Chapter THREE

Values & Person Job Fit

Values
Definition: Mode of conduct or end state is personally or socially preferable (i.e., what is right & good)
Terminal Values
Desirable End States

Instrumental Values
The ways/means for achieving ones terminal values

Value System: A hierarchy based on a ranking of an individuals values in terms of their intensity.

Importance of Values
Provide understanding of the attitudes, motivation, and behaviors of individuals and cultures. Influence our perception of the world around us. Represent interpretations of right and wrong. Imply that some behaviors or outcomes are preferred over others. Managers consistently report that the action of their bosses is the most important factor influencing ethical and unethical behavior in their organizations.

Types of Values - Rokeach Value Survey

Terminal Values Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime.

Instrumental Values

Preferable modes of behavior or means of achieving ones terminal values.

Values in the Rokeach Survey

Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).

Values in the Rokeach Survey (contd)

Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).

Mean Value Rankings of Executives, Union Members, and Activists

Source: Based on W. C. Frederick and J. Weber, The Values of Corporate Managers and Their Critics: An Empirical Description and Normative Implications, in W. C. Frederick and L. E. Preston (eds.) Business Ethics: Research Issues and Empirical Studies (Greenwich, CT: JAI Press, 1990), pp. 12344.

Dominant Work Values in Todays Workforce

Values, Loyalty, and Ethical Behavior

Ethical Values and Behaviors of Leaders

Ethical Climate in the Organization

Hofstedes Framework for Assessing Cultures

Power Distance The extent to which a society accepts that power in institutions and organizations is distributed unequally.

Low distance: relatively equal power

between those with status/wealth and those without status/wealth

High distance: extremely unequal power

distribution between those with status/wealth and those without status/wealth

Hofstedes Framework (contd)

Individualism The degree to which people prefer to act as individuals rather than a member of groups.
Vs.

Collectivism A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

Hofstedes Framework (contd)

Masculinity The extent to which the society values work roles of achievement, power, and control, and where assertiveness and materialism are also valued.
Vs.

Femininity The extent to which there is little differentiation between roles for men and women.

Hofstedes Framework (contd) Uncertainty Avoidance

The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
High Uncertainty Avoidance:

Society does not like ambiguous situations & tries to avoid them.
Low Uncertainty Avoidance:

Society does not mind ambiguous situations & embraces them.

Hofstedes Framework (contd)

Long-term Orientation A national culture attribute that emphasizes the future, thrift, and persistence.
Vs.

Short-term Orientation A national culture attribute that emphasizes the present and the here and now.

Organizational Culture Profile (OCP)

Useful for determining person-organization fit Survey that forces Strengths choices/rankings of and ones personal values development Helpful for identifying opportunities most important values to Internal look for in an Colleagues / Peers organization (in efforts Perception to create a good fit)
Managers Perception

How leadership behaviour impacts on others

External Colleagues/ Customers Perception

Comparison of Performance self against perceptions business against those competencies Direct of others
Reports Perception

Person Job fit

Achieving Person-Job Fit

Personality-Job Fit Theory (Holland) Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

Personality Types
Realistic Investigative

Social
Conventional Enterprising

Artistic

Personality Types and Sample Occupations

The career clusters used in this presentation are based upon the research and development work of the vocational psychologist Dr. John Holland. Information was found on the University of Waterloo Website

Six Thinking Hats Edward Debono

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Six Thinking Hats

WHITE

is neutral and objective, concerned with objective facts and figures relates to anger and rage, so is concerned with emotions is gloomy, and covers the negative - why things can't be done
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RED

BLACK

Six Thinking Hats

is sunny and positive, indicating hope and positive thinking is abundant, fertile growth, indicating creativity and new ideas is the sky above us, so is concerned with the control and organization of the thinking process
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YELLOW

GREEN

BLUE