...Rokeach Values Survey After completing the Rokeach Values Survey, I think my results may be slightly comparable to others’ assessment results. For those who have high spiritual values, then they like me would rank Salvation as #1. Someone who may not be as concerned about their souls (per say) would not rank Salvation #1. Someone who has Salvation ranked lower on their assessment may knowingly commit sin on a daily basis and not care. They may not be concerned with taking the necessary actions to have a saved, eternal life. Even though I and someone else may not score Salvation the same does not mean we cannot interact with one another. We may not hang out together (i.e. going to clubs) we may have other things in common such as sports or maybe politics. Another summarization of someone scoring different than myself would be ranking Pleasure #7. As much as I enjoy a leisurely life, I believe work comes first. If you work hard you can play hard. Someone else may believe play hard now and work hard later. I believe that this person and I could possibly learn from each other even though are rankings are different. Sometimes working hard can lead to stress, unnecessary stress. If I interact with the person who ranks Pleasure higher, they can possibly show me how to relieve some of that stress by putting my work aside and letting my hair down. I in turn can show them that if they work a little harder they can play a little harder. In regards to “Instrumental...
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...your – Personality – Values – Learning style – Attitudes towards change – Interpersonal orientation. Amali Wijekoon Dept. of MOT Amali Wijekoon 2 What is your personality? Who are you? • Myers-Briggs Type Indicator® instrument (MBTI) – Favorite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I) – Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N) – Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F) – Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P) 3 Amali Wijekoon 4 Amali Wijekoon • Is death penalty right or wrong? Amali Wijekoon 5 Amali Wijekoon 6 1 12/12/2014 What are your values? • Individual ideas as to what is right, good, or desirable • Are values fluid and flexible? • Terminal vs. instrumental values – Terminal values: desirable end states. Goals a person would like to achieve during his / her lifetime – Instrumental values: preferable modes of behavior or means of achieving terminal values Amali Wijekoon 7 What are your values? • Rokeach value survey (RVS) – Developed...
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...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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...Rokeach Value Survey On the following two pages are two lists of values, each in alphabetical order. Each value is accompanied by a short description and a blank space. Your goal is to rank each value in its order of importance to you for each of the two lists. Study each list and think of how much each value may act as a guiding principle in your life. To begin, select the value that is of most importance to you. Write the number 1 in the blank space next to that value. Next, choose the value is of second in importance to you and write the number 2 in the blank next to it. Work your way through the list until you have ranked all 18 values on this page. The value that is of least importance to you should appear in Box 18. When you have finished ranking all 18 values, turn the page and rank the next 18 values in the same way. Please do each page separately. When ranking, take your time and think carefully. Feel free to go back and change your order should you have second thoughts about any of your answers. When you have completed the ranking of both sets of values, the result should represent an accurate picture of how you really feel about what’s important in your life. A Comfortable Life _____ a prosperous life Equality _____ brotherhood and equal opportunity for all An Exciting Life _____ a stimulating, active life Family Security _____ taking care of loved ones Freedom _____ independence and free choice Health...
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...MOTIVATION AND GLOBAL VALUES Chapter 4 MARS ONE 15–2 http://nyulocal.com/wp-content/uploads/2013/05/Mars_One.jpg http://cosmiclog.nbcnews.com/_news/2013/05/19/18305415-why-sign-up-for-a-one-way-mars-trip-three-applicants-explain-the-appeal?lite MARS ONE 15–3 127 HOURS 15–4 Aron Ralston 127 HOURS 15–5 127 HOURS 15–6 127 HOURS 15–7 MOTIVATION & THE BRAIN One of the best “drug” dealers in the world is your brain. Your brain is wired to release a shot of dopamine each time you achieve one of the following items, e.g.: Eat Exercise Achieve Goals Take Risks Try something new Etc. 15–8 http://www.forbes.com/sites/lewishowes/2012/08/20/motivation-and-productivity/ ??? What is motivation? WHAT IS MOTIVATION? Motivation “Why a person does something” Is the process by which a person’s efforts are energized, directed, and sustained towards attaining a goal. Energy: a measure of intensity or drive. Direction: toward organizational goals Persistence: exerting effort to achieve goals. Motivation works best when individual needs are compatible with organizational goals. Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall 15–10 NEEDS VS. WANTS WHAT DO WE NEED? In a group, list what you need at the moment. Categorize the needs based on: Biogenic needs Psychogenic needs Status Power Affiliation Utilitarian needs Hedonic needs MOTIVATION...
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...Value Congruence and Organisational Success Introduction One thing that is common around the world is diversity. Across different continents, countries, cultures, homes and individuals lay differences in terms of thinking and behaviour. The modern age has allowed an intermingling of these cultures to take place with great ease. This affects not only the individuals but also the organisations they work in. Organisations employ a range of people that are diverse in different respects and this diversity can determine whether an organisation succeeds or not. One way in which people vary greatly is in terms of their values. Values are the beliefs people hold that particular ways of behaving concerning certain matters are better or preferred over other ways. (Robbins & Judge, 2013) Organisational behaviour is the way people conduct themselves in the context of the organisation. (Robbins & Judge, 2013) Although an organisation hires individuals for the skills they can provide the organisation with, this does not stop them from providing the organisation with the rest of their person which can prove to be helpful or problematic. There are times when individuals have certain values and the organisation has different values, this value incongruence is a determinant of an organisation’s effectiveness and thus it is important to look into it and address it. The topic of values is vastly broad and this essay will attempt to give a better understanding of individual values, organisational...
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...stimulus called a stressor and the emotional and physical responses to that stimulus. In retrospect, the irrational and unrealistic demands I placed on myself resulted in the following perceived stressors: time stressor: trying to achieve six months of work into three months interpersonal stressors: “I am not dependable, if I don’t deliver these results.’ career/life stressors: “If I don’t achieve the results then my good professional standing is impacted.” The emotional and physical responses that followed were anxiety. I entered maternity leave completely burnt out and I ended up being treated for high blood pressure in the last month of my pregnancy. 2. How did you manage the situation? To give broader context, one of the key values that I have discovered through Rokeach’s (1973) skills...
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...While completing the Rokeach Value Survey, I found it difficult to choose which values fell in the top five in my mind. After battling back and forth, I decided to choose family security as my number one terminal value. Family has played a big role in my life. Because of my childhood experiences I have a very close bond with my maternal grandparents. They were almost like a second set of parents to me growing up, picking me up from school every day until I was able to drive and then spending the afternoon at their house until my parents got off work. These experiences I had while growing up have made me value family security even more, especially as everyone is getting older. I chose health as my number two top terminal value. I believe health...
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...Personality & Values Organizational Behavior By: Rajitha Fernando Personality • The sum total of ways in which an individual reacts to and interacts with others • Most often described in terms of measurable traits that a person exhibits, such as shy, aggressive, submissive, lazy, ambitious, loyal and timid. (Personality traits) 2 Jungian Personality Theory • Swiss psychiatrist Carl Jung • Jung proposed four main functions of consciousness: 1. Two perceiving functions: Sensation and Intuition 2. Two judging functions: Thinking and Feeling 2 • Each of the functions are expressed primarily in either an introverted or extraverted form • From Jung's original concepts, Briggs and Myers developed their own theory of psychological type, described below, on which the MBTI is based. 3 Myers-Briggs Type Indicator (MBTI) The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. Dichotomies Extraversion (E) – (I) Introversion Sensing (S) – (N) Intuition Thinking (T) – (F) Feeling Judging (J) – (P) Perception 4 Myers-Briggs Type Indicator (MBTI) Extroversion versus introversion • Extroverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy Sensing versus intuition • Sensing types are practical and prefer routine and order. They focus on details. Intuitives rely on unconscious processes and...
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...Personality and Values Organizational Behavior Chapter Outline I. Personality A. B. Definition of Personality Personality Determinants II. The Myers-Briggs Type Indicator A. B. C. D. Extraverted/Introverted Sensing/Intuition Thinking/Feeling Judging/Perceiving III. The Big 5 Personality Model A. B. C. D. E. Openness Conscientiousness Extraversion Agreeableness Emotional Stability or Neuroticism Chapter Outline IV. Other Personality Traits Relevant to Organizational Behavior A. B. C. D. E. F. G. Core Self-Evaluation Machiavellianism Narcissism Self-Monitoring Risk Taking Proactive Personality Other Orientation V. Values A. B. Definition and Importance Terminal vs Instrumental Values 1. Rokeach Value Survey Chapter Outline VI. Generational Values A. B. Dominant Values in the Workplace Linking an Individual’s Personality and Values to the Workplace 1. Person-Job Fit 2. Person-Organization Fit VII. International Values A. B. Hofstede’s Five Dimensions of National Culture 1. Power Distance 2. Individualism vs Collectivism 3. Masculinity vs Femininity 4. Uncertainty Avoidance 5. Long-term vs Short-term Orientation The GLOBE Framework for Assessing Cultures I. Personality ● Personality includes the relatively stable feelings, thoughts, and behavioral patterns a person has ○ ● makes us distinct from other people, and understanding someone’s personality gives us clues about...
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...The Mindful Approach As discussed in the last assignment, my personal values are a huge part of my day to day thought process. I believe taking the time to have a mindful approach can be tricky at time. The military can sometimes have myself and my fellow soldiers in a “get it done and think about the consequences later” type of mind frame. Due to the fact that my upbringing was one of high moral standards, I have been able to use and take a mindful approach in my day to day decision making. Which is probably why my number one value from the Rokeach Value Survey was “Honest”. The utilitarianism theory which tries to have the greatest good for the greatest number of people (Gilbert 2012) is probably best fit my personal view of ethical decision making. I am in the food service profession. This means that a lot of my decision are based upon the majority of the personnel that I am preparing food for. I always have to take into consideration that I need to prepare the food that a majority of the guest will eat, because it will be costly if I do otherwise. Although I make whatever attempt that is possible to accommodate the picky eaters, it is just not feasible to have everything that everyone will want. This is a day to day dilemma that I have when I prepare menus for large groups of guest, but have used this method to create a happy medium for all whom attend my events. Lampe, M., & Engleman-Lampe, C. (2012). Mindfulness-based business ethics education. Academy of Educational...
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...Attitudes Attitudes, Job Attitudes, Personality and Values Attitudes Evaluative statements or judgments concerning objects, people, or events Cognitive Component The opinion or belief segment of an attitude Affective Component The emotional or feeling segment of an attitude Behavioral Component An intention to behave in a certain way toward someone or something 1 2 Nature of Evaluations Underpinning Attitudes • Attitudes not represented on single continuum e.g. totally +ve to totally –ve • Rather, evaluate attitude objects on both positive and negative dimensions (Cacioppo et al 1977) – – – – positive attitude = Hi +ve reaction & Lo -ve reaction negative attitude= Lo +ve reaction & Hi –ve reaction indifference = Lo +ve reaction & Lo –ve reaction ambivalence = Hi +ve reaction & Hi –ve reaction The Theory of Cognitive Dissonance Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes Individuals seek to reduce this gap, or “dissonance” Desire to reduce dissonance depends on: • Importance of elements creating dissonance • Degree of individual influence over elements • Rewards involved in dissonance 4 • Since evaluations of attitude objects ‘automatic’ some consider attitude formation to be a reflex e.g. Chaiken et al., 1996 – But range of personal and social factors influence nature of our evaluations Measuring the A-B Relationship Recent research indicates that attitudes (A) significantly predict...
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...Value profiles play an important role in the likelihood of a person's making ethical decision... The term value has been defined as proscriptive belief that a specific end state of existence or a specific mode of conduct is preferred to an opposite end state or mode of conduct for living one's life (Kahle, 1983; Rokeach, 1968, 1973). My values in life center on the well being of my family and contribution to my work and society. I find my values to be aligned as a whole because we both are working toward establishing and nurturing respective professionals who contribute for the good of their society.. My values in life are to better financially support my family , Raise healthy children who have strong moral beliefs and respect for their family and society, contribute to my work and optimize it’s services to public utilities, and to be supportive to my old parents who have given me all that I am today. A better financial support for my family is important because this provides my children with the freedom to better study and be happier in life. I value my children to be healthy both physically and mentally so that they can contribute to their society. I believe that having strong moral characters will help my children ride through harder times much easier. I like to be more creative and efficient at my work and focus on customers and their needs. I value taking best care of my old parents and attend to their needs as much as possible. I think that if we respect our...
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...1. Create a behavioural description of Laura and Luke, comparing and contrasting their profiles. Are they suited to their jobs? Laura and Luke have a number of behavioural distinctions that are both similar and vastly different. Luke’s Behavioural Profile Luke can be said to be someone who has a Type A Personality. This is because it is evident that he is someone with consistently as a sense of time urgency and impatience, which can causes exasperation and irritation which can explain his fiery temper. As noted by Friedman (1996) like other Type A’s, his competitive drive leads to stress and an achievement driven mentality which is evidence by his belief in monetary incentives and rejection of the “warm and fuzzy” HR style. His tendency for stress as evidence above is also indicative of a negative emotional stability which can also be linked to Type A personalities. Similarly, using the Myers Briggs Type Indicator (MBTI) model (Robbins et al, 2010) Luke’s personality can be described as being more of an ESTJ type in that he has a very practical and matter of fact approach to work. His lack of interest in socialising with others or desire for staff to socialise with others is indicative of his desire to achieve results in the most efficient way possible, a trait which is commonly associated with this personality type. Laura’s Behavioural Profile Like Luke, Laura also exhibits a somewhat negative emotional stability in that she also appears to suffer from stress. This...
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...The power behind the recent surge in Asia’ economy may have developed from the s tenets of one of that continent’ earliest philosophers. s The Confucius Connection: From Cultural Roots To Economic Growth Geert Hofstede Michael Harris Bond J n 1968,the late Nobel-prize-winning mist Gunnar Myrdal published Asian Drama that described tions into the failure in South ment policies different Korea, econo- a book entitled his investigadevelopAsia. a very South however, countries Malaysia, some South and Southeast Asian besides Singapore, such as India, Thailand, and Indonesia drama), (the very also show signs of of economic scene of Myrdal’ s and Southeast drama: Kong, Japan, Twenty years later, we are experiencing kind of Asian Taiwan, Hong an economic takeoff. World Bank data on the average annual growth product rate of per capita gross national the East Asian (see Exhibit 1) confirm and Singapore are now outperforming the United States and Western Europe economically. Western markets are flooded with high-quality, hightechnology products “made in Asia”; the production of cameras, TV sets, and domestic appliances has all but ceased in many Western countries, the automobile business has suffered severely, and President Reagan has had to violate his free-trade principles to save the U.S. microchip industry. It is true that most of the competition is from East, rather than from South or Southeast Asia; lead. The Five Dragons, as these countries...
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