UNIT I – HUMAN VALUES
I. VALUES
A. Definition:
1. V alues are ideas thatguide us in action– similarto plans, goals, or intentions but concernmannerof action,
not outcomes.
2. Defined inOrganizational Behaviouras collectiveconceptions of what is considered good, desirable, and
proper, or bad, undesirable, and improper in a culture.
3. M. Haralambos:“A value is a belief that somethingis good and desirable.”
4. R.K. Mukherjee: “Values aresocially approved desiresand goals internalizedthrough conditioning, learning,
or socialization.”
5. Zaleznik & David:“Values are ideas in the mind thatattach degrees of goodnessto activities and
relationships.”
6. Key idea: Values differ for each person : what one values and how strongly they value it both vary.
7. Can be specific (e.g., honouring parents, owning a home) or general (health, love, democracy).
8. Defined as a concept of the desirable, an internalized standard of evaluation guidingjudgments in everyday
life.
9. Core values are learned early in life from family, friends, school, neighbourhood, media, and society.
B. Characteristics of Values
. Practical in nature, strategic context
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2. Provide standards of competence and morality.
3. Beyond specific situations or persons – universally applicable.
4. Influenced by culture, tradition, internal & external factors.
5. Relatively permanent, central to one’s personality.
6. Loaded with emotional & judgmental content.
7. Vary across cultures and individuals.
8. Play a role in man’s basic impulses, integration, social relations, and moral conduct.
9. They mould the ideal dimensions of personality and depth of culture.
10.Become part of personality and workplace compass – influence satisfaction, teamwork, and synergy.
11.Shared and reinforced
C. Types of Values
Terminal Values
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● nd goals most desirable to humans.
● Represent desirable end-states of existence.
● Examples:Happiness, self-respect, recognition, innerharmony, professional excellence,
prosperous life.
Instrumental Values
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● oncern acceptable modes of conduct or means of achieving terminal values.
● Examples:Honesty, sincerity, ethics, ambition, courage.
Rokeach Value Survey
II. ETHICS – MEANING, NATURE, AND TYPES
A. Definition
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1 erived from Greek “ethikos” → relating to morals.
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2. Dictionary meaning: “Moral principles that govern a person’s behaviour or conducting of an activity.”
3. Latin root:MosorMores→ guiding rule of life.
4. Clifford G. Christians (1998):“The liberal arts disciplinethat appraises voluntary human conduct as right
or wrong with reference to determinative principles.”
5. In practice: Ethics helps in decision-making during moral dilemmas.
. Concerned with rightness or wrongness of actions, motives, and outcomes.
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7. Ethics = Moral philosophy – defines standards of right, obligations, justice, fairness, and benefits to society.
B. What Ethics isNOT
As highlighted byVelasquez et al. (1987):
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1 ot just feelings: Feelings can conflict with ethical reasoning.
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2. Not the same as religion: Ethics apply to all; religion applies only to followers.
3. Not equivalent to law: Legal ≠ ethical (e.g., slavery, apartheid, euthanasia).
4. Not what society accepts: Societal norms can allow unethical behaviour; ethics go beyond public opinion.
C. Properities
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1 ormative science → deals with standards of whatoughtto be.
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2. Helps in deciding human conduct – good vs evil, right vs wrong.
3. Ethics develops moral duty and code of conduct.
4. Involves rational analysis of moral problems.
5. Builds a framework for social harmony and justice.
D. TYPES OF ETHICS
1. Personal Ethics
● Includes individual values and moral qualities.
● Influenced by family, culture, religion, education, experiences.
● Examples: belief that racism is wrong; support or opposition to abortion.
● Chosen and changeableby individual reflection andgrowth.
2. Common Ethics
● hared by majority in a community or society.
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● Concern universal moral principles.
● Examples: killing for pleasure is wrong, stealing is unjust.
● Must remain broad and general to avoid disagreement.
3. Professional Ethics
● ules imposed on members of a profession or workplace.
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● Govern professional behaviour, responsibility, and confidentiality.
● Examples: doctors – patient privacy; journalists – truthfulness; lawyers – honesty.
● Violation → loss of trust and reputation.
E. FOUR BRANCHES OF ETHICAL STUDY
● eta-ethics: Ethical philosophy that analyses the meaning and scope of moral values.
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● Descriptive ethics: The branch of ethics that deals with psychology, sociology, anthropology, etc.
● Normative Ethics: The study of the moral course of action through practical means.
● Applied ethics: This branch tells us how we can achieve moral outcomes, in a particular circumstance.
F. DIFFERENCE BETWEEN ETHICS AND VALUES
Basis Ethics Values
Meaning uidelines for conduct that
G Principles and ideals that help individuals
address questions about morality. judge what is important.
Nature System of moral principles. Stimuli for thinking and judging.
Consistency Uniform across society. Varies from person to person.
Tells What is morally correct or incorrect in a situa What we want to do or achieve.
Determines Rightness or wrongness of actions. Level of importance or priority.
Function Constrains behaviour by rules. Motivates behaviour by desire.
III. MORAL VALUES
A. Definition
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1 tandards of good and evil guiding human behaviour and choices.
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2. Derived from society, religion, or self.
3. Dynamic in nature – change with societal laws and norms.
4. Example: shifting moral views onmarriage vs. live-inrelationships.
5. Foundation for ethical behaviour and social order.
B. Theory - WHAT IS MORALITY/MORAL?
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● ullis T et al (1999): define morality as beliefs about what is wrong and right, good and bad.
● Santrock (1995): defines moral as rules and conventions about what people should behave in their
interactions with other people.
● Slavin, R (1988): refers moral to rules that tell people how to communicate with one another and behave,
how to avoid hurting others and how to get along in life generally.
IV. INTEGRITY
A. Defintion
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1 “ The quality of being honest and having strong moral principles.”
2. Staying true to oneself : never doing anything that demeans or dishonours you.
3. Organizational Integrity: Involves the ethical integrity of individual actors,
4. Ethical quality of interactions, And integrity of norms, decision-making, and outcomes in an
organization.
B. Integrity in the Workplace
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1 ork responsibly: focus on duties during work hours.
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2. Avoid misuse of time: save socializing or personal calls for breaks.
3. Report honestly: return excess change or resources.
4. Respect co-workers: show empathy, use appropriate communication.
5. Transparency: keep employees informed about decisions.
6. Follow company policies and procedures.
7. Avoid conflict of interest and refuse unethical requests - even if it risks losing a job.
V. WORK ETHICS
A. Meaning
. A
1 set of moral principles guiding workplace behaviour and decision-making.
2. Reflects the organization’s philosophy, influences productivity, reputation, and success.
3. At the individual level:
a. Work ethic = maintaining moral values while performing job duties.
b. Shapes attitude and performance with integrity and responsibility.
B. Importance of Work Ethic
1. U niform rules & equal treatment: Treat all employees equally and fairly, regardless of race, culture, or religion.
Avoid favouritism: promotes harmony and avoids legal issues.
2. Clear communication: Policies and regulations should be transparent and well-communicated. Encourages trust
between management and staff.
3. Respect for employees: Empathetic behaviour increases morale and loyalty. Allow flexibility during illness or
personal occasions.
4. Freedom & responsibility: Give employees autonomy and trust; avoid micro-management. Assign duties aligned
with expertise; provide training where needed.
5. Fair salary and promotion: Appraisals must be transparent and merit-based. Clear holiday and leave schedules
promote satisfaction.
C. Effects of Work Ethics
. C
1 reates a positive, transparent, and ethical culture, morale and motivation. Promotes leadership accountability.
2. Benefits organization, employees, and society alike.
3. Owner and executive level accountability is a vital function of leadership. Executives, as equally as employees,
are expected to be honest and transparent. Organizations need to abide by ethical norms; all of which benefit
the consumer, the society and the firm.
D. Core Ethical Elements in Organizations(4)
- Written Code of Ethics and [Link] training for all staff. Advisory support for ethical dilemmas.
Confidential reporting systems (e.g., whistleblowing channels).
VI. RESPECT FOR OTHERS
A. Meaning
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1 rom Latin“respectus”= attention, regard, consideration.
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2. Defined as esteem for the worth or excellence of a person, their qualities, or actions.
3. Means valuing others without judgment — accepting differences.
4. Involves honouring people’s dignity, rights, opinions, and identity.
5. Self-respect is foundational — one must value oneself to respect others.
B. Types of Respect
- Self-respect, for Others (Tolerating and understanding differences) , for Social Norms, for National Symbols, for
Human Beings (human rights), for Nature, for Family, for Values, for Culture. (Recognizing and appreciating
diversity, dont impose or judge for other customs).Key idea:“Respect others as you wish to be respected.”
VII. LIVING PEACEFULLY
A. Meaning: Living peacefully = living harmoniously with yourself, others, and all beings.
● It is both an inward (cultivating calmness, emotional balance, and self-acceptance) and outward
process(showing respect, love, and tolerance)
VIII. How to Create a Peaceful Workplace
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1 ork–Life Balance (flexible working hours, family support policy, leaves, mentalhealth of employee)
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2. Encourage Open Communication (transparent dialogue, feedback sesh, safe spaces, reduces conflict)
3. Offer Training (skill dev & ethical training, awareness sessions on harassment, dv, mental wellbeing)
4. Be Community-Minded (team bonding, retreats, volunteering events)
5. Reduce Stress (flexibility, open comm, yoga, healthy snacks)
IX. CARING AND SHARING
A. Definition:
1. C aring :Displaying kindness and concern for others.Involves feelings of love, compassion, empathy, and
responsibility.
2. Expressed through helping others, providing support, or showing understanding.
Sharing:
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1 iving a part or share of something to others. Implies dividing, distributing, and using something in common.
2. Examples: sharing food, ideas, time, or knowledge.
B. Knowledge Sharing and Best Practices
● A
ctivity through which knowledge (information, skills, experience) is exchanged among colleagues, friends, or
organizations. Promotes learning, innovation, and cultural change.
C. Benefits of Knowledge Sharing
1. F osters Innovation and Productivity: Creative and efficient employees. Keeps the company updated with
new trends and strategies.
2. Encourages Collaboration and Feedback: Promotes mutual learning and continuous improvement.
3. Creates a More Involved Workforce: Employees feel valued and connected. Trust and engagement.
4. Develops Individual Experts: Improves skills and confidence. Creates a team of specialists.
5. Reduces Business Costs and Time: Avoids repetition of mistakes. Resources through shared experience.
D. Ways to Create a Knowledge-Sharing Culture (7)
1. T
ransparent Communication, 2. Scheduled Meetings, 3. Engaging Conversations, 4. Promote informal
discussions for new ideas. 5. Sharing Success Stories, 6. Open-Door Policy (eliminates barriers to asking), 7.
Knowledge Base Creation: Maintain digital or physical platforms for shared resources.
E. Benefits of Sharing Best Practices (9)
- Nurtures Learning Culture, Identifies Knowledge Gaps., Encourages Creative & Innovative Ideas, Enables
Better Decision-Making, Improves Efficiency & Competence, Builds Supportive Corporate Community,
Provides Internal Knowledge Base, Reduces Loss of Know-How, Cuts Down Costs and Time.
F. Building a Culture of Caring (7)
now what motivates employees → Be a transparent leader → Empower employees to take initiative → Be
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clear about performance goals → Focus on strengths, not weaknesses → Provide competitive compensation →
Reward and celebrate employee achievements.
X. HONESTY“Honesty is not just telling the truth— it’s living it.”
A. Meaning
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1 facet of moral character that includes: Integrity, truthfulness, loyalty, fairness, and sincerity.
2. Denotes absence of lying, cheating, or theft.
3. Represents the highest quality of human character - the foundation of trust.
B. Importance
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1 rings peace of mind and self-respect.
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2. Builds trust, loyalty, and reputation in personal and professional life.
3. Creates a positive work culture based on reliability and transparency.
4. Dishonesty leads to stress, anxiety, and loss of credibility.
C. Tips to Foster Honesty in the Workplace (5)
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1 e Non-Judgmental: Allow employees to express opinions freely. Listen actively and respectfully.
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2. “Clear the Pipes” Sessions: Staff can voice frustrations. Prevents misunderstandings and unresolved conflicts.
3. Implement Feedback: Take real action on suggestions - shows that honesty matters.
4. Hold Employees Responsible: Encourage constructive criticism with facts and solutions.
5. Communicate Positives and Negatives: Maintain transparency, Celebrate achievements and discuss areas for
improvement openly.
XI. VALUING TIME“Those who value time, value life.”
A. Meaning
In transport economics →Value of time= opportunitycost of time spent on a journey.
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● General meaning: Time is a rare resource — once lost, it cannot be recovered.
● Valuing time means using time effectively and purposefully to achieve goals.
B. Importance
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● ime management leads to productivity, punctuality, and personal growth.
● Reflects discipline, respect, and professionalism.
● Saves energy, reduces stress, and enhances decision-making.
C. Time Management Strategies
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1 et Goals: Clearly define objectives and priorities to stay organized.
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2. Prioritize Tasks: Arrange work into daily, weekly, and monthly goals. Focus on tasks with the greatest impact.
3. Break Down Tasks: Divide large goals into smaller, manageable steps.
4. Time Blocking: Allocate specific blocks of time for focused work.
5. Delegate: Assign tasks to others where appropriate.
6. Eliminate Distractions
7. Use the Pomodoro Technique: Alternate focused work sessions with short breaks to sustain focus.
8. Log Your Time: Track when you’re most productive and schedule difficult work accordingly.
9. Manage Stress: Recognize limits, rest adequately, and maintain balance between work and relaxation.
XII. COOPERATION
A. Meaning
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● erived from “co-operate” =to work together towarda common goal.
● Reflects the idea “United we stand, divided we fall.”
● In the workplace, it means a healthy environment where employees workwitheach other, notagainsteach
other.
B. Importance of Cooperation in the Workplace
1. Synergy
● C
oined by Aristotle — humans aresocial animalsbynature. Synergy = combined effort greater than
individual efforts.
. Win–Win Situation “It is through cooperation, rather than conflict, that your greatest successes will be
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derived.” —Ralph Charell.
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utual success for all parties, organizational growth and better conflict management. Reduces grudges and
fosters teamwork.
. Moral - High cooperation = high employee morale and enthusiasm. Builds trust, motivation, and willingness
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to go beyond assigned duties. Poor cooperation leads to low morale and reduced performance.
. Competition - Healthy competition boosts performance; unhealthy competition harms teamwork.
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Cooperation ensures that individual ambition supports team success.
. Persistence - Cooperation must be cultivated continuously. Management should, form teams, assign joint
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projects, and reward collective results.
C. Benefits of Cooperation
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1 educes unproductive competition and internal conflicts.
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2. Promotes knowledge sharing and peer learning.
3. Encourages effective communication and mutual respect.
4. Simplifies goal achievement through teamwork.
5. Builds unity, motivation, and alignment with organizational vision.
XIII. COMMITMENT
A. Meaning
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● efinition:A promise or firm decision to do something.
● In organizations: psychological attachment an employee has to the company.
● Reflects loyalty, dedication, and responsibility toward the organization’s goals.
B. Importance
D
● etermines whether an employee will stay long-term and work passionately.
● Predicts job satisfaction, engagement, leadership quality, and performance stability.
● High commitment = high productivity and morale. Low commitment = turnover, absenteeism, and poor culture.
C.Three Components of Organizational Commitment(Meyer& Allen Model)
1. Affective Commitment –“I want to stay.”
- motional attachment to the organization. Employees identify with company goals and values. They feel
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valued and proud of being part of the organization. Acts as ambassadors of the company.
2. Continuance Commitment –“I need to stay.”
- ased on costs of leaving [fear of loss (income, prestige, friends)], Driven by lack of alternatives or
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dependence on current benefits. Involves risk-based loyalty rather than emotional connection.
3. Normative Commitment –“I ought to stay.”
- riven by a sense of moral obligation or duty. Feels staying is the right thing to do (e.g., after
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company-sponsored training). Based on ethical, moral, or gratitude-based loyalty.
Key Insights - Effective organizations nurture all three types of commitment. Focus on effective commitment
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to build genuine engagement. Commitment = bridge between individual values and organizational goals.
IV. EMPATHY “Empathy is seeing with the eyes ofanother, listening with the ears of another, and feeling
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with the heart of another.” —Alfred Adler
A. Meaning
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1 erived from Greek“em” (in)+“pathos” (feeling)→“in feeling.”
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2. Empathy = the ability to understand and share the feelings of another person.
3. Goes beyond sympathy — it is feeling with someone, not just feeling for them.
4. Key element in emotional intelligence, leadership, and ethical relationships.
B. Importance of Empathy
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1 uilds trust and connection between individuals and teams.
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2. Promotes mutual respect, compassion, and understanding.
3. Encourages helping behaviour and reduces conflict.
4. Makes leaders more approachable and effective.
5. Enhances customer relations and teamwork.
6. Forms the foundation of humane and ethical decision-making.
C. Common Practices of High-Empathy Organizations
1. C aring about Culture - Foster a positive, engaging, and rewarding workplace. Strong culture enhances
performance and customer experience.
2. Transparency : Be open about challenges; (World Economic Forum, 2016)
3. Sharing the Brand’s Story: Connect people to the brand’s origins. Humanize the organization beyond
profit.
4. Empathetic Social Media- Communicate authentically with stakeholders. Use platforms for honest,
human dialogue.
5. Customer Complaints as Insight - Treat feedback(especially negative) as learning opportunities.
6. Ethical Focus- Ask “Should we?” not just “Can we?”. Uphold strong ethics for lasting trust.
D. Empathy vs Sympathy
Empathy Sympathy
Feelingwithsomeone. Feelingforsomeone.
Deep emotional connection. Surface-level pity or concern.
Involves understanding, listening, and action. May stop at emotion without action.
XV. SELF-CONFIDENCE
A. Meaning
● B
elief in one’s abilities, judgment, and worth. Enables individuals to act decisively, take responsibility, and
face challenges positively. Comes from self-awareness, competence, and self-acceptance.
B. Characteristics of a Self-Confident Person
- alm and assertive: speaks and acts with clarity. Optimistic outlook: sees problems as opportunities. Open to
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feedback: learns from mistakes. Courageous: ready to take initiative. Emotionally balanced: handles criticism
or failure constructively. Self-motivated and independent.
C. Building Self-Confidence
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1 elf-awareness: know your strengths and weaknesses.
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2. Positive self-talk: replace doubt with affirmations.
3. Skill development: competence builds confidence.
4. Set and achieve small goals: success reinforces belief.
5. Body language: stand tall, maintain eye contact.
6. Preparation: readiness reduces fear and hesitation.
7. Surround yourself with positive influences.
8. Learn from setbacks — treat them as lessons, not failures.
D. Benefits of Self-Confidence
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● eads to better decision-making and problem-solving. communication and leadership.
● Resilience and persistence. Attracts trust and respect from others.
XVI. CHARACTER“Knowledge gives power, but charactergives respect.” —A.P.J. Abdul Kalam
A. Meaning
● he sum total of an individual’s moral and ethical qualities.
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● Defines how a person behaves when no one is watching.
● Rooted in integrity, honesty, courage, and loyalty.
● Often described as “the foundation of all other values.”
. Components of Good Character : Integrity (doing right consistently), Respect, Responsibility(accepting
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consequences of actions), Fairness, Caring: showing compassion and kindness. Citizenship: contributing to
community and society.
C. Importance of Character in businesses:
a. O rganizations that value honesty, integrity, and good character attract employees with strong work
ethics and high morale, creating a positive and productive environment.
b. Good character across all levels - workers, sales staff, and management—is essential for business
success, profitability, and reputation.
c. Internal activities: Poor character (e.g., laziness, dishonesty) leads to low productivity, poor quality,
and higher costs. Good character ensures efficiency and teamwork.
d. External activities: Rude or unreliable employees can cause lost customers and business. Integrity
and professionalism strengthen relationships with clients and suppliers.
e. Upper management: Leaders set the ethical tone. Their integrity shapes company reputation and
employee behavior. Poor character at the top causes turnover and damages trust.
D. Character vs Personality
Character Personality
Reflects inner moral values. Reflects external behaviour and style.
Stable and permanent. Can change with environment or mood.
Based on ethics and conscience. Based on social adaptability and presentation.
XVII. SPIRITUALITY “Being good by choice, not byfear.”
A. Meaning
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● erived from“spiritus”→ meaning breath, life, orsoul.
● Refers to awareness of the inner self and connection with something greater than the individual (the
divine, nature, or the universe).
● Not the same as religion — spirituality ispersonal,universal, andexperience-based.
● Helps individuals find purpose and meaning in life.
● Promotes peace, compassion, humility, forgiveness, and inner strength.
● Encourages a balanced life - harmony between body, mind, and spirit.
● A spiritual person is not driven by ego or materialism, but by values and conscience.
B. Features of a Spiritual Person
- Self-awareness, Compassionate, Disciplined, Detachment from materialism, Trust in the divine order
(accepts life’s ups and downs gracefull) Sees unity in diversity.
C. Spirituality in the Workplace
1. S earch for Meaning at Work: Employees seek purpose beyond material rewards. Alignment of work with
spiritual values (honesty, integrity, kindness) gives meaning and fulfillment.
2. Improved Organizational Performance- Spirituality creates ethical, satisfied, and committed employees.
3. Reaction to Corporate Greed- Emerged as a response to greed, downsizing, and workplace injustice.
Workers now value integrating personal ethics and purpose into professional life.
4. Need for Human Connection - Modern bureaucratic systems cause isolation. Spirituality fosters
connection, community, and belonging at work. Promotes support, openness, and genuine relationships
among employees.
XVIII. INDIAN VALUES
A. Purusharthas – The Four Aims of Life
(As per Indian philosophy, every person should pursue these four in balance)
Purushartha Meaning Key Ideas
. Dharma
1 uty, ethics, and moral
D oundation of all other aims. Uphold truth,
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(Righteousness) values justice, and harmony.
2. Artha (Wealth) aterial prosperity, career,
M arn wealth ethically; essential for social
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and success welfare and personal stability.
3. Kama (Desire) leasure, love, emotional
P ust be pursued responsibly and within the
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satisfaction bounds of Dharma.
4. Moksha (Liberation) reedom from the cycle of
F ighest goal – attained through knowledge,
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birth and death self-realization, and detachment.
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● alanced life: Dharma must guide Artha and Kama, leading finally to Moksha.
● Moral order: Spiritual growth and ethical living go hand in hand.
● Promotes inner peace, social harmony, and holistic development.
B. Nishkam Karma – Desireless Action
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● aught by Lord Krishna in the Bhagavad Gita.
● Means acting selflessly, without attachment to the results.
● Focus on duty (Karma), not on reward (Phala).
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● ncourages equanimity in success or failure.
● Builds mental discipline, humility, and peace.
i. Principles of Nishkam Karma
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1 erform duties with sincerity and dedication.
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2. Detach from outcomes — accept whatever results come.
3. Eliminate ego — view yourself as an instrument of divine will.
4. Focus on righteousness (Dharma) rather than personal gain.
5. Serve others selflessly — leads to inner purity and freedom from stress.
ii. Benefits - Promotes inner peace and satisfaction. Reduces stress, anxiety, and ego-driven actions. Builds
trust and moral strength in professional and social life.
XIX. RELIGION AND HUMAN VALUES
A. Meaning of Religion
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● erived from Latin“religare”→to bind or connect.
● Religion = a system of faith and worship connecting humans with a higher power.
● Provides moral discipline, spiritual direction, and a sense of belonging.
B. Religion and Values
A
● ll religions emphasize truth, compassion, justice, tolerance, forgiveness, and non-violence.
● Religion strengthens moral and social order by shaping ethics and conscience.
● Promotes universal brotherhood and equality.
C. Key Religious Teachings on Values
Religion Core Values
Hinduism Dharma (righteous duty), Ahimsa (non-violence), truth, detachment.
Buddhism Compassion, mindfulness, moderation, self-control.
Christianity Love, forgiveness, humility, service.
Islam Justice, charity (Zakat), honesty, peace.
Sikhism Equality, selfless service (Seva), courage, devotion.
Jainism Non-violence, truth, austerity, detachment.
D. Religion vs Spirituality
Religion Spirituality
Institutional, organized system of beliefs. Individual, personal experience of inner self.
Based on rituals, scriptures, and traditions. ased on awareness, consciousness, and
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self-realization.
Can vary among cultures. Universal and timeless.