Chapter 3 - Values

This chapter discusses values in organizations. It defines values as personal beliefs about what is preferable or desirable. Values influence perception, attitudes, and behavior. There are two types of values: terminal values, which are goals or end states, and instrumental values, which are behaviors used to achieve terminal values. An individual's personality and values should fit with their job and organization to increase performance and satisfaction. Managers prefer employees who are flexible and have values compatible with the organization.

Uploaded by

Nurin Hadirah

Available Formats

Download as PDF, TXT or read online on Scribd

0% found this document useful (0 votes)

39 views

Chapter 3 - Values

Uploaded by

Nurin Hadirah

Available Formats

Download as PDF, TXT or read online on Scribd

You are on page 1/ 13

Chapter 3:

PERSONALITY AND
VALUES
Learning Objectives …. Part 2

Define values in
organization

Identify the
importance of values

Discuss Values Terminal values

in Organization
Distinguish types of
values

Instrumental values
Associate the
relationship of an
individual’s personality
and values to the
workplace
WHAT IS VALUES?
Personal belief of an employee on what the
expected result is and how he or she should
behave at the workplace

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
Values contain the element of careful
consideration because values involve
individual’s belief about what is right, good, or
desired

Values influence our perception, attitude

and behavior
Importance of values
Values lay the foundation for the
understanding of people’s attitudes
and motivation because they
influence our perceptions.

Individuals enter an organization

with notion of what is right and
what is wrong which they
interprets behavior and outcomes

Values generally influence

attitudes and behavior
TYPES OF VALUES

Terminal
Rokeach Values
Values
Survey (RVS) Instrumental
Values
ROKEACH VALUES SURVEY (RVS)

Terminal values - refer to

the existence of the desired
According to Rokeach final state and the goals an
Values Survey (created by individual wishes to
Milton Rokeach), values can achieve.
be divided into two sets,
each set containing 18
individuals values item. Instrumental values - the
behavioral style favored by
an individuals or methods to
achieve the terminal values
TERMINAL VALUES INSTRUMENTAL VALUES

• A comfortable life • Ambitious

• An exciting life • Broad-minded
• A sense of accomplishment • Capable
• A world at peace • Cheerful
• A world of beauty • Clean
• Equality • Courageous
• Family security • Forgiving
• Freedom • Helpful
• Happiness • Honest
• Inner harmony • Imaginative
• Mature love • Independent
• National security • Intellectual
• Please • Logical
• Salvation • Loving
• Self-respect • Obedient
• Social recognition • Polite
• True friendship • Responsible
• Wisdom • Self-controlled
RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE

Nowadays, the concern expanded

 how well the individual’s
Previously, organization personality and values match the
organization
concern in matching
individuals to specific jobs • Person-job fit
• Person-organization fit

The person who places great

importance on imagination, Employees performance and
independence, and freedom is satisfaction are likely to be
likely to be poorly matched with higher if their values fit well
an organization that seeks with the organization.
conformity from its employees.
RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE

Linking Personality and Values to the Workplace

Managers are less interested in someone’s ability to do a specific
job than in that person’s flexibility.
Person-Job Fit : – John Holland’s Personality -Job Fit Theory
• Six personality types
• Vocational Preference Inventory (VPI)
– Key Points of the Model:
• There appear to be intrinsic differences in personality between
people
• There are different types of jobs
• People in jobs congruent with their personality should be more
satisfied and have lower turnover
RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE

• The employee’s personality must fit with the

organizational culture.
• People are attracted to organizations that match
their values.
• Those who match are most likely to be selected.
Person- • Mismatches will result in turnover.
• Can use the Big Five personality types to match
Organization Fit: to the organizational culture.
RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE

Managers are more likely to appreciate,

evaluate positively and allocate rewards
to employees who fit in, and employees
more likely to be satisfied if they
perceive they do fit in.
This argues for management to seek job
candidates who have not only the ability,
experience, and motivation to perform
but also a value system compatible with
the organization’s.