Group assignment organizational behavior values and attitudes

HỒ CHÍ MINH GROUP ASSIGNMENT ORGANIZATIONAL BEHAVIOR VALUES AND ATTITUDES Nguyễn Hương Giang 050609211897 GV: TS.. Understanding the intricate interplay between values and attitudes un

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

Nguyễn Hương Giang 050609211897

GV: TS Đặng Trương Thanh Nhàn

2024

Introduction 5

I Value: 5

1 Definition: 5

2 Sources of Value: 6

3 Types of Values: 7

II Attitude: 7

1 Definition: 7

2 Types of Attitudes: 8

3 Major job attitudes: 8

III Influence of Value and Attitude on Organizations: 9

1 Values: 9

1.1 Behavioral Guidance: 9

1.2 Building Organizational Culture: 9

1.3 Motivation and Commitment: 9

1.4 Decision-Making: 9

2 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

1 Milton Rokeach's Human Values Theory (1973): 11

2 John Holland’s Personality-Job Fit Theory: 11

3 Hofstede's Framework: 12

4 Cognitive Dissonance: 12

V Case Study: GOOGLE 13

1 Company’s background: 13

2 Attitude: 13

3 Value: 15

4 Efficiency 16

VI Evaluate the case study of Google's attitudes and values: 17

1 Positives of Google's Values and Attitudes: 17

2 Negatives of Google's Values Attitudes: 18

3 Conclusion 18

VII References: 18

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:

1 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

2 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

3 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:

1 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

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

2 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

3 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:

1 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

2 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:

1 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

2 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

 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

3 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 do people enjoy life and have fun? High = party time, Low = work hard, play later

4 Cognitive Dissonance:

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

1 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

2 Attitude:

Investing in employee well-being: Google offers a range of perks and benefits aimed at boosting employee well-being, including: