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LESSON 4VALUES, ATTITUDES, AND JOB SATISFACTIONLearning Objectives:•Contrast the three components of an attitude•Summarize the relationships between attitudes and behavior•Compare and Contrast the major job attitudes•Summarize the main causes of job satisfaction•Identify employee responses to dissatisfactionVALUES•Refers to the IMPORTANCE a person attaches to things or ideas thatserves as a guide to ACTION.•Enduring beliefs that one’s mode of conduct is better than the oppositemode of conduct.•It is a set of belief.•Values are “learned”How people learn values?ModellingParents, teachers, friends and other people oftentimes become modelsto persons who would later exhibit good behavior in the workplaceCommunication of attitudesWhen a person often hears from acquaintances the risk of buyingproducts imported from a certain country, the person may develop negativevaluesUnstated but implied attitudesImplied by way of actionReligion−Values are also learned through religion−Just a fair treatment of people is a value that is taught bypriest and minister of various religious sects.Types of Values1.Achievement –this is a value that pertains to getting things done andworking hard to accomplish goals;
2.Helping and concern for others –this value refers to the person’sconcern with other people and providing assistance to those who needhelp;3.Honesty −this is a value that indicates the person’s concern for tellingthe truth and doing what he thinks is right; and4.Fairness –this is a value that indicates the person’s concern forimpartiality and fairness for all concerned.Individual versus organizational ValuesOrganizations have values that may or may not be compatible with thevalues of the individual workers. There is value incongruence if theindividual’s value is not in agreement with the organization’s value. As aresult of incongruence, conflicts may arise over such things as goals or themanner in which the goals will be achieved.Espoused versus Enacted ValuesWhen the company promotes as its own values may be different fromwhat is practiced by the organization’s individual members. As such valuesmay be classified as either (1) espoused, or (2) enacted values.Espoused valuesare what members of the organization say theyvalue. A business organization, for instance, may state that it highly valuesits good relationship with customers. However, if the employees of the saidcompany give priority to calls from relatives and friends rather thanresponding immediately to customer’s inquiries, they are not actuallypracticing the values espoused by the company. Those are reflected in theactual behavior of the individual members of the organization are referred toasenacted values.
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