PROFESSIONAL MASTER IN BUSINESS ADMINISTRATION

MODULE
ORGANIZATIONAL BEHAVIOUR

TYPE OF ASSESSMENT
ASSIGNMENT

LECTURER
MR RONALD HO

PREPARED BY
NAME MATRIC NUMBER

DUE DATE
5 JANUARY 2025

INSTRUCTIONS:
1. This is an individually typed-written assignment.
2. Please read the questions carefully and answer ALL questions in this question paper.
3. Please write your answer(s) in this question paper.
4. Please use New Times Roman font 12, spacing 1.5.
5. Please submit your assignment (in WORD format) and email to
supportmba@[Link]
6. This assignment carries 40% towards your final assessment.
QUESTION 1

(a) Define the term ‘values’. (5 marks)

(b) Distinguish between ‘instrumental values’ and ‘terminal values’ and give examples for
each value. (10 marks)

(c) Are these values generally stable, or do they change over time? Explain. (5 Marks)

[TOTAL: 20 Marks]

PLEASE WRITE YOUR ANSWER BELOW THIS LINE

a) In the field of organizational behavior, the term values refers to the core principles or
beliefs that individuals or groups hold as important, which serve as guiding forces in
their behavior, attitudes, and decision-making processes. Values are deeply ingrained
and often shape how people perceive situations, set priorities, and interact with others.
In an organizational context, values are crucial in determining how employees align
themselves with the culture, goals, and practices of the organization, as well as how
they approach their work and relationships with colleagues.
Values in organizations typically operate at two levels: individual and organizational.
Individual values are the personal beliefs that influence an employee's work ethic,
communication style, and decision-making. These values are shaped by factors such
as upbringing, cultural background, education, and personal experiences. For
example, an employee who values honesty will emphasize transparency and integrity
in their professional interactions. Organizational values, on the other hand, are the
shared principles that define the organization's identity and culture. These values are
often formalized in mission statements, codes of conduct, and corporate goals.
Examples include innovation, customer satisfaction, teamwork, and sustainability.
Together, these values create a framework for how employees are expected to behave
and how the organization interacts with stakeholders.
The alignment between individual and organizational values is critical for achieving
harmony and success within the workplace. When employees' personal values
resonate with organizational values, it fosters job satisfaction, motivation, and loyalty.
This alignment can also enhance teamwork, as shared values create a sense of unity
and purpose. Conversely, misalignment can lead to conflicts, reduced engagement,
 and even attrition, as employees may feel disconnected from the organization's
mission and culture.
Moreover, values influence organizational behavior by shaping ethical standards and
decision-making frameworks. For instance, in an organization that values diversity
and inclusion, leaders are likely to prioritize equitable hiring practices and create an
environment where all employees feel valued and respected. Thus, values not only
guide individual and collective behavior but also serve as a foundation for cultivating
a positive, productive, and ethical organizational culture.

b) In the study of organizational behavior and personal value systems, instrumental

values and terminal values are two interrelated but distinct types of values introduced
by Milton Rokeach in his Value Theory. These two categories help to explain how
individuals prioritize their behaviors and life goals, shaping their attitudes, decision-
making, and overall approach to life and work.
Terminal values refer to the ultimate life goals or end states that individuals aspire to
achieve. These values are focused on "what" people want to accomplish in life,
representing the desired outcomes or purposes they deem most meaningful. Terminal
values often provide individuals with a sense of direction and purpose, acting as a
guiding vision for their actions. Examples of terminal values include achieving
happiness, inner peace, personal success, freedom, equality, and social recognition.
For instance, an employee might prioritize the terminal value of "financial security"
or "professional achievement," which would shape their career choices and long-term
aspirations. Similarly, an organization might value "market leadership" or
"sustainability" as terminal objectives that define its mission.
In contrast, instrumental values are the specific means or methods that individuals use
to reach their terminal values. These values emphasize "how" people behave and the
traits or principles they consider essential for achieving their goals. Instrumental
values often reflect personal characteristics, ethical standards, or preferred approaches
to problem-solving and decision-making. Examples of instrumental values include
honesty, responsibility, diligence, compassion, and creativity. For instance, an
individual who values "personal success" (terminal value) may adopt instrumental
values such as hard work, ambition, and perseverance to achieve that end goal.
Likewise, an organization that prioritizes "customer satisfaction" (terminal value) may
emphasize instrumental values like teamwork, innovation, and reliability.
 The key distinction between these two types of values lies in their focus: terminal
values define the desired end states, while instrumental values outline the behavioral
pathways to reach those states. Both are interconnected, as instrumental values
provide the foundation and strategies for achieving terminal values. Understanding
the difference between the two allows individuals and organizations to align their
goals and actions effectively, fostering both personal growth and organizational
success.

c) Values are often seen as stable because they are deeply ingrained in an individual's
personality, cultural background, and life experiences. They serve as a framework for
making decisions, determining priorities, and guiding behavior, which gives
individuals and organizations a sense of consistency and direction. For example,
values like honesty, integrity, or compassion are usually established early in life
through upbringing, cultural norms, and education, and they act as a moral compass
throughout one's life. This stability is essential, as it allows individuals and
organizations to maintain coherence in their actions and decisions over time.
However, values are not completely static, and they can evolve under certain
circumstances. Significant life events, changing personal circumstances, or exposure
to new ideas and cultures can prompt individuals to reassess and sometimes shift their
value systems. For instance, someone who initially values career success above all
else might prioritize family and relationships after experiencing burnout or starting a
family. Similarly, as people grow older, they may move from valuing ambition and
material wealth to valuing inner peace, community, or spiritual growth. These
changes are often gradual, reflecting an ongoing process of personal development and
adaptation to life's challenges.
Organizations also experience shifts in values, although this process is typically
slower and often driven by external factors such as societal changes, technological
advancements, or evolving consumer expectations. For example, many companies
that historically focused on profit maximization have redefined their core values to
include sustainability, diversity, and social responsibility, aligning themselves with
contemporary global and societal priorities. These shifts often occur to enhance
organizational relevance, improve stakeholder trust, and foster employee alignment
with broader societal values. In conclusion, while values are generally stable and
provide a foundation for consistency in behavior, they are not entirely immune to
 change. Transformative experiences, societal trends, and evolving priorities can lead
individuals and organizations to reassess and realign their values. This balance
between stability and adaptability ensures that values remain meaningful and relevant,
enabling both personal growth and organizational success in a dynamic world.

QUESTION 2

Discuss FIVE (5) common barriers to effective communication, along with detailed
strategies to overcome them.

[TOTAL: 20 Marks]
PLEASE WRITE YOUR ANSWER BELOW THIS LINE
Effective communication is vital for success in both personal and professional contexts.
However, it is often obstructed by various barriers that can distort the intended message or
prevent mutual understanding. Below are five common barriers to effective communication,
along with strategies to address them:
 Psychological Barriers: Fear, anxiety, or lack of confidence can prevent individuals
from expressing themselves openly. For instance, an employee may hesitate to speak
up during a meeting due to fear of criticism. To overcome this, it's important to build
a supportive environment that encourages open dialogue. Providing constructive
feedback, recognizing contributions, and fostering trust can help individuals feel more
confident in expressing their thoughts.
 Information Overload: When too much information is presented at once, the
recipient may struggle to process or retain the key points. For example, sending long,
detailed emails without clarity can confuse the reader. To address this, communicators
should prioritize concise and organized messaging, breaking complex information
into smaller, digestible parts. Using summaries, visuals, or bullet points can help
emphasize the most critical information.
 Non-Verbal Misinterpretations: Non-verbal cues, such as tone of voice, facial
expressions, or body language, can sometimes contradict the spoken message. For
example, a manager may unintentionally appear disinterested during a conversation
by crossing their arms or avoiding eye contact. To mitigate this, individuals should
ensure their verbal and non-verbal communication aligns. Being mindful of body
language, maintaining eye contact, and practicing active listening are key strategies.
  Technological Barriers: Reliance on technology can lead to misunderstandings,
especially in virtual communication where tone and context can be lost. For example,
emails or text messages might come across as curt or unclear. To overcome this,
individuals should clarify the message through follow-ups and avoid relying solely on
written communication for complex topics. Video calls or face-to-face meetings can
help add context and tone.
 Listening Barriers: Poor listening skills, such as interrupting or preemptively
judging the speaker, can impede communication. For example, multitasking during a
conversation reduces attentiveness. To resolve this, individuals should practice active
listening by focusing entirely on the speaker, paraphrasing to confirm understanding,
and asking clarifying questions to ensure comprehension.
In conclusion, overcoming communication barriers requires self-awareness, intentional
efforts, and adaptive strategies. By fostering clarity, attentiveness, and empathy, individuals
and organizations can promote effective and meaningful communication.

***** END OF QUESTIONS *****