...discussion of organization member behaviour (Rue & Byars, 2009). As recent research pointed out that organization member behaviour can be affect by many factors, yet values have long been considered important to explain action in and around organization (Schwartz,1992; Potocan & Nedelko, 2011). In this essay mainly focus on how personal value as a vital diver of working and behaviour. Different person may have different value that leads different thought, attitude and behaviour, whereas understand how value drive a personal behaviour is not only important for a manager but affect the organizational behaviour as well (Collins & Porras, 2002). Therefore, the discussion will emphasize how personal values adjust into a group or an organization; and how personal values influence the organization behaviour. Besides, the discussion will go through the influence of personality to give further discussion on how an individual fit into an organization. The Hofstede’s Cultural Framework and The Big Five Personality Model will be used to explain how value and personality drive individual behaviour. 2.0 Discussion 2.1 Values Values represent a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite mode of conduct or end-state of existence (Robbins & Judge, 2013). Value is a conception, explicit or implicit, that defines what individual or a group regards as desirable (Rue & Byars,...
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...An individual’s effectiveness in the workplace often depends on his/her personality, attitudes and values, along with his/her motivation to succeed. Concurrently, the perception, attitudes and values of colleagues in the workplace play a role in determining the individual’s effectiveness. Understanding these characteristics of employees can be very crucial for organizations to operate successfully. At the same time, it is essential that employees understand the values associated with the organization in order to avoid any conflicting feelings toward the work they are employed to do. By recognizing and appreciating each other’s characteristics and constraints, employees and the organizations they are part of, form a highly-beneficial symbiotic relationship. Thus, it becomes imperative for employees to remain motivated and for organizations to keep them motivated. Personal Reflection Having read and understood the importance of personality, attitudes, values, and motivation to succeed, in the workplace, I reflected upon my own characteristic traits to predict my effectiveness in the workplace. Personality Heredity. A very important factor that determines certain aspects of our personality is heredity. Although heredity is responsible for one’s biological, physiological and psychological makeup, and it plays a major role on the personality characteristics of a child, but as you grow into an adult, it is possible, and highly probable that a lot of these characteristics would...
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...Personality and Individual Differences 47 (2009) 675–684 Contents lists available at ScienceDirect Personality and Individual Differences journal homepage: www.elsevier.com/locate/paid Review Personality, values, and motivation Laura Parks a,*, Russell P. Guay b,1 a b James Madison University, Harrisonburg, VA 22807, United States University of Iowa, Iowa City, IA 52242, United States a r t i c l e i n f o a b s t r a c t In this manuscript we review the constructs of personality and values, clarifying how they are related and how they are distinct. We then relate that understanding to motivation, and propose that personality and values have different influences on different motivational processes. We present a model in which personality and values influence motivation via the motivational processes of goal content and goal striving. Ó 2009 Elsevier Ltd. All rights reserved. Article history: Received 12 November 2008 Received in revised form 19 May 2009 Accepted 1 June 2009 Available online 26 June 2009 Keywords: Personality Values Motivation Goals 1. Personality, values, and motivation Since 1937, when Allport recommended the exclusion of evaluative traits when investigating personality, the constructs of personality and values have rarely been studied together. However, both are expected to influence a variety of behavioral outcomes, and so it seems evident that we should consider both in examining the impact of individual differences on behavior...
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...An individual’s effectiveness in the workplace often depends on his/her personality, attitudes and values, along with his/her motivation to succeed. Concurrently, the perception, attitudes and values of colleagues in the workplace play a role in determining the individual’s effectiveness. Understanding these characteristics of employees can be very crucial for organizations to operate successfully. At the same time, it is essential that employees understand the values associated with the organization in order to avoid any conflicting feelings toward the work they are employed to do. By recognizing and appreciating each other’s characteristics and constraints, employees and the organizations they are part of, form a highly-beneficial symbiotic relationship. Thus, it becomes imperative for employees to remain motivated and for organizations to keep them motivated. Personal Reflection Having read and understood the importance of personality, attitudes, values, and motivation to succeed, in the workplace, I reflected upon my own characteristic traits to predict my effectiveness in the workplace. Personality Heredity. A very important factor that determines certain aspects of our personality is heredity. Although heredity is responsible for one’s biological, physiological and psychological makeup, and it plays a major role on the personality characteristics of a child, but as you grow into an adult, it is possible, and highly probable that a lot of these characteristics would...
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...The Influence of Personality, Brand Personality, Values and Cultural Differences on Consumer Behavior and Service Management Example: McDonald’s Author: David Burtscher Date: 23th of June, 2014 I Abstract This paper presents the constructs of personality and brand personality as well as the construct of values from consumer behavioral view. Furthermore the paper gives a short insight into value related cultural differences. The paper can be arranged into three parts: personality, values and culture. At first the single constructs are described theoretically, then the relationships and differences between the constructs are discussed shortly. As a last step we tried to integrate and apply the theoretical knowledge at a practical example. For this we chose McDonald's. We think McDonald’s is a good choice because it is present all around the world in many different cultures and it also appeals many different customer types. II Table of Contents Abstract..................................................................................................................................................... I Table of Contents ................................................................................................................................... II 1 2 INTRODUCTION ....................................................................................................................1 PERSONALITY AND BRAND PERSONALITY ........................................
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...implies that she has very little value except as an object to be used for sexual gain by men. Furthermore, the lengthy, highly descriptive examination of her character when weighed against the almost nonexistent description of her husband creates such a contrast that the reader feels as if it is wrong for the two to be together. Chaucer begins by very briefly detailing the aspects of herself that she has no control over: she is 18 years old, fair, slender, and delicate. He follows this with a description of each article of clothing she wears. It quickly becomes clear to the reader that Alison is fully aware of how physically attractive she is, and she dresses to show off her finer attributes. She wears highly decorative clothing of embroidered silk rather than a more practical linen or wool. Even her purse, an object that only has to carry belongings, is decorated with silk tassels and “perled with latoun” (line 143). The apron she wears at first suggests some sense of practicality, as she does not want to dirty the clothes beneath it, but it is described as “whit as morne milk” (line 128), which shows the opposite: that this is another ornamental object that is as unsoiled as the rest of her clothing. The unstained white of her apron and undergarments give her the outward appearance of purity, while the reader knows that internally she is far from pure. Following the account of Alison's clothing comes a brief personality description. Rather...
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...Laurie Ewart J3400 Reflection Paper #1 9/18/13 Secondary Research-Chapter 5 As public relations professional, research would be one of the most important aspects of your career. Research should be your first step before launching a new product or marketing plan. If you fail to do the research first, you risk wasting a great deal of time and money on your project. Researching your target marketing is a huge benefit. Secondary research is essentially a summary of data that has already been collected. If you have a question to answer you can easily access the data and analyze it in order to get the answer you are looking for. This is opposed to primary data, which you would have to conduct new research to get the information you need. While secondary research seems to take much less effort, it still had its advantages and disadvantages. One of the main advantages to secondary research is that it is cost and time effective. Since you will not have to conduct the research you would have very little money and time in simply accessing the data from another source. The amount of time you would save by not conducting research you can now spend on analyzing data or any other areas of your plan that it is needed. Another advantage to secondary research is that you have several different sources that you can utilize to find your data. There are many websites that offer this type of information. One of the largest drawbacks of secondary research is that the results are usually...
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...Chapter 4 – Critical Thinking Activity How Long Will You Live? Purpose: To analyze the combined effects of genetic history, personal health habits, socioeconomic status and social and personality characteristics as influences on health and life expectancy. Audience: Explain to a person who has not been studying influences on human development, what you learned by completing this assessment and how you can use information from the class to understand biological and life style choices on life expectancy. Format: Write a short paper 1-2 pages responding to the prompt below. Cite information from your text or another credible source to support the information presented. Use APA formatting, including in-text citations and use of a reference list. Please attach your paper in the DROPBOX provided for this assignment, NOT in the box that says “Comments.” The assignment is worth 10 points. See Rubric on second page for the grading point distribution. Task: After completing the How Long Will You Live assessment (completed in class, or at the end of this document if you were not in class), describe the change in your predicted life expectancy from your beginning life expectancy. What genetic and personal health factors had the most influence on the difference between these figures? What genetic and personal health factors had the least influence? Referring to the information in chapters...
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...explores the hectic journey of the Bundrens as they seek to bury their mother, and valuable lessons are learned along the way. The origins of their journey lead the family to understand that while each person has a different personality and some personalities cooperate better than others, such a relationship cannot be forced. In this case, death is the catalyst which forces the family to embark on their tumultuous...
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...employee in the organization is the key for successful company and that can be achieve by understanding individual differences. Behaviours, values, personalities, and attitudes are different for each person. Considering these diverse traits lead the employees to the most appropriate in achieving organization. Since individuals are different, it is accepted that each employee behave in different ways. The key for companies is meeting individual diversity as a real opportunity and moving it into an advantage. There are three main important individual differences that organisations should focus on, values, personality and attitudes. Values: According to Howard (1988), values are the basic structures of culture. However, values can be applied in management to develop relationships with people. Values can be defined as the beliefs of individual or a group which they have an emotional investment (clegg S. et.al, 2011). Schwartz (1992) describes some values as ‘trans-situational’. These values in one’s life without considering the situation in which you find yourself, they do not change and stay with you. Schwartz (1992; 1996) defines ten important values which are: achievement, benevolence, conformity, hedonism, power, security, self-direction, stimulation, tradition, and universalism. Personality: Psychologists have defined personality as a combination of stable characteristics which clarify the behaviour...
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...The Leadership Quarterly 12 (2001) 133 ± 152 Leadership, values, and subordinate self-concepts Robert G. Lorda,*, Douglas J. Brownb a Department of Psychology, University of Akron, Akron, OH 44325-4301, USA b University of Waterloo, Waterloo, Ontario, Canada Abstract This article discusses two means by which leaders can impact on subordinate self-regulatory processes Ð making particular patterns of values salient and activating specific subordinate selfconcepts. Research indicating compatible structures among values and self-identities is discussed, and it is suggested that such structures are automatically related by networks of mutual activation or inhibition. The potential of this framework for advancing leadership practice and research is also discussed. D 2001 Elsevier Science Inc. All rights reserved. 1. Introduction Most definitions of leadership share the common assumption that leaders influence subordinate's task and social behaviors (Yukl, 1992). However, the leadership literature, in general, has paid little attention to understanding the intervening mechanisms by which leaders influence followers. Instead, much of the research has focused on the relationship between a leader's behavior or traits and subordinates' satisfaction, behavior, and performance (Lord & Maher, 1991). In the present paper, we attempt to partially bridge this gap by focusing on two key intervening mechanisms Ð values and self-concepts Ð that link leader characteristics and important...
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...Respect is a major element of our cultural values. In Pakistan, children are taught to respect their parents, teachers and elders throughout their upbringing. By the time they reach the age of maturity, respecting people around them becomes a major aspect of their personality; whereas in Canada respect seems to be slowly disappearing from their culture. Their children are given too much of freedom at a very small age. Children over there are given the authority to report their parent’s unnecessary strict behavior to the police and be taken away from them. This power that their children are given at a very small age somehow reduces the level of respect they have for their parents or which their parents deserve. Leaving your parents on the mercy of old age homes is a very common practice over there. Once a person gets self-dependent he just leaves his parent’s house and gets shifted to a new one and everyone thinks its okay. In Pakistan, any person who engages in such behavior is considered ill-mannered and such acts are seen as unethical and immoral. We are supposed to respect our parents at all times, even if they are extremely controlling and sons live with their parents and take care of them when they are old and weak because that’s what is the right thing to do. Our parents spend their whole lives working really hard so that they could give us a good standard of life so when they are old and weak it’s our responsibility to ensure that they spend a happy and peaceful life....
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...lacks a high-performance culture is doomed to mediocrity. At a time when enterprises can stretch around the globe, culture is the glue that holds a complex organization together. It inspires loyalty in employees and makes them want to be a part of a team. It motivates people to do the right thing, not just the easy thing. At companies with winning cultures, people not only know what they should do, they know why they should do it. Yet, while business leaders recognize culture’s crucial role, research also indicates that fewer than 10% of companies succeed in building a winning culture. The best companies succeed, we found, on two dimensions simultaneously. First, every winning culture has a unique personality and soul that cannot be invented or imposed. Based on shared values and heritage, the company’s character needs to be discovered from within.Second, winning cultures usually embody six high-performance behaviours that are common to...
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...Stress by Values and Value Conflict DAVE BOUCKENOOGHE MARC BUELENS Department Of People and Organization Vlerick Leuven Gent Management School, Belgium JOHNNY FONTAINE Department of Personnel Management, Work, and Organizational Psychology Gent University, Belgium KARLIEN VANDERHEYDEN Department of People and Organization Vlerick Leuven Gent Management School, Belgium ABSTRACT. The authors investigated the relationships among stress, values, and value conflict. Data collected from 400 people working in a variety of companies in Flanders indicated that the values of openness to change, conservation, self-transcendence, and self-enhancement were important predictors of stress. Participants open to change reported less stress, whereas participants who had high scores on conservation, self-enhancement, and self-transcendence perceived more stress. People who reported high value conflict also experienced more stress. Separate analyses for men and women showed that there were gender differences in the relationships observed between the 4 value types and stress. These data have noteworthy theoretical and practical implications. Key words: stress, values and value conflict CONSIDERABLE SKEPTICISM AND CONFUSION exist in research on values because of the plethora of questionnaires and definitions that have been used in the past (Hofstede, 1984; Kluckhohn, 1951; Rokeach, 1973; Schwartz & Bilsky, 1987; Super, 1980). This situation has resulted in the use of different value dimensions...
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...The Leadership Quarterly 12 (2001) 133 ± 152 Leadership, values, and subordinate self-concepts Robert G. Lorda,*, Douglas J. Brownb a Department of Psychology, University of Akron, Akron, OH 44325-4301, USA b University of Waterloo, Waterloo, Ontario, Canada Abstract This article discusses two means by which leaders can impact on subordinate self-regulatory processes Ð making particular patterns of values salient and activating specific subordinate selfconcepts. Research indicating compatible structures among values and self-identities is discussed, and it is suggested that such structures are automatically related by networks of mutual activation or inhibition. The potential of this framework for advancing leadership practice and research is also discussed. D 2001 Elsevier Science Inc. All rights reserved. 1. Introduction Most definitions of leadership share the common assumption that leaders influence subordinate's task and social behaviors (Yukl, 1992). However, the leadership literature, in general, has paid little attention to understanding the intervening mechanisms by which leaders influence followers. Instead, much of the research has focused on the relationship between a leader's behavior or traits and subordinates' satisfaction, behavior, and performance (Lord & Maher, 1991). In the present paper, we attempt to partially bridge this gap by focusing on two key intervening mechanisms Ð values and self-concepts Ð that link leader characteristics and important...
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