Organizational Behavior

Topics: Integrity, Value, Rokeach Value Survey Pages: 45 (1900 words) Published: December 3, 2014
eleventh

organizational
ior

editi
on

behav

stephen p. robbins

Chapter 3

Values, Attitudes,
and Job Satisfaction
ORGANIZATIONAL BEHAVIOR
S T E P H E N P. R O B B I N S
E L E V E N T H
© 2005 Prentice Hall Inc.
All rights reserved.

E D I T I O N

W W W . PR E N HAL L . C O M / R O B B I N S

PowerPoint Presentation
by Charlie Cook

OBJECTIVES
LEARNING

After studying this chapter,
you should be able to:
1. Contrast terminal and instrumental values.
2. List the dominant values in today’s workforce.
3. Identify the five value dimensions of national
culture.
4. Contrast the three components of an attitude.
5. Summarize the relationship between attitudes
and behavior.
6. Identify the role consistency plays in attitudes.

© 2005 Prentice Hall Inc. All rights reserved.

3–3

7. State the relationship between job satisfaction
and behavior.
8. Identify four employee responses to
dissatisfaction.

LEARNING

O B J E C T I V E S (cont’d)

After studying this chapter,
you should be able to:

© 2005 Prentice Hall Inc. All rights reserved.

3–4

Values
Values
Values
Basic convictions that a
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.
Value System
A hierarchy based on a
ranking of an individual’s
values in terms of their
intensity.
© 2005 Prentice Hall Inc. All rights reserved.

3–5

Importance
Importance of
of Values
Values
 Provide understanding of the attitudes, motivation,
and behaviors of individuals and cultures.
 Influence our perception of the world around us.
 Represent interpretations of “right” and “wrong.”  Imply that some behaviors or outcomes are preferred over others.

© 2005 Prentice Hall Inc. All rights reserved.

3–6

Types
Types of
of Values
Values ––- Rokeach
Rokeach Value
Value Survey
Survey
Terminal Values
Desirable end-states of
existence; the goals that a
person would like to achieve
during his or her lifetime.

Instrumental Values
Preferable modes of
behavior or means of
achieving one’s terminal
values.
© 2005 Prentice Hall Inc. All rights reserved.

3–7

Values
Valuesin
in
the
the
Rokeach
Rokeach
Survey
Survey

Source: M. Rokeach, The Nature of Human
Values (New York: The Free Press, 1973).

E X H I B I T 3–1
E X H I B I T 3–1
© 2005 Prentice Hall Inc. All rights reserved.

3–8

Values
Valuesin
in
the
the
Rokeach
Rokeach
Survey
Survey
(cont’d)
(cont’d)

Source: M. Rokeach, The Nature of Human
Values (New York: The Free Press, 1973).

E X H I B I T 3–1 (cont’d)
E X H I B I T 3–1 (cont’d)
© 2005 Prentice Hall Inc. All rights reserved.

3–9

Mean
MeanValue
ValueRankings
Rankingsof
of
Executives,
Executives,Union
Union
Members,
Members,and
andActivists
Activists
Source: Based on W. C. Frederick and J. Weber, “The Values of Corporate Managers and Their Critics: An Empirical Description and Normative Implications,” in W. C. Frederick and L. E. Preston (eds.) Business Ethics: Research Issues and Empirical Studies (Greenwich, CT: JAI Press, 1990), pp. 123–44.

E X H I B I T 3–2
E X H I B I T 3–2
© 2005 Prentice Hall Inc. All rights reserved.

3–10

3–11

Dominant
Dominant Work
Work Values
Values in
in Today’s
Today’s Workforce
Workforce
(USA)
(USA)

E X H I B I T 3–3
E X H I B I T 3–3
© 2005 Prentice Hall Inc. All rights reserved.

3–12

Values,
Values, Loyalty,
Loyalty, and
and Ethical
Ethical Behavior
Behavior

Ethical Values and
Behaviors of
Leaders

Ethical
Ethical Climate
Climate in
in
the
the Organization
Organization

© 2005 Prentice Hall Inc. All rights reserved.

3–13

Hofstede’s
Hofstede’s Framework
Framework for
forAssessing
Assessing Cultures
Cultures
Power Distance
The extent to which a
society accepts that power
in institutions and
organizations is...
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