare benefits and generous parental leave policies, demonstrating a commitment to supporting employees throughout life stages Empowering and trusting employees: Google's flat organizational structure and focus on teamwork empower employees to take ownership of their work and make decisions without excessive bureaucracy This fosters a sense of autonomy and responsibility Investing in career development: Google provides extensive training and development opportunities to help employees advance their careers This includes access to online courses, mentorship programs, and tuition reimbursement for further education For instance, engineers who specialize in a specific technical field will participate in the Stanford MS program Open and transparent communication: Google encourages open communication throughout the organization Employees have access to most company information and are encouraged to voice their opinions, fostering trust and collaboration For example, Google once conducted 13 the ‘Bureaucracy Busters’ program This is a program that detects inconsistencies in the implementation of work targets Google members will express their frustrations with their work and propose ways to help the company resolve these inconsistencies and issues Besides, Google has applied many programs to enhance employee behavior, attitude as well as job satisfaction through the Googlers to Googlers (G2G) program and the Search Inside Yourself (SIY) program Value: Innovation: Google is constantly seeking new ways to enhance its technology and expand its impact on society Google invests heavily in research and development, as well as acquiring and supporting other innovative companies Google also promotes a culture of learning and experimentation, where employees can take risks and learn from failures Simplicity: Google strives to make its products and services simple, user-friendly, and accessible to everyone Google also simplifies its internal processes and structures, such as having a flat hierarchy that allows employees to take ownership of their work and make decisions without unnecessary bureaucracy Impact and ethical values - Focus on user needs: Google's core mission is to "organize the world's information and make it universally accessible and useful." This user- centric approach guides its development and ensures its products and services have real-world value - Sustainability and environmental responsibility: Google takes environmental concerns seriously and invests in renewable energy and sustainable practices This demonstrates a commitment to responsible growth and building a better future 14 - Ethical considerations and data privacy: While facing ongoing concerns regarding data privacy, Google strives to be transparent and responsible in its handling of user data This includes offering users control over their data and respecting individual privacy rights Efficiency Business: By promoting a positive attitude, encouraging autonomy, and fostering a culture of continuous learning through programs like Googlers-to- Googlers (G2G) and Search Inside Yourself (SIY), Google cultivates an optimal working environment that enables employees to unleash their full potential This enhancement not only increases productivity, efficiency, and innovation but also reinforces Google's leading position in the technology industry Furthermore, with an open, respectful, and challenging corporate culture, coupled with the positive mindset and autonomy of employees, Google attracts top experts worldwide, building a robust foundation for sustainable development Human Resources: Training and personal development programs not only help employees enhance their knowledge, skills, and personal capabilities but also contribute to the comprehensive development of the organization, fostering confidence and empowerment This creates conditions for high satisfaction, minimizes turnover rates, and strengthens employee engagement, thereby increasing attention and positive impact Simultaneously, Google significantly reduces training and recruiting costs, gaining a financial competitive advantage and focusing on strategic areas Reputation: Google continuously establishes its reputation as the most attractive 15 workplace globally through an open, respectful, and humane corporate culture This helps the company attract the most outstanding candidates, further solidifying its position in the labor market Google's core values and positive attitude are reflected in its products and services, creating a reliable, socially responsible, and friendly brand image By maintaining values, Google has built trust and credibility within the community, helping them avoid reputation risks and maintain an image as an ethical and trustworthy company VI Evaluate the case study of Google's attitudes and values: According to Careerbliss.com, on average, employees at Google give their company a 4.2 rating out of 5.0 - which is higher than the average rating for all companies on Careerbliss Google is one of the world's most admired companies due to its innovative technology, user-centric products, and progressive corporate values However, even a company as successful as Google faces challenges in living up to its lofty ideals and sustaining its enviable culture A balanced look at Google reveals how the company's core values hold both advantages and limitations in practice Positives of Google's Values and Attitudes: Google's culture and value system undeniably confers many benefits that have contributed to the company's dominance Google realizes that talent is its greatest asset, so it heavily invests in employee satisfaction through lavish perks, compensation, and recreational amenities This focus on worker well-being boosts retention and productivity Additionally, Google empowers employees through a flat organizational structure that lacks bureaucracy and excessive top- down control Employees are encouraged to take risks, be creative, and trust their 16 expertise This autonomy leads to greater innovation and quicker decision-making Google upholds values like open communication, collaboration, and transparency Sharing information freely allows stronger teamwork and accountability Negatives of Google's Values Attitudes: However, Google's idealistic values also harbor downsides if not managed astutely The text hints that Google's generous perks raise high expectations that could backfire if not sustained The freedom given to employees risks a lack of accountability without proper oversight Google's renowned transparency is challenged by ongoing concerns over privacy practices, indicating potential ethical gaps References to learning from failures ring hollow without evidence, as Google can be intolerant of failure While Google espouses values like sustainability, it needs a more concrete demonstration of social responsibility Conclusion In closing, Google's culture remains enviable but demands measured critiques The corporation's noble values fuel phenomenal success when enacted virtuously But these same principles harbor unintended consequences that require mitigation to avoid compromising Google's identity With conscientious steering, however, Google can continue charting an admirable course defined by its lofty aspirations VII References: 17 Schermerhorn, J R., Hunt, J G., Osborn, R N (2017) New York: Wiley Robbins, S P., Judge, T A (2013) United State of America: Prentice Hall International Inc Upen (2018) Retrieved 12/24/2023, from https://pediaa.com/what-is-the-difference-between-values- and-attitudes/#Attitudes Minhaz, M (2016) Retrieved 12/24/2023, from https://www.iedunote.com/values#sources-of- values Luenendonk, M (2019) Retrieved 12/22/2023, from The Google Way of Motivating Employees | Cleverism Tạ Hoàng An (2022) Retrieved 12/22/2023, from https://blog.okrs.vn/kien-thuc-quan-tri/quan-ly-nhan-su-cua- google.html Trần Kim Sang (2017) GOOGLE: a reflection of culture, leader, and management https://doi.org/10.1186/s40991-017-0021-0 StudyCorgi (2020) Retrieved 12/23/2023, from Google Company's Employee Behavior Management | Free Essay Example (studycorgi.com) Kelly, C (2012) Retrieved 12/23/2023, from Google Course Asks Employees to Take a Deep Breath - The New York Times (nytimes.com) 10 Huyền Nguyễn (2013) Retrieved 12/23/2023, from Chiến lược kinh doanh Google by Huyền Nguyễn (prezi.com) 11 Tạ Hoàng An (2022) Retrieved 12/25/2023 form Chiến lược quản lý nhân Google - VNOKRs 18 12 Rokeach, M (1973) New York: Free Press 13 Holland, J L (1959) Journal of Counseling Psychology, 6(1), 35-45 14 Hofstede, G (1980) Beverly Hills, CA: Sage Publications 15 Festinger, L (1957) Stanford, CA: Stanford University Press 16 Careerbliss, , Retrieved 12/30/2023, https://www.careerbliss.com/google/reviews/ 17 Thinkwithgoogle, Retrieved 12/30/2023, https://www.thinkwithgoogle.com/ 18 ClarityWave, , Retrieved 12/30/2023, https://www.claritywave.com/the- surprising-connection-between-employee-performance-and-company-culture/ 19