Transcript Chap005 - LifeTour

Chapter 5
PERSONAL AND ORGANIZATIONAL
VALUES
McGraw-Hill/Irwin 2010
Modified by Jackie Kroening 2011
What Are Values
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Values are the worth or importance
attached to different factors in one’s life.
Values are ideals that shape and give
significance to our lives. They are reflected
through the priorities that we choose, and the
decisions we make and actions we take.
Parts taken from Human Relations 4ed
What Are Values
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Corporate culture is a system of shared
values throughout any given
organization.
Differences in values may give rise to
conflicts between:
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Organization and employees.
Management and employees
Employees and employees
Parts taken from Human Relations 4ed
Values Versus Attitudes
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Attitudes are affected by values.
Values may be tangible or intangible.
Values and their priority are an
important part of everyone’s lives and
organizations.
Parts taken from Human Relations 4ed
Where Values Come From
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Personal values are 40 to 50 percent
genetically determined and other values
are formed in early childhood and are
affected strongly by the values of
parents and the child’s environment.
Other important factors are religion,
political views, parents, socioeconomic
class, exposure to education, television,
the Internet, and other mass media.
Parts taken from Human Relations 4ed
Values and Attitudes
Values are relatively stable
and enduring.
 If we know an individual’s
values, we are better able to
predict a behavior in a
particular situation.
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Parts taken from Human Relations 4ed
Values Priority
25%
75%
75%
25%
Parts taken from Human Relations 4ed
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Control/Order/Discipline
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Care/Nurture
Where Values Come From
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Daniel Yankelovich - Value patterns
that have emerged since the early
1970s:
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The nature of a person’s paid job is now
more significant.
Leisure time is more valued.
Americans now insist much more strongly
that jobs become less impersonal, and
more human and humane.
Parts taken from Human Relations 4ed
Where Values Come From
Social Factors of a Generation
Parts taken from Human Relations 4ed
Where Values Come From
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Values can be placed in two categories.
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Terminal values (goal values) that
maintain a high priority throughout one’s
life.
Instrumental values (means values) that
reflect the ways one prefers to behave.
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Skills – learning and experiences necessary to
integrate means values
Parts taken from Human Relations 4ed
Where Values Come From
Examples of
Terminal
and
Instrumental
Values
Parts taken from Human Relations 4ed
Value Systems
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Value systems are frameworks
(values clusters) people use to
develop beliefs about themselves,
others, and how they should be
treated. (hierarchy based on a
ranking of an individual’s values)
Eduard Spranger defined six types
of people based on their types of
value systems.
Parts taken from Human Relations 4ed
Value Systems
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Spranger’s six value systems:
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Theoretical person - Individual seeks to
discover truth.
Economic person - Perceives useful things
in life as most important.
Aesthetic person - Considers beauty, form,
and harmony as most important.
Parts taken from Human Relations 4ed
Value Systems
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Spranger’s six value systems (cont.):
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Social person - Values and loves other
people.
Political animal - Is motivated by power;
their values center on influence, fame, and
power.
Religious person - Values unity highly, and
tries to understand the universe as a whole
and relate to it meaningfully.
Parts taken from Human Relations 4ed
Value Systems
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Graves’s seven value levels:
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Parts taken from Human Relations 4ed
Reaction
Tribalism
Egocentrism
Conformity
Achievement
Social orientation
Existentialism
Value Systems
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Another way to see values systems
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Pragmatism - The belief in the practicality
of an action, rather than in strong belief in
the idea behind that action.
Humanism - A belief in the worth and
dignity of all people.
Idealism - The belief in the importance of
ideas and thoughts.
Parts taken from Human Relations 4ed
The Role of Integrity
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Integrity is defined as soundness of
moral character. (Morals are means
value clusters)
Lately, the word has received a new
emphasis—especially as an element of
trust.
According to Stephen Covey, people
have developed a focus on personality
rather than on character.
Parts taken from Human Relations 4ed
The Role of Integrity
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Personality ethic: Emphasis is placed on
being likable, making sure that you are
received well, and maintaining a positive
mental attitude.
Character ethic: Emphasis is placed on
principles, beliefs, and strong values rather
than upon the use of various surface
techniques.
Parts taken from Human Relations 4ed
Values Conflicts
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Values conflicts occur when one
set of values clashes with another,
and a decision has to be made.
Interpersonal values conflicts
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Occur when people from differing
backgrounds having different value
systems have to work together.
Parts taken from Human Relations 4ed
Values Conflicts
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Personal versus group values
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Often involve a clash between the individual and
the group.
Internal values conflicts
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Occur when people themselves want two different
outcomes that contradict each other.
Could lead to cognitive dissonance, the emotional
state that results from acting in ways that
contradict one’s beliefs or other actions.
Parts taken from Human Relations 4ed
Values Conflicts
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When you experience cognitive
dissonance, you might use any of these
methods to make them appear more
consistent and to lessen the stress
caused:
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You can change your original beliefs.
You can use denial.
You can get into self-justification.
You can change your own behavior.
Parts taken from Human Relations 4ed
Values in an International
Economy
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People from other cultures define your
values by your behavior.
Areas of difference in values and in
perception of the values of others:
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Views of power and authority.
Views of the individual versus the group.
Tolerance for uncertainty.
The value of punctuality.
Parts taken from Human Relations 4ed
Strategies for Success
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Redefining your personal values: The Rath
test:
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Did I choose this value freely, with no outside
pressure?
Did I choose this value from several alternatives?
Did I consider the consequences of my choice?
Do I like and respect this value?
Will I defend this value publicly?
Will I base my behavior on this value?
Do I find this value persistent throughout my life?
Parts taken from Human Relations 4ed
Strategies for Success
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Building a character ethic for integrity:
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Focus
Respect
Responsibility
Pride
Fairness and equity
Trust and being trusted
Parts taken from Human Relations 4ed
Summary
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Corporate culture is a system of shared
values throughout any organization.
Attitudes are often affected by values.
Values systems are frameworks people
use in developing beliefs about
themselves, others, and how they should
be treated.
Integrity, or soundness of moral character,
is an important part of any value system.
Parts taken from Human Relations 4ed