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Value:: Terminal Value Instrumental Value

Values are beliefs about preferable behaviors and end goals that guide a person's actions. There are terminal values, which are desirable end states like happiness, and instrumental values, which are modes of behavior to achieve terminal values, like being helpful. Attitudes are evaluations of objects, people or ideas that influence behavior. Attitudes have emotional, informational and behavioral components and serve functions like helping us organize knowledge, express identity, adapt socially, and defend our ego. In organizations, common attitudes studied are job satisfaction, job involvement, and organizational commitment, which influence outcomes like performance and turnover. Methods of changing attitudes include providing new information, fear arousal, creating cognitive dissonance, highlighting discrepancies, and gaining participation or internalization.

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61 views5 pages

Value:: Terminal Value Instrumental Value

Values are beliefs about preferable behaviors and end goals that guide a person's actions. There are terminal values, which are desirable end states like happiness, and instrumental values, which are modes of behavior to achieve terminal values, like being helpful. Attitudes are evaluations of objects, people or ideas that influence behavior. Attitudes have emotional, informational and behavioral components and serve functions like helping us organize knowledge, express identity, adapt socially, and defend our ego. In organizations, common attitudes studied are job satisfaction, job involvement, and organizational commitment, which influence outcomes like performance and turnover. Methods of changing attitudes include providing new information, fear arousal, creating cognitive dissonance, highlighting discrepancies, and gaining participation or internalization.

Uploaded by

Shantanu Datta
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Value:

Values are 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.

Also some value definition are:

Values are normalized guideline for our behavior. Values are measures our action. Values are the grounding in our past, present and future. Values are explicitly communicated FIG: Model of VALUE

Types of Value:

Terminal value

Refers to describe endstate of existence, the goals that a person would like to achieve during his or her life time.

Instrumental value
Preferable mode of behavior or means of achieving the terminal value.
Examples:

Examples: comfortable life Exciting life Freedom

Being helpful Being honest Being loving Being obedient Being independent Being logical Being responsible

happiness
self respect Social recognition

FIG: : the center for public service is guided by Values[2]

FIG: Personal value system[3]

Attitude:
Attitudes are evaluative statements either favorable or unfavorable concerning object, people or events.[1] Attitude is used in describing people & explaining their behavior. It is a persistent tendency to feet & behaves in a particular way toward some object.

Characteristics of attitude:
1. They tend to persist unless something is done to change them. 2. They can fall anywhere along a continuum from very favorable to very unfavorable. 3. They are directed towards some object about which a person has feeling & beliefs.

Components of attitude:
1. Emotional (persons feelings or effect-positive, neutral or negative) 2. Informational (beliefs & information the individuals has about the object) 3. Behavioral (persons tendency to behave in particular way toward an object)

The Function of Attitudes


Attitudes can serve functions for the individual. Daniel Katz (1960) outlines four functional areas: Knowledge. Attitudes provide meaning (knowledge) for life. The knowledge function refers to our need for a world which is consistent and relatively stable. This allows us to predict what is likely to happen, and so gives us a sense of control. Attitudes can hep us organise and structure our experience. Knowing a persons attitude helps us predict their behaviour. For example, knowing that a person is religious we can predict they will go to Church. Self / Ego-expressive. The attitudes we express help communicate who we are and may make us feel good because we have asserted our identity. Self-expression of attitudes can be non-verbal too: think bumper sticker, cap, or T-shirt slogan. Therefore, our attitudes are part of our identify, and help us to be aware through expression of our feelings, beliefs and values. Adaptive. If a person holds and/or expresses socially acceptable attitudes, other people will reward them with approval and social acceptance. For example, when people flatter their bosses or instructors (and believe it) or keep silent if they think an attitude is unpopular. Again, expression can be nonverbal [think politician kissing baby]. Attitudes then, are to do with being apart of a social group and the adaptive functions helps us fit in with a social group. People seek out others who share their attitudes, and develop similar attitudes to those they like. The ego-defensive function refers to holding attitudes that protect our self-esteem or that justify actions that make us feel guilty. For example, one way children might defend themselves against the feelings of humiliation they have experienced in P.E. lessons is to adopt a strongly negative attitude to all sport. People whose pride has suffered following a defeat in sport might similarly adopt a defensive attitude: Im not bothered, Im sick of rugby anyway. This function has psychiatric overtones. Positive attitudes towards ourselves, for example, have a protective function (i.e. an ego-defensive role) in helping us reserve our selfimage. The basic idea behind the functional approach is that attitudes help a person to mediate between their own inner needs (expression, defence) and the outside world (adaptive and knowledge).

Types of attitude:
Most of the research in organizational has been concerned with three attitudes. Job satisfaction. Job involvement. Organizational commitment.

Job satisfaction:
The term job satisfaction refers to a collection of feelings that an individual holds towards his job. A person with a high level of job satisfaction holds positive feelings about the job, while a person who is dissatisfied with his job holds negative feeling with his job.

Job involvement:
The term job involvement is a more addition to the organizational behavior literature. Employees with a high level of job involvement strongly identify with and really care about the kind of work they do. A high level of job involvement is positively related to organizational citizenship & job performance. In addition high job involvement has been found to be related to fewer absences and lower resignation rates.

Organizational commitment:
The degree to which an employee identifies with a particular organization and its goals, & wishes to maintain membership in the organization. So high job involvement means identifying with ones specific job, while high organizational commitment means identifying with ones employing organization. [1]

Mechanism of changing attitudes


Richard M Steers has suggested following methods of engineering attitude change 1. Providing new information 2. Fear arousal or reduction 3. Dissonance arousal (dissonance leads to inconsistencies in attitude and behaviour causing unpleasant feeling which results in change in attitude) 4. Position discrepancy 5. Participation in decision-making Kelman has suggested the following processes to alter attitude: Compliance: applying subtle pressure on the individual to comply with a particular norm either by threat of punishment or by promise of reward Identification: Change agent influences the individual with his own attributes that is so powerful that people start identifying with him and following his way of looking at things. Internalization: new attitude is integrated with other attitude and becomes a part of individuals personality.

References
1) Stephen P. Robibins Organizational Behavior , Twelfth Edition 2) http://images.google.com.bd/imgres?imgurl=http://tulane.edu/cps/about/images/values_sm_1.gif&imgre furl=http://tulane.edu/cps/about/goalsvalues.cfm&usg=__VgU4L2xDVvdKcofnCAKggF9RljY=&h=468&w=472&sz=16&hl=en&start=1&u m=1&tbnid=KLlY0ljRdqFfGM:&tbnh=128&tbnw=129&prev=/images%3Fq%3Dpicture%2Bof%2Bva lues%26hl%3Den%26sa%3DX%26um%3D1 3) Hughes Leadership , engineering the lessons of experience, fifth edition .

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