Chapter 4 - Values & Attitudes

Question 1

What are Values?

Answer 1

• Has to do with what we consider good and bad.
• How we believe we should and should not behave.
• Broad tendency to prefer certain states of affairs over others.

Question 2

What are the Generational Differences in Values?

Answer 2

1) Traditionalists - hard working, loyal, respect
2) Baby Boomers - Revolutionary, optimistic
3) Generation X - Indépendant, authority, creative
4) Generation Y - Technology, likes challenge

Question 3

What are Cultural differences in Values?

Answer 3

• A history of failed business negotiations was due to a lack of understanding towards different cultures.

Question 4

What is HOFSTEDES Study (mike fas)?

Answer 4

1- Power Distance
2- Uncertainty Avoidance
3- Masculinity vs femininity
4- Individualism/Collectivism
5- Long term/Short term Orientation

Question 5

Define Masculinity/Femininity in HOFSTEDES study…

Answer 5

More masculine cultures differentiate gender roles, support male dominance.

Question 6

Define Power Distance in HOFSTEDES study…

Answer 6

Unequal distribution of power is accepted by society members.

Question 7

Define Uncertainty Avoidance in HOFSTEDES study…

Answer 7

People are uncomfortable with uncertain and ambiguous situations.

Question 8

Define Individualism/Collectivism in HOFSTEDES study…

Answer 8

Stress indépendance, individual initiative and privacy.

Question 9

What are the FOUR Implications of Cultural Variation?

Answer 9

1- Exporting OB theories
2- Importing OB theories
3- Appreciating Global Customers
4- Developing Global Employees

Question 10

What do they mean by Exporting OB theories?

(THINK Implications of Cultural Variation)

Answer 10

Avoid power distance. Be more subordinate centered. Reward employees for good work when they do well. In countries like Asia or south america, individual success is devaluated.

Question 11

What do they mean by Appreciating Global customers? (THINK Implications of Cultural Variation)

Answer 11

Appreciation of cross-cultural differences in values is essential to understanding the needs and tastes of customers or clients around the world.

Question 12

What do they mean by Developing Global Employee? (THINK Implications of Cultural Variation)

Answer 12

Companies need to select, train and develop employees to have a better appreciation of differences in cultural values and the implication of these differences for behaviour at work.

Question 13

What are attitudes?

Answer 13

A tendency to respond consistently to some specific object, situation, person or category of people.
eg. you could value working but still hate your job.

Question 14

What is emotional persuasion?

Answer 14

Attempt to change values.

Question 15

What is Rational Persuasion?

Answer 15

Attempt to change belief.

Question 16

What is job satisfaction?

Answer 16

Collection of attitudes that workers have about their jobs.

Question 17

What is Facet (means aspect) Satisfaction?

Answer 17

Tendency for an employee to be more or less satisfied with various aspects of the job.

Question 18

What is Job Descriptive Index?

Answer 18

Measurement for job satisfaction done through a questionnaire that is designed to evaluate five aspects of satisfaction; people, pay, supervision, promos and the work itself.

Question 19

What is the Minnesota Satisfaction Questionnaire?

Answer 19

This is to make respondents indicate how happy they are with various aspects of they job on a scale ranging from very satisfied to very dissatisfied.

Question 20

What determines Job satisfaction?

Answer 20

Discrepancy
Fairness
Disposition
Mood and emotion

Question 21

Define the Discrepancy… (JOB SATISFACTION)

Answer 21

Job outcomes wanted and the outcomes that are perceived to be obtained.

ex:pay is high when there is no expectations or perceptions on how much the pay should be.

Question 22

Define Fairness … (JOB SATISFACTION)

Answer 22

There is 
Distributive Fairness (people receive the outcome they think they deserve from the job)( work rewards)
Procedural Fairness (people see the process used to determine outcomes as reasonable) *P3
Interactional Fairness (People feel that they have received respectful and informative communication about some outcome) *p3 meeting

Question 23

Define Disposition … (JOB SATISFACTION)

Answer 23

Could your personality contribute to your feeling of job satisfaction?

Question 24

Define Emotion:

Answer 24

Intense, short-lived feelings caused by a particular event.

Question 25

Define Moods:

Answer 25

Less intense, long-lived and more diffuse feelings.

Question 26

Define Affective Event Theory

Answer 26

Explains how emotions and moods affect job satisfaction.

Question 27

What is emotional contagion?

Answer 27

Moods and emotions to spread between ppl or throughout a group.

Question 28

What is Emotional Regulation?

Answer 28

Requirement for people to conform to certain “display rules” in their job behaviour in spite of they true mood or emotions. (me at the bank).

Question 29

What are KEY contributors to Job Satisfaction? (4)

Answer 29

1) Mentally Challenging Work (work that tests skills)
2) Adequate Compensation (pay and rewards)
3) Career Opportunities
4) People (helpful & considerate employees)

Question 30

What are consequences of Job Satisfaction? (3)

Answer 30

1) Absence from work (costs billions/year in north america)
2) Turnover (Less satisfied workers quit)
3) Performance (content of work influences overall satisfy)

Question 31

What is Organizational Citizenship Behaviour? (OCB)

Answer 31

Voluntary, informal behaviour that contributes to a company’s effectiveness.

e.g: This can be helping a coworker out of your own will & time. Offering assistance to other. Being a good sport. Being cooperative.

Question 32

What does OCB avoid/prevent?

Answer 32

Turnover.

Question 33

Customer Satisfaction leads to

Answer 33

Profit.

Happy employees translates into happy customers.

Question 34

What are the 3 commitments of Organizational Commitment?

Answer 34

1) Affective Commitment (stay because they WANT)
2) Continuance Commitment (stay because they HAVE to)
3) Normative (Stay because they SHOULD- the “right” thing)

Question 35

What is Organizational Commitment?

Answer 35

Attitudes that reflects the strength of the attachment of the employee to the organization.

(How attached is our employee to our company?)

Question 36

What are Key Contributors to Organizational Commitment?

Answer 36

1) Building pension funds
2) Obtaining rapid promotion
3) Being well integrated can lock you in a company even though you’d want to go elsewhere.