Need report for chapter 3
INTRODUCTION
First Lecture begins with organization Behaviour, followed by perception, personality and emotions all are very crucial for organization behaviour. Further values, attitude and diversity at workplace is a new concept which makes our research and learning more deeper considering the diversity management, for better environment and policies for climate conditions.
VALUES are the things that are important in the way we live and work, determine our priorities and when the things that we do and the way we behave match our values. Values are core of culture, therefore have a significant impact on individual behaviour. The members and their value system influence the organization growth, innovation and effectiveness.
Rokeach (1973) define values as “Enduring beliefs that a specific mode of conduct is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence”. According to Schwartz & Bilsky (1987) “Values are
(a) Concepts or beliefs,
(b) About desirable end state or behaviour,
(c) That transcend specific situation,
(d) Guide selection or evaluation of behavior and events, and
(e) Are ordered by relative importance”
There are two type of “value system” suggest a rank ordering of value along a continuum, having two distinct types of values are instrumental, refer to desirable end-states of existence and terminal, refer to preferable mode of behaviour by Milton Rokeach Value Survey (RVS).
Ethics refer to rightness or wrongness of behaviour, but not everyone agrees on what is normally right or wrong, good or bad, ethical or unethical (Journal of business ethics 4 (5), 377-383, 1985). Thus, conclude that ethical principle is related to moral judgement about right and wrong. In order to make appropriate, principled and defensible decision in an organization, “The Magnificent Seven” (dignity of human life, autonomy, honest, loyalty, fairness, humaneness and the common good by Kent Hodgson should be used.
n order to ascertain the differences in culture value, two frameworks are, Geert Hofstede and the GLOBE. The Hofstede’s cultural dimensions do have a significant influence on the behaviour of individuals. The five dimensions of Hofstede’s cultural framework including power distance, long term versus short term orientation, masculinity versus femininity, uncertainty avoidance and individualism versus collectivism. However, there is a dearth of empirical studies investigating, thus to fill the research gap, the study was conducted to examine indulgence versus restraint as the sixth dimension. Hofstede’s version is shown to represent the societal stress, whereas GLOBE’s version reflects more the extent to which societies are “rule oriented”. Thus, the decision to use either Hofstede’s or GLOBE’s version depends on “their focal construct of interest”.
Individuals who have a sound understanding of job requirement and the organization value, adjust better with job satisfaction and organization commitment. Thus, sharing of values between individual and organization leads to positive work attitude, lower turnover and greater productivity. The values of organization and individuals can be very different, because of two factors- generational differences (among the Baby Boomers, Generation Xers, and the Millennials) and cultural differences.
Attitudes are certain positive or negative tendencies in relation to peoples, objects and events. They are human responses and have the following characteristics.
(a) Components-cognition, evaluation and a behavioral predisposition towards the same object.
(b) Stereotype-A rigid simplistic attitude towards members of the same group.
(c) Formation-one learns attitude and stereotype through reinforcement, through repeated associations of stimuli and responses.
Component-A Commander of a Sikh platoon makes a statement. “I do not want to see the name of our platoon going down, it’s a shameful”. This attitude has three components i.e beliefs of cognition, a favorable or unfavorable evaluation and a behavioral decomposition.
Cognition or beliefs are the ways in which we perceive objects. The Commander who does not like his Unit’s name to suffer, perceives it as sacrosanct that the Unit’s name be upheld at all the times at any cost. Evaluation or effective component, a feeling that “It is shameful” indicates is perceived to be tarnishing the image of the Unit and it arouses unpleasant emotion in the Commander. Behaviour is an attitude that involves predisposition to respond to a behavioral tendency towards the object. A feeling of “I do not want to see” represents a tendency in a person to react negatively.
A person can have thousand attitudes, but OB focus on work related attitude. There are five important attitude that affects organization performance: job satisfaction, organizational commitments, job involvement, perceived organizational support and employee engagement.
Job satisfaction means attitude of workforce towards organization. In order to increase efficiency, job, pay or salary, personality, working job conditions and status are important for employees. Therefore, it is important in the terms of productivity and status. If the given criteria are not favorable then, it leads to absenteeism and work only for own motives not for organization perspective. Further, individuals received positive feedback on their organizational citizenship behaviour and their peers are more likely to continue their citizenship activities. In addition, interaction with positive customers gives a sense of customer satisfaction resulting in job satisfaction, overall leads to life satisfaction (job satisfaction=life satisfaction). Job satisfaction can be defined as the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job value (Edwin Locke 1969).
Organization Commitment: It is a key factor in employees-employer relationship. Defined as an individual’s psychological attachment to the organization (Mayer and Allen’s). It predicts the work variable such as turnover, organizational citizenship behaviour and job performance. Further, some other like stress, empowerment, job insecurity, employability, and distribution of leadership is also connected with Organization Commitment.
There are three type of commitments- Affective Commitment (emotional attachment with organization), Normative commitment (moral or ethical reason) and continuance commitment (economic value of remaining with organization).
Job involvement is related to job satisfaction, to which people identify psychologically with their job and consider their perceived performance level important to self-worth. An engaged employee is defined as one who fully absorbed by and enthusiastic about their work and so, take positive action to further organization reputation and interest. It is very crucial to be involved in the decision-making process and given the discretion to do their own things for the goodwill of the organization in the long run.
Organizational support for well-being of employees working in the organization by contributing towards their insurance, pension plan after retirement, as a resort for their future compliance. For instance, financial assistance & pension to Next of Kin (NoK), after demise of employee working in railway. Thus, it's the responsibility of employees to work with and contribute towards the effectiveness of organization through coaching, training, assessment, monitoring this can be easily achieved.
Group Activity: Week three has two group activities (Forum 4 & 5), In Forum 5 we have a series of questions related to Rokeach’s value, Hofstede’s dimension and Canadian cultural values alike. Meeting with new group member in breakout group and of different cultures, state/country, help us to know each other, share ideas and to grow more deeper in knowledge about learning new concept and exchange of cultural values. Thus, building a friendly environment in virtual learning eliminates differences. The concept of OB is wider and fascinating. Forum 4 with four members, discussed on generation work values of baby boomers, generation Xers & millennials and cultural differences, after a detailed discussion Therefore, we finalized with should agree on both ends. What we learned? It’s very important to support your answer with facts based on researces
Conclusion: Values, attitude and job satisfaction are interrelated with each other in organization. Values focus on right, and good; attitude helps to predict the behaviour of individual and job satisfaction lead to better performance and positive outcome, reduce absenteeism. Thus, overall increase productivity, efficiency and effectiveness within organization leads to high customer satisfaction. In order to work in safe environment, strong policies framework to improve the climate diversity with employees prospective. Group activities help us to warm new classmates and thus exchange our ideas and thought process.
Q & A ----why it is important to know the individual values?
References:
Spector, PE. (1997). Job Satisfaction: Applications, assessment, causes and consequences. Thousand Oaks, CA: SAGE.
Sheehan, Paul (September 26, 2011). "Greed of boomers led us to a total bust" . The Sydney Morning Herald. Archived from the original on May 21, 2019. Retrieved May 21, 2019.
Roth, Steffen (2013). "Common values? Fifty-Two Cases of Value Semantics Copying on Corporate Websites" . Human Systems Management. 32 (4): 249–65. doi : 10.3233/HSM-130801 .
Hofstede, Geert (1984). Culture's Consequences: International Differences in Work-Related Values (2nd ed.). Beverly Hills CA: SAGE Publications . ISBN 0-8039-1444-X .