...discussion of organization member behaviour (Rue & Byars, 2009). As recent research pointed out that organization member behaviour can be affect by many factors, yet values have long been considered important to explain action in and around organization (Schwartz,1992; Potocan & Nedelko, 2011). In this essay mainly focus on how personal value as a vital diver of working and behaviour. Different person may have different value that leads different thought, attitude and behaviour, whereas understand how value drive a personal behaviour is not only important for a manager but affect the organizational behaviour as well (Collins & Porras, 2002). Therefore, the discussion will emphasize how personal values adjust into a group or an organization; and how personal values influence the organization behaviour. Besides, the discussion will go through the influence of personality to give further discussion on how an individual fit into an organization. The Hofstede’s Cultural Framework and The Big Five Personality Model will be used to explain how value and personality drive individual behaviour. 2.0 Discussion 2.1 Values Values represent a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite mode of conduct or end-state of existence (Robbins & Judge, 2013). Value is a conception, explicit or implicit, that defines what individual or a group regards as desirable (Rue & Byars,...
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...Value Congruence and Organisational Success Introduction One thing that is common around the world is diversity. Across different continents, countries, cultures, homes and individuals lay differences in terms of thinking and behaviour. The modern age has allowed an intermingling of these cultures to take place with great ease. This affects not only the individuals but also the organisations they work in. Organisations employ a range of people that are diverse in different respects and this diversity can determine whether an organisation succeeds or not. One way in which people vary greatly is in terms of their values. Values are the beliefs people hold that particular ways of behaving concerning certain matters are better or preferred over other ways. (Robbins & Judge, 2013) Organisational behaviour is the way people conduct themselves in the context of the organisation. (Robbins & Judge, 2013) Although an organisation hires individuals for the skills they can provide the organisation with, this does not stop them from providing the organisation with the rest of their person which can prove to be helpful or problematic. There are times when individuals have certain values and the organisation has different values, this value incongruence is a determinant of an organisation’s effectiveness and thus it is important to look into it and address it. The topic of values is vastly broad and this essay will attempt to give a better understanding of individual values, organisational...
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...your – Personality – Values – Learning style – Attitudes towards change – Interpersonal orientation. Amali Wijekoon Dept. of MOT Amali Wijekoon 2 What is your personality? Who are you? • Myers-Briggs Type Indicator® instrument (MBTI) – Favorite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I) – Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N) – Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F) – Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P) 3 Amali Wijekoon 4 Amali Wijekoon • Is death penalty right or wrong? Amali Wijekoon 5 Amali Wijekoon 6 1 12/12/2014 What are your values? • Individual ideas as to what is right, good, or desirable • Are values fluid and flexible? • Terminal vs. instrumental values – Terminal values: desirable end states. Goals a person would like to achieve during his / her lifetime – Instrumental values: preferable modes of behavior or means of achieving terminal values Amali Wijekoon 7 What are your values? • Rokeach value survey (RVS) – Developed...
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...Rokeach Value Survey On the following two pages are two lists of values, each in alphabetical order. Each value is accompanied by a short description and a blank space. Your goal is to rank each value in its order of importance to you for each of the two lists. Study each list and think of how much each value may act as a guiding principle in your life. To begin, select the value that is of most importance to you. Write the number 1 in the blank space next to that value. Next, choose the value is of second in importance to you and write the number 2 in the blank next to it. Work your way through the list until you have ranked all 18 values on this page. The value that is of least importance to you should appear in Box 18. When you have finished ranking all 18 values, turn the page and rank the next 18 values in the same way. Please do each page separately. When ranking, take your time and think carefully. Feel free to go back and change your order should you have second thoughts about any of your answers. When you have completed the ranking of both sets of values, the result should represent an accurate picture of how you really feel about what’s important in your life. A Comfortable Life _____ a prosperous life Equality _____ brotherhood and equal opportunity for all An Exciting Life _____ a stimulating, active life Family Security _____ taking care of loved ones Freedom _____ independence and free choice Health...
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...Rokeach Value Survey On the following two pages are two lists of values, each in alphabetical order. Each value is accompanied by a short description and a blank space. Your goal is to rank each value in its order of importance to you for each of the two lists. Study each list and think of how much each value may act as a guiding principle in your life. To begin, select the value that is of most importance to you. Write the number 1 in the blank space next to that value. Next, choose the value is of second in importance to you and write the number 2 in the blank next to it. Work your way through the list until you have ranked all 18 values on this page. The value that is of least importance to you should appear in Box 18. When you have finished ranking all 18 values, turn the page and rank the next 18 values in the same way. Please do each page separately. When ranking, take your time and think carefully. Feel free to go back and change your order should you have second thoughts about any of your answers. When you have completed the ranking of both sets of values, the result should represent an accurate picture of how you really feel about what’s important in your life. A Comfortable Life _____ a prosperous life Equality _____ brotherhood and equal opportunity for all An Exciting Life _____ a stimulating, active life Family Security _____ taking care of loved ones Freedom _____ independence and free choice Health...
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...stimulus called a stressor and the emotional and physical responses to that stimulus. In retrospect, the irrational and unrealistic demands I placed on myself resulted in the following perceived stressors: time stressor: trying to achieve six months of work into three months interpersonal stressors: “I am not dependable, if I don’t deliver these results.’ career/life stressors: “If I don’t achieve the results then my good professional standing is impacted.” The emotional and physical responses that followed were anxiety. I entered maternity leave completely burnt out and I ended up being treated for high blood pressure in the last month of my pregnancy. 2. How did you manage the situation? To give broader context, one of the key values that I have discovered through Rokeach’s (1973) skills...
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...MOTIVATION AND GLOBAL VALUES Chapter 4 MARS ONE 15–2 http://nyulocal.com/wp-content/uploads/2013/05/Mars_One.jpg http://cosmiclog.nbcnews.com/_news/2013/05/19/18305415-why-sign-up-for-a-one-way-mars-trip-three-applicants-explain-the-appeal?lite MARS ONE 15–3 127 HOURS 15–4 Aron Ralston 127 HOURS 15–5 127 HOURS 15–6 127 HOURS 15–7 MOTIVATION & THE BRAIN One of the best “drug” dealers in the world is your brain. Your brain is wired to release a shot of dopamine each time you achieve one of the following items, e.g.: Eat Exercise Achieve Goals Take Risks Try something new Etc. 15–8 http://www.forbes.com/sites/lewishowes/2012/08/20/motivation-and-productivity/ ??? What is motivation? WHAT IS MOTIVATION? Motivation “Why a person does something” Is the process by which a person’s efforts are energized, directed, and sustained towards attaining a goal. Energy: a measure of intensity or drive. Direction: toward organizational goals Persistence: exerting effort to achieve goals. Motivation works best when individual needs are compatible with organizational goals. Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 15–10 NEEDS VS. WANTS WHAT DO WE NEED? In a group, list what you need at the moment. Categorize the needs based on: Biogenic needs Psychogenic needs Status Power Affiliation Utilitarian needs Hedonic needs MOTIVATION...
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...The media of mass communication have long played a fundamental role in people’s lives. The media informs, persuades, entertains, and even sells. For the most part; mass media is only owned by a few private companies, as we learned in the “media ownership” discussion. According to the “Telecommunications Act of 1996,”, this act was to spawn some competition the broadcast companies. It also eased the restrictions on the number of television stations one individual company can own. The media, controlled by power corporations and government organizations, has positioned itself to influence people in all manner of ways, but no one group controls the system as a whole. 90% of all television media is controlled by only six broadcast corporations. Media can provide companionship, shape perception. They are fundamental to an informed and educated public.(Pavlik, McIntosh 2004). “An important aspect of digitization is that the boundaries between different media have brought into question, and a presupposition has the developer that we are in an era of media convergence” (Storsul,Fagerjord (2008). Strosul and Fagerjord believe that “blurring the border between media does not have to mean convergence. There is also development toward stronger differentiation of media in which elements from earlier separate media and sectors are combined in new ways.” In communication, there are three forms of interpersonal, intrapersonal...
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...homepage: www.elsevier.com/locate/paid Review Personality, values, and motivation Laura Parks a,*, Russell P. Guay b,1 a b James Madison University, Harrisonburg, VA 22807, United States University of Iowa, Iowa City, IA 52242, United States a r t i c l e i n f o a b s t r a c t In this manuscript we review the constructs of personality and values, clarifying how they are related and how they are distinct. We then relate that understanding to motivation, and propose that personality and values have different influences on different motivational processes. We present a model in which personality and values influence motivation via the motivational processes of goal content and goal striving. Ó 2009 Elsevier Ltd. All rights reserved. Article history: Received 12 November 2008 Received in revised form 19 May 2009 Accepted 1 June 2009 Available online 26 June 2009 Keywords: Personality Values Motivation Goals 1. Personality, values, and motivation Since 1937, when Allport recommended the exclusion of evaluative traits when investigating personality, the constructs of personality and values have rarely been studied together. However, both are expected to influence a variety of behavioral outcomes, and so it seems evident that we should consider both in examining the impact of individual differences on behavior. Yet this practice is so infrequent, there is little understanding of how personality and values are related to one another, much less how they might jointly...
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...com/locate/paid Review Personality, values, and motivation Laura Parks a,*, Russell P. Guay b,1 a b James Madison University, Harrisonburg, VA 22807, United States University of Iowa, Iowa City, IA 52242, United States a r t i c l e i n f o Article history: Received 12 November 2008 Received in revised form 19 May 2009 Accepted 1 June 2009 Available online 26 June 2009 a b s t r a c t In this manuscript we review the constructs of personality and values, clarifying how they are related and how they are distinct. We then relate that understanding to motivation, and propose that personality and values have different influences on different motivational processes. We present a model in which personality and values influence motivation via the motivational processes of goal content and goal striving. Ó 2009 Elsevier Ltd. All rights reserved. Keywords: Personality Values Motivation Goals 1. Personality, values, and motivation 2. Personality Since 1937, when Allport recommended the exclusion of evaluative traits when investigating personality, the constructs of personality and values have rarely been studied together. However, both are expected to influence a variety of behavioral outcomes, and so it seems evident that we should consider both in examining the impact of individual differences on behavior. Yet this practice is so infrequent, there is little understanding of how personality and values are related to one another, much less...
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...The Real Value of Authentic Leaders: A Values-centric Model to understand Follower Behaviors Abstract Deriving from the literature on values, we propose a model which answers the call from scholars to examine the underlying processes through which authentic leadership impacts followers’ behavior and performance. We propose that by developing intrapersonal and interpersonal continuity in their followers’ values (value salience and person-supervisor value congruence respectively), authentic leaders could enhance followers’ task performance and organizational citizenship behavior, and reduce counterproductive work behavior. The model also contributes to research on values by examining the psychological and contextual factors, i.e. person-organization value congruence and self-concept clarity, which moderate the relationship between authentic leadership, value congruence and follower outcomes. Introduction Having witnessed several failures of corporate and economic machinery in the recent past, management scholars have been forced to look into the underlying reasons thereof from several different perspectives. As a fundamental shift in focus onto softer aspects of corporate leadership, leaders are being increasingly scrutinized for their leadership styles and moral values. Through this paper, we aim to contribute to a growing area of research in this domain by proposing a theoretical model to understand how leaders’ attitudes and values impact followers’ behavior and performance...
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...The power behind the recent surge in Asia’ economy may have developed from the s tenets of one of that continent’ earliest philosophers. s The Confucius Connection: From Cultural Roots To Economic Growth Geert Hofstede Michael Harris Bond J n 1968,the late Nobel-prize-winning mist Gunnar Myrdal published Asian Drama that described tions into the failure in South ment policies different Korea, econo- a book entitled his investigadevelopAsia. a very South however, countries Malaysia, some South and Southeast Asian besides Singapore, such as India, Thailand, and Indonesia drama), (the very also show signs of of economic scene of Myrdal’ s and Southeast drama: Kong, Japan, Twenty years later, we are experiencing kind of Asian Taiwan, Hong an economic takeoff. World Bank data on the average annual growth product rate of per capita gross national the East Asian (see Exhibit 1) confirm and Singapore are now outperforming the United States and Western Europe economically. Western markets are flooded with high-quality, hightechnology products “made in Asia”; the production of cameras, TV sets, and domestic appliances has all but ceased in many Western countries, the automobile business has suffered severely, and President Reagan has had to violate his free-trade principles to save the U.S. microchip industry. It is true that most of the competition is from East, rather than from South or Southeast Asia; lead. The Five Dragons, as these countries...
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...CHALLENGE OF FINANCIAL SERVICES BRANDING: MAJORING ON CATEGORY OR BRAND VALUES? Leslie de Chernatony and Fiona Harris August 2000 00/6 ISBN 0 7492 3535 7 Open University Business School, 2000 The Challenge of Financial Services Branding: Majoring on Category or Brand Values? THE CHALLENGE OF FINANCIAL SERVICES BRANDING: MAJORING ON CATEGORY OR BRAND VALUES Abstract Research suggests that emotional values are more sustainable than functional values. It is argued that in the services sector the key to sustainable brand differentiation is a unique set of emotional values. This paper examines the nature of financial services brands’ values and finds that they tend to focus on functional category values rather than unique emotional brand values. A lack of congruency between brand team members’ perceptions of their brands’ values and a lack of correspondence with their brands’ espoused values were also noted. Keywords: brand values, services brands, financial services 1. Introduction A brand is a multidimensional construct involving the blending of functional and emotional values to match consumers’ performance and psychosocial needs (de Chernatony and Dall’Olmo Riley, 1998). One of the goals of branding is to make a brand unique on dimensions that are both relevant and welcomed by consumers (de Chernatony and McDonald, 1998). One of the problems marketers face is going beyond the values that consumers consider when they want to buy the benefit of the category...
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... | |Study of work value preferences on the basis of demographics of employees in a private organization | |Dissertation | | | Table of Contents Chapter 1 Introduction 2 1.1 Concept: What are Values? 2 1.2 Work Values 3 1.3 Types of Work Values 4 1.4 Research Questions 6 1.5 Research Gaps 6 Chapter 2 Research Design 2.1 Literature Review 7 2.2 Need of the Study 8 2.3 Objectives of the study 8 2.4 Hypotheses 9 2.5 Ethical Considerations 9 2.6 Research Methodology 10 2.6.1 Population and Research Area 10 2.6.2 Sampling 10 2.6.3 Sample Size 10 2.6.4 Time Frame 11 2.6.5 Data Collection 11 2.6.6 Data Analysis 11 2.6.7 Sample Profile 12 2.6.8 Limitations of the study 12 References 10 Questionnaire 12 CHAPTER 1 INTRODUCTION The intensifying value emergency in the modern societies is transmitting its malevolence darkness in every sphere of our life. The society has progressed in wide range of subjects...
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...Given Focus: Regulating individual behavior is the basic yet essential approach to managing organizational output. Analysis: Value and personality + other factors e.g. cultural or physical environments → Individual behavior → Organizational output Content 1. Organizational Output by Individual Behavior 2. Individual Behavior 2.1 Definition 2.2 Types & Causes 2.2.1 Task Performance 2.2.2 Organizational Citizenship 2.2.3 Counterproductive Work Behaviors 2.2.4 Joining and Staying with the Organization 2.2.5 Maintaining Work Attendance 3. Value & Individual Behavior 4. Personality & Individual Behavior 5. Conclusion 1. Organizational Output by Individual Behavior Some people say organizational output is affected by individual behavior. To examine the statement, let us firstly take a look at individual behavior. 2.2.3 Counterproductive Work Behaviors (CWBs) Counterproductive work behaviors are known as voluntary behaviors that have the potential to directly or indirectly harm the organization1. These behaviors can be intentional or unintentional and result from a wide range of underlying causes and motivations. The variety of acts that are considered CWBs has led to attempts by researchers to create a coherent typology of CWBs. One four-class typology of CWBs divided the CWBs into the following categories: 1. Production deviance - involving poor attendance behaviors like leaving early, intentionally working slow, or taking unnecessarily long breaks; 2...
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