Values and Attitudes - Ob

ORGANIZATIONAL BEHAVIOUR VALUES
VALUES AND ATTITUDES ATTITUDE

S
PRESENTED BY :
GIRIRAJ DAGA
VALUES
JYOTI SHREE ATAL
AND
GARVIT SHARMA CASE
ATTITUDES
STUDIES
HONEY ANANT
K MADHURI
VALUE
ACROSS
CULTURE
INTRODUCTION
IMPORTANCE
AND TYPES VALUES AND
MISSION
STATEMENT
VALUES
 Values defined in Organizational Behavior as the collective conceptions of what is considered good,
desirable, and proper or bad, undesirable, and improper in a culture.
 A hierarchy based on a ranking of an individual's values in terms of their intensity is called value
system.
 Values that help us determine appropriate standards of behaviour and place limits on our behaviour
both inside and outside the organisation is called ethics.
 Refers to the strength of one's commitment and dedication to hard work, both as an end in itself and as
a means to future rewards is valled work ethics.
CHARACTERSTICS OF VALUES
 Can provide standards of competence and morality.

 Can go beyond specific situations or person.
 Are relatively permanent and are more central to the core of the person.
 Held us build up societies, integrate social relations.
 Mold the ideal dimensions of personality and depth of culture
VALUES AND ETHICS
At least three purposes are served by the existence of personal values in organizations:
 Values serve as standards of behavior for determining a correct course of action;
 Values serve as guidelines for decision-making and conflict resolution; and
 Values serve as an influence on employee motivation.
IMPORTANCE OF VALUES IN ORGANISATION
 Contribute to the shared meaning in the organization.

 Binds people together as a community.
 Provides people with a common language.
 Tell people how to behave to achieve the organization’s vision.
 Contribution to organizations vitality and performance.
 Organizational values are unique to each company.
 Values should represent the culture of the business. Its okay to be competitive and profit driven.
 As you are starting to plan for next year, think about your organizational values and whether they are
representative of your organization.
TYPES OF VALUES
 TERMINAL VALUES:
 These are values that we think are most important or most desirable.
 These refer to desirable end-states of existence , the goals a person would like to achieve during his or her
lifetime.
 INSTRUMENTAL VALUES:
 Instrumental values deal with views on acceptable modes of conductor means of achieving the terminal values.
 These include being honest, sincere, ethical, and being ambitious. These values are more focused on personality
traits and character.
VALUES AND MISSION STATEMENT
 Values and mission statement work together to form the bedrock of a company's culture. A mission
statement tells you where a company is going. Its values tell you how it will act along the way.
1. Attract talent
2. Set you apart from competitors.
3. Create a secure work environment
4. Enhance communications.
5. Improve employee engagement.
EXAMPLES OF COMPANY VALUES
 How do you develop organizational values? 5 things to consider.

• What's the purpose of your company?
• What behaviours do you want to encourage?
• How will your values work with the structure of your business.
• Do your values encourage remote and hybrid working?
• How do you want the world to see you?
INTRODUCTION
APPLICATION
ATTITUDE
 An attitude refers to our options, beliefs and feelings about aspects of our environment.
 We have attitude toward the food we eat, people we interact with, courses we take, and various other
things.
 At work, two particular job attitudes have the greatest potential to influence how we behave. These are
job satisfaction and organization commitment.
COMPONENTS OF ATTITUDE
 Affective Component : this involves a person's feelings/emotions about the attitude object.
For example, " I am scared of spiders ".

 Behavioral Component : the way the attitude we have influences on how we act or behave.
For example, " I will avoid spiders and scream if I see one ".
 Cognitive Component : this involves a person's belief / knowledge about an attitude object.
For example, " I believe spiders are dangerous ".

FORMATION OF
ATTITUDE
THEORIES OF ATTITUDES
 COGNITIVE DISSONANCE THEORY
Refers to a situation involving conflicting attitudes, beliefs or behaviors. This

produces a feeling of mental discomfort leading to an alteration in one of the
attitudes, beliefs or behaviors to reduce the discomfort and restore balance.
 HEIDER'S BALANCE THEORY
Developed by the social psychologist Fritz Heider, is based on the balance that must exist between
interpersonal relationships, or for something specific between two people or more so that a harmony
exists between thoughts, emotions and social relationships so that the idea shared by both subjects
coexist without any tension and complication.
APPLICATION
1. Helps in understanding employee behavior

2. Helps in handling different types of attitudes in the workplace
3. Act as an assessing tool of Emotional Intelligence (EI)
4. To develop an Anti-Discrimination Workplace Policy
5. Enhances employee empowerment scenarios
6. Helps in defining motivational theories & strategies infographic
7. Helps in assessing organizational diversity
8. To have an effective workplace communication scenarios
9. Act as conflict resolution scenario
10. Helps in choosing an approach to job design
ATTITUDE TYPES
 1.Personality
 2.Person–Environment Fit
 3.Job Characteristics
POSITIVE WORK  4.Psychological Contract
ATTITUDE  5.Organizational Justice
 6.Relationships at Work
 7.Stress
 8.Work–Life Balance
• Job discrimination
• Behaving with service providers as inferiors.
• Erratic/aggressive driving that endangers others.
• Mocking race, gender, age, disabilities, sexual orientation
or religion.
• Taking credit for other’s work.
NEGATIVE WORK
• Littering.
ATTITUDES
• Misusing handicapped privileges.
• Behaving aggressively or bullying others.
• Smoking in nonsmoking places
• Using cellphones or text messaging in mid-conversation or
in a meeting.
OVERCOMING NEGATIVE WORK ATTITUDE
 The above-mentioned behaviors of the employees can be averted if managers can take a pro step.
Some of the steps managers can do to reduce these behaviors
 Being unbiased and consistent
 Developing on organizational citizenship
 Effective communication with employees
 Listening
 Being a role model
CASE STUDY 1
CASE STUDY 2
 4 Job hunters who were fired recently.
 Offer from a company to all as they meet the qualification

criteria
 Company needs prior work experience which all of them have.

CASE STUDY 1 SUMMARY
 but their attitude and values differ:
1. One man thinks he doesn't qualifies for the job.
2. Second person doesn't have the qualification so he makes up

one.
SUMMARY
3. Third guy thinks of a positive approach of learning the required
skills and disclosing all info
• Whose approach is the best?
The best approach among all the three was of the 3rd person.
CASE STUDY 2
 Barry has noticed that Pinnacle Custom Homes Case isn't the cheerful, pleasant Al place it used to be.
 Back when he was building six homes a year, everyone appeared to be dedicated to meeting deadlines,
controlling costs, and keeping customers highly satisfied.
 Now it seems like everything is falling through the cracks
 People have burnt out from excess work and Barry has hired new employees and increased salaries of
everyone.
 But still employees are dissatisfied.
 What is going wrong?
SOLUTION
 If the top is disorganized, frazzled, and dispirited, then so is the rest of the operation.
 Rejuvenation has to start at the top.
 Barry first needs to ask himself some hard questions. When was the last time he got everyone together
to communicate his vision of the company, where it was going, and where it needed to shift resources?
 Is he good at two-way communication, listening as well as talking? Or has he become so wrapped up
in day-to-day operations that he doesn't have time to pay close attention to the needs of his staff?

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ORGANIZATIONAL BEHAVIOUR VALUES

VALUES AND ATTITUDES ATTITUDE

 Can provide standards of competence and morality.

 Contribute to the shared meaning in the organization.

 How do you develop organizational values? 5 things to consider.

For example, " I am scared of spiders ".

For example, " I believe spiders are dangerous ".

 COGNITIVE DISSONANCE THEORY

Refers to a situation involving conflicting attitudes, beliefs or behaviors. This

1. Helps in understanding employee behavior

POSITIVE WORK  4.Psychological Contract

ATTITUDE  5.Organizational Justice

 Offer from a company to all as they meet the qualification

 Company needs prior work experience which all of them have.

1. One man thinks he doesn't qualifies for the job.

2. Second person doesn't have the qualification so he makes up

• Whose approach is the best?

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