Values in
Organizational
Behaviour
Dr Amit K Lal
Learning objectives
1. Meaning
2. Importance
3. Characteristics
4. Types
5. Factors influencing Values
A simple Question
▪ Is Capital Punishment is good or bad?
▪ Some of you will say “Yes” as you believe it is perfect for
serious crimes like murder.
▪ On the other side some of you will say “NO” as they
believe that no one has the right to take someone life.
▪ Now the question is Why there is a difference in the
answers is because of value which a person hold.
Meaning
▪ A value system is viewed as a relatively permanent perceptual
frame work which influences the nature of an individual’s
behavior. The values are the attributes possessed by an
individual and thought desirable. Values are similar to attitudes
but are more permanent and well built in nature.
▪ Values are generally, tinged with moral flavor and they contain a
judgmental element, involving an individual’s idea as to what is
right, good, desirable.
Importance
▪ Values lay the foundations for the understanding of attitudes and motivation.
▪ Personal value system influences the perception of individuals.
▪ Personal value system influences the way in which a manager views the other
individuals and the groups of individuals in the organisation.
▪ Value system also influences a manager’s decisions and his solutions to the
various problems.
▪ An individual will get more job satisfaction if his values align with the
organization's policies. If the organization's policies are different from his views
and values, he will be disappointed; the disappointment will lead to job
dissatisfaction and decline in performance.
Characteristics
▪ Values provide standards of competence and morality.
▪ Values are fewer in number than attitudes.
▪ Values transcend specific objects, situations or persons.
▪ Values are relatively permanent and resistant to change.
▪ Values are most central to the core of a person.
▪ Values have two attributes-content and intensity. The content attribute stresses
that a particular mode of conduct is important. The intensity attribute specifies
how important it is.
▪ When we rank an individual’s values in terms of their intensity. We obtain the
value system of that person.
Types - Milton Rokeach Classification
▪ An extensive research conducted by the noted psychologist
Milton Rokeach, identifies two basic types of values.
Terminal Values Instrumental Values
Terminal Values
▪ A terminal value is an ultimate goal in a desired status or outcome.
These lead to the ends to be achieved.
▪ Some of the examples are –
Instrumental Values
▪ Instrumental values relate to means for achieving desired ends. It is
a tool for acquiring a terminal value.
▪ Some examples are-
Factors influencing values
1. Family Factors-
▪ The most important factor which influences the value system
of an individual is his immediate family2
2. Social Factors –
▪ Out of all the social factors school plays the most important
role in developing the value system of an individual. The child
learns the basic discipline from the school. Moreover, the
interactions with the teachers, classmates and other staff
members in the schools and colleges make the child inculcate
values important to the teaching-learning process
Factors influencing values
3. Cultural Factors
Cultural factors include everything that is learned and passed on from generation to
generation. Culture includes certain beliefs and other patterns of behaviour. An
individual is a participant in social culture, group culture and organisational culture.
4. Life Experience
▪ A man learns the most from his own personal life experience. Sometimes man
can learn from the experience of others also. In the long run, most of the values
which influence our behavior are validated by the satisfaction we have
experienced in pursuing them. Individuals work out their values on the basis of
what seems most logical to them.
Factors influencing values
5. Personal factors –
▪ personal traits such as intelligence, ability, appearance and educational level of
the person determine his development of values.
6. Role Demand
▪ The role demand refers to the behaviour associated with a particular position in
the organisation. All organisations have some formal and some informal code of
behaviour. Role demand can create problems when there is a role conflict. Thus,
the managers will have to quickly learn the value system prevalent in the
organisation
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