chapter 4: what are values Flashcards
what are values?
A broad tendency to prefer certain states of affairs over others
what we believe in and support
what we consider good and bad
they are motivational
how are values motivational?
they signal how we should and should not behave
how are values very general?
they do not predict behaviour in specific situations very well
what are the four types of generations?
Traditionalists (1922-1945)
Baby Boomers (1946-1964)
Generation X (1965-1980)
Millennials (1981-2000)
name some of the stereotypes for boomers in the job market
Optimistic workaholics
name some of the stereotypes for generation x in the job market
Cynical, confident and pragmatic
name some of the stereotypes for millennials in the job market
Confident
social
demanding of feedback
somewhat unfocused
name some of the stereotypes for traditionalists in the job market
Respectful of authority
high work ethic
what are the basic dimensions in Hofstede’s Study
Power distance
Uncertainty avoidance
Masculinity/femininity
Individualism/collectivism
Long-term / Short-term orientation
what is the Hofstede’s Study
Hofstede questioned over 116,000 IBM employees in 40 countries about their work-related values
what is power distance?
The extent to which an unequal distribution of power is accepted by society members
Large power distance cultures
inequality is accepted as natural
superiors are inaccessible
power differences are highlighted
strong leaders have to be chosen
mall power distance cultures
inequality is minimized
superiors are accessible
power differences are downplayed
Canada stands way more here
self managed groups are gyuer
what is Uncertainty Avoidance?
The extent to which people are uncomfortable with uncertain and ambiguous situations
Masculine cultures
clearly differentiate gender roles
support the dominance of men and stress economic performance
Feminine cultures
accept fluid gender roles, stress sexual equality and stress quality of life
Individualistic societies
independence
individual initiative
privacy
Collective cultures
interdependence
loyalty to family or clan
Cultures with a long-term orientation
persistence
perseverance
thrift
close attention to status differences
Cultures with a short-term orientation
personal steadiness and stability
face-saving
social niceties
what are attitudes?
response to a specific target, an object, situation, person, or category of people
often influence our behaviour
Attitude →Behaviour
are attitudes always consistent with behavior?
nah boyyy
ex:
Where do attitudes come from?
Attitudes are a function of what we think and what we feel
Attitudes are the product of a related belief and value
Belief + Value →Attitude →Behaviour
how can values be changed?
try to change a certain belief
it is easier to change for a belief or experience
what is job satisfaction?
ttitudes that workers have about their jobs
what are the two aspects of satisfaction
overall satisfaction
facet satisfaction
overall satisfaction
summary indicator of a persons’ attitude toward his or her job
cuts across the various facets
facet satisfaction
tendency for an employee to be more or less satisfied with various facets of the job
name some Job Satisfaction Facets
The work itself
Compensation
Recognition
Benefits
Working conditions
Supervision
Co-workers
Organizational policy
Determines Job Satisfaction?
- Discrepancy Theory
- Fairness
- Disposition
- Job Characteristics
- Moods & Emotions
Fairness
How fairly you perceive you are being treated
Disposition
Some are predisposed (ie. personality) to be more of less satisfied
Job Characteristics
Intellectually challenging work
adequate compensation
career opportunities
people
Moods & Emotions
Feelings
what does fairness affect
what people want from their jobs
how they react to the inevitable discrepancies of organizational life
what are the three basic kinds of fairness?
Distributive fairness(Equity Theory)
Procedural fairness
Interactional fairness
what does the equity theory compare?
The inputs one invests in a job
The outcomes one receives
In comparison with the inputs and outcomes of another person or group
when will Equity will be perceived?
My outcomes / my inputs = Other’s outcomes / Other’s inputs
what does the equity theory possess?
important implications for job satisfaction
what are the consequences of job satisfaction?
Absence from work
Turnover
Performance
Organizational citizenship behaviour
Customer satisfaction and profit
true or false
Research has found that job satisfaction is associated with higher job performance?
truuuue
is job satisfaction the only factor to job performance??
nah boyyyy
what is the most important satisfaction facet for stimulating performance?
the content of the work itself
Organizational Citizenship Behaviour (OCB)
voluntary, informal behaviour that contributes to organizational effectiveness
he formal performance evaluation system does not detect and reward it
true or false
Job satisfaction contributes greatly to the occurrence of OCB, more than it does to regular task performance
truuuue
what can a lack of understanding in cross cultural differences do?
can cause foreign assignments to terminate early
can cause business negotiations to fail
what is work centrality?
the way people perceive work as a central life interest
true or false
work is valued all the same across cultures
false
Work is valued differently across cultures
tyre or false
People for whom work was a central life interest work more hours
trueeeee
true or false
Cross-cultural differences in work centrality can lead to adjustment problems for foreign
employees and managers
what are some of the factors that structure our values?
achievement
power
autonomy
conformity
tradition
social welfare
Strong uncertainty avoidance cultures
stress rules and regulations
hard work
conformity and security
they are against unorthodox practices
Weak uncertainty avoidance cultures
less concerned with rules, conformity and security
hard work is not seen as a virtue
risk taking is valued
what do managers do in North America that make the there is less power distance?
encourage work participation and decision making by employees
true or false
values are more specific than attitudes
false booooy
attitudes are more specific than values
with the values, attitudes, and beliefs
which cause which?
Values + Beliefs (can change) →
Attitude → Behaviour
what causes behavior to correspond with attitudes?
when people have direct experience with target of the attitude
what does the disrepancy theory explain?
fav satisfaction is function of discrepancy between the job outcomes people want and the outcomes they perceive that they obtain
what you think you should receive
vs
what you actually receive
what is distributive fairness
fairness that occurs when people r eceive the o utcomes they think they deserve from their jobs
what is procedural fairness
fairness that occurs when the process to determine work outcomes is seen as reasonable
performance evaluations, pay raises, promotions, layoffs, and work assignments
los procedimientos
how do you know when procedural fairness is achieved?
Follows consistent procedures over time and across people.
Uses accurate info and appears unbiased.
Allows two-way communication during the allocation process.
Welcomes appeals of the procedure allocation
what is the interactional fairness ?
occurs when people f eel they have received respectful and informative communication about an outcome
why is interactional fairness important?
because it is possible for absolutely fair outcomes or procedures to be perceived as unfair
they can be inadequately or uncaringly explained
what is employee turn over
when employees quit
is employee turnover expensive?
yeeeee
the honeymoon hangover effect
decrease in job satisfaction often precedes turnover
those who quit experience a boost in job satisfaction on their new job
bad facets of the new job are not yet apparent
is ocb voluntary?
yeeee boooy
is ocb spontaneous
yeeee boyyyy
is fairness the key to ocb
yeeeeeee
which are the most crucial s¡types of fairness that influence ocb
procedural fairness
interactional fairness
organizational commitment, what is it boyyy?
attitude that reflects the strength of the linkage between an employee and an organization
its how committed an employee is to his job organization
affective commitment
Commitment based on a person’s identification & involvement with an organization
they way they identify with it
why do people with high affective commitment people stay with their organizations
because they want to
what are the three aspects of organizational commitment
affective commitment
continuance
normative commitment
what are key contributors to affective commitment
interesting, satisfying work
Role clarity & having one’s expectations met after being hired
continuance
costs that would be Incurred in leaving an organization
why do people with high continuance commitment stay with their jobs?
because they have to
sacrifice too high
job market trash
true or false
Continuance commitment increases with the time a person is employed by an organization
t r u e
normative commitment
ideology or a feeling of obligation to an organization (you feel you should be there)
what are key contributors to normative commitment
benefits that build a sense of obligation to the organization. Volunteering.
Strong identification with an organization’s product or service
Socialization practices that emphasize loyalty to the organization
affective commitment is positively or negatively related to performance
positively
continuance is positively or negatively related to performance
negatively
you just don’t wanna be fired
what are the negative consequences of high commitment
conflicts between family and work life
commit unethical and illegal behavior
lack of innovation and resistance to change
