(3) ch 03 values, attitudes & job satisfaction

8/7/2019 (3) ch 03 Values, Attitudes & Job Satisfaction

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VALUES, ATTITUDES

AND

JOB SATISFACTION

(Chapter 3)


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Values and Value System

Values and Value System

Examples:

Acceptable/non-acceptance

of capital punishment.

Performance based Vs

seniority based pay.

Values are not generally fluid

and flexible. They tend to be

relatively stable & enduring and

have content & Intensity

attributes.

A significant portion of the values we hold is established in our early years

from parents, teachers, friends, and others.


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Two Types of Values Rokeach Value Survey

(RVS)

Two Types of Values Rokeach Value Survey

(RVS)

Milton Rokeach presented two

sets of values, each set containing

18 items.

Individuals values differ, but

tend to reflect the societal

values of the period in which

they grew up. This can be a

valuable aid in explaining and

predicting behavior.

Ind Val-Org Val

Fit

EmployeesEmployees

ValuesValues

Orgs ValuesOrgs Values


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Terminal and Instrumental Values in the Rokeach Value Survey (RVS)

1.

2.3.

4.

5.

6.

7.

8.9.

10.

11.

12.

13.

14.15.

16.

17.

18.


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Values, Loyalty, and Ethical Behavior

Values, Loyalty, and Ethical Behavior

Ethical Climate inEthical Climate in

the Organizationthe Organization

Ethical Values andEthical Values and

Behaviors of LeadersBehaviors of Leaders

Top management/ leadership sets the tone oforganization; which is then maintained by all.

Create


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Values Across Cultures - Hofstedes

Framework for Assessing Cultures

Values Across Cultures - Hofstedes

Framework for Assessing Cultures

Based on survey of 116,000 IBM employees in 40 countries

about their work related values


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Hofstedes Framework (contd)Hofstedes Framework (contd)


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y The degree to which people

in a country prefer structured

over unstructured situations.


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Cultural Dimensions of Various CountriesCultural Dimensions of Various Countries

Country PowerDistance

Individu-alism

Quantityof Life

UncertaintyAvoidance

Long TermOrientation

Pakistan High Low Low High Low

China High Low Moderate Moderate High

France High High Moderate High Low

Germany Low High High Moderate Moderate

Indonesia High Low Moderate Low Low

Japan Moderate Moderate High Moderate Moderate

USA Low High High Low Low

Netherlands Low High Low Moderate Moderate

Russia High Moderate Low High Low


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What is AttitudeWhat is Attitude

Attitude is defined as "a way of looking at life; a way ofthinking, feeling or behaving." Therefore an attitude is not

just the way we think, but the way we think, feel and do.

Attitude at work means deciding the values that would

guide an employee in his/ her working environment.

AttitudeAttitude is defined as a learned predisposition to

respond in a consistently favorable or unfavorable manner

with respect to a given object.

Attitudes are the evaluative statements or judgments

concerning objects, people or events.

Attitude has three components cognition, affect,

behavior.


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Attitude & its ComponentsAttitude & its Components


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Types of AttitudesTypes of Attitudes

Most of the research in OB has been concerned withfollowing three attitudes:

Job satisfaction. It is an individuals general attitudetoward his/her job. A high level of job satisfaction

equals positive attitudes toward the job and vice versa.

Employee attitudes and job satisfaction are frequently

used interchangeably.

Job involvement. It is the measure of the degree to

which a person identifies psychologically with his/herjob and considers his/her perceived performance level

important to self-worth. High levels of job involvement

is thought to result in fewer absences and lower

resignation rates.


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Types of Attitudes (contd)Types of Attitudes (contd)

Organizational Commitment. It is the degree to which

an employee identifies with a particular organization and its

goals, and wishes to maintain membership in the

organization.

Attitudes and Values are interrelated,

both affect behavior


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Attitudes and ConsistencyAttitudes and Consistency

Research has generally concluded that people seekconsistency among their attitudes and between their

attitudes and their behavior.

Individuals seek to reconcile divergent attitudes and

align their attitudes and behavior so they appear

rational and consistent.

When there is an inconsistency, forces are initiated to

return the individual to an equilibrium state whereattitudes and behavior are again consistent, by

altering either the attitudes or the behavior, or by

developing a rationalization for the discrepancy.


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Theory of Cognitive DissonanceTheory of Cognitive Dissonance

Desire to reduce dissonance. Although no individual

can completely avoid dissonance; the desire to reduce it

would be determined by:

The importance of the elements creating the

dissonance.

The degree of influence the individual believes he/she has over the elements.

The rewards that may be involved in dissonance.

High rewards tend to reduce the tension.

By Leon Festinger

Incompatibility Or

Inconsistency


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Measuring the A-B RelationshipMeasuring the A-B Relationship

Recent research indicates that the attitudes (A)significantly predict behaviors (B) when moderatingvariables are taken into account. Behavior-attituderelationship is positive & strong.

Moderating Variables: Importance of the attitude. Reflects fundamental

values, self-interest, or identification with individualsor groups that a person values.

Specificity of the attitude. The more specific theattitude and the more specific the behavior, thestronger the link between the two.

Accessibility of the attitude. Attitudes that are easilyremembered are more likely to predict behavior thanattitudes that are not accessible in memory.


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Measuring the A-B Relationship (Contd)Measuring the A-B Relationship (Contd)

Social pressures on the individual. Discrepancies

between attitudes and behavior are more likely to

occur where social pressures to behave in certain

ways hold exceptional power.

Direct experience with the attitude. The attitude-

behavior relationship is likely to be much stronger if

an attitude refers to an individuals direct personal

experience.


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Self-Perception TheorySelf-Perception Theory

Self-Perception theory argues that attitudes are

used to make sense out of an action that has already

occurred. For example, an employee says Ive had

this job for 10 years, no one has forced me to stay, so

I must like it.


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An Application: Attitude SurveysAn Application: Attitude Surveys


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Sample Attitude SurveySample Attitude Survey


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Job SatisfactionJob Satisfaction

Measuring Job Satisfaction. Job satisfaction is anindividuals general attitude toward his/her job. Jobs

require interaction with co-workers and bosses, following

organizational rules and policies, meeting performance

standards, living with working conditions that are often

less than ideal, and the like. The two widely usedapproaches are:

Single global rating It includes, asking individuals torespond to one question, such as All things considered,

how satisfied are you with your job?

Summation score - It identifies key elements in a job andasks for the employees feelings about each one ranked

on a standardized scale. Typical factors are the nature of

the work, supervision, promotion opportunities, and

relations with co-workers.


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Effect of Job Satisfaction on Employee

Performance

Effect of Job Satisfaction on Employee

Performance

Satisfaction and Productivity:

Every satisfied worker may not be necessarily more

productive.

Productivity is generally higher in organizations with

more satisfied workers.

Satisfaction and Absenteeism:

Satisfied employees have fewer avoidable absences.

Satisfaction and Turnover: Satisfied employees are less likely to quit.

Organizations take actions to cultivate high

performers and to weed out lower performers.


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How Employees Can Express

Dissatisfaction

How Employees Can Express

Dissatisfaction


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Responses to Job DissatisfactionResponses to Job Dissatisfaction

Exit & Neglect encom -pass performance variablesproductivity, absenteeism,turnover.

Voice & loyalty are theconstructive behaviors thatallow individuals to tolerateunpleasant situations or torevive satisfactory working

conditions.


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Job Satisfaction and OCBJob Satisfaction and OCB

Satisfaction and Organizational Citizenship

Behavior (OCB):

Satisfied employees who feel fairly treated by and

are trusting of the organization are more willing toengage in behaviors that go beyond the normal

expectations of their job.


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Assignment # 21. Answer following questions:

a. Managers should do everything they can to enhance thejob satisfaction of their employees. Do you agree ordisagree?

b. Discuss the advantages and disadvantages of using regular

attitude surveys to monitor employee job satisfaction.

c. What are following cultural dimensions applicable to

Pakistani society:

Power Distance

Collectivism

Short term orientation

Quality of life

2. Submit a half page discussion on: MYTH OR SCIENCE?

Happy Workers Are Productive Workers (On Next Slide)


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This statement is generally false. The myth that happy workers

are productive workers developed in the 1930s and 1940s, due to

the Hawthorne studies atWestern Electric. A careful review of the

research indicates that, if there is a positive relationship between

happiness (i.e., satisfaction) and productivity, the correlations are

low; no more than two percent of the variance in output can be

accounted for by employee satisfaction. The evidence, however,

is for the reverseproductive workers are likely to be happy

workers. That is, productivity leads to satisfaction rather than the

other way around. If the organization rewards productivity, these

rewards, in turn, increase your level of satisfaction with the job.

Do you agree or Disagree? Comment with reasons

MYTH OR SCIENCE? Happy Workers

Are Productive Workers


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Prepare for the Quiz in next session

THANK YOUTHANK YOU

(3) ch 03 values, attitudes & job satisfaction

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