The value represents fundamental convictions that a specific mode of conduct or
end-state of existence is personally or socially preferable to an opposite or
converse mode of conduct or end-state of existence.
• Values Definition – What are Values?
• Characteristics of Value
• Types of Values
o Terminal Values
o Instrumental Values
• Importance of Values
• Sources of Values
• Values and Beliefs
• Values in Workplace
• Values and Attitudes
• Conclusion
Values Definition – What are Values?
Basic human values refer to those values which are at the core of being human.
The values which are considered basic inherent values in humans include truth,
honesty, loyalty, love, peace, etc. because they bring out the fundamental
goodness of human beings and society at large. Importance of Human Values.
Social values are defined as standards, which individuals and social groups
employ to define personal goals and essentially shape the nature and form of
social order in a collective i.e., what is acceptable and not acceptable, what ought
or not to be, what is desirable or non-desirable
Aesthetic value is the value that an object, event, or state of affairs (most paradig*
an artwork or the natural environment) possesses in virtue of its capacity to elicit
pleasure (positive value) or displeasure (negative value) when appreciated or
experienced aesthetically.
Organisational values are a set of core beliefs held by an organisation. They act
as guiding principles that provide an organisation with purpose and direction and
set the tone for its interactions with its customers, employees and other
stakeholders.
Spiritual value entails connection to religious beliefs, values and practices that
give meaning to life, thereby inspiring and motivating individuals to achieve their
optimal being”
Value crisis is when the practice of members of the society starts deviating from
the values we hold dear. When there is a general acceptance of corrupt practices
and unethical activities, then the society as a whole is in value crisis. It creates a
new normal of acceptance of dishonesty, lies and immoral behavior.
There are three different types of karma: prarabdha, sanchita, and kriyamana or
agami. Prarabdha karma is experienced through the present body and is only a
part of sanchita karma which is the sum of one's past karmas, whereas agami
karma is the result of current decisions and actions.
The spiritual life reveals the one essence in all, but reveals too its infinite
diversity; it works for diversity in oneness and for perfection in that diversity.
Morality lifts up one artificial standard contrary to the variety of life and the
freedom of the spirit.
Values are defined in Organizational Behavior as the collective conceptions
of what is considered good, desirable, and proper or bad, undesirable, and
improper in a culture.
Some common business values are fairness, innovation, and community
involvement.
According to M. Haralambos, “A value is a belief that something is good and
desirable.”
According to R.K. Mukherjee, “Values are socially approved desires and goals
that are internalized through the process of conditioning, learning or socialization
and that become subjective preferences, standards, and aspirations.”
According to Zaleznik and David, “Values are the ideas in the mind of men
compared to norms in that they specify how people should behave. Values also
attach degrees of goodness to activities and relationships.”
According to I. J. Lehner and N.J. Kube, “Values are an integral part of the
personal philosophy of life by which we generally mean the system of values by
which we live. The philosophy of life includes our aims, ideals, and manner of
thinking and the principles by which we guide our behavior.”
According to T. W. Hippie, “Values are conscious or unconscious motivators and
justifiers of the actions and judgment.”
A value is a shared idea about how something is ranked in terms of desirability,
worth or goodness. Sometimes, it has been interpreted to mean “such standards
by means of which the ends of action are selected.”
Sometimes, it has been interpreted to mean “such standards by means of which
the ends of action are selected.”
Thus, values are collective conceptions of what is considered good, desirable, and
proper or bad, undesirable, and improper in a culture.
Familiar examples of values are wealth, loyalty, independence, equality, justice,
fraternity, and friendliness.
Familiar examples of values are wealth, loyalty, independence, equality, justice,
fraternity, and friendliness. These are generalized ends consciously pursued by or
held up to individuals as being worthwhile in them.
It is not easy to clarify the fundamental values of a given society because of their
sheer breadth.
Characteristics of Value
Values are different for each person. These can be defined as a person’s ideas or
beliefs, desirable or undesirable. The variability in that statement is, first, what a
person could value, and, second, the degree to which they value it.
Values may be specific, such as honoring one’s parents or owning a home or they
may be more general, such as health, love, and democracy. ‘Truth prevails”, “love
thy neighbor as yourself, “learning is good as ends itself are a few examples of
general values.
Individual achievement, personal happiness, and materialism are major values of
modem industrial society.
It is defined as a concept of the desirable, an internalized creation or standard of
evaluation a person possesses.
Such concepts and standards are relatively few and determine or guide an
individual’s evaluations of the many objects encountered in everyday life.
The characteristics of values are:
• These are extremely practical, and valuation requires techniques and an
understanding of the strategic context.
• These can provide standards of competence and morality.
• These can go beyond specific situations or persons.
• Personal values can be influenced by culture, tradition, and a combination
of internal and external factors.
• These are relatively permanent.
• These are more central to the core of a person.
• Most of our core values are learned early in life from family, friends,
neighborhood school, the mass print, visual media, and other sources
within society.
• Values are loaded with effective thoughts about ideas, objects, behavior,
etc.
• They contain a judgmental element in that they carry an individual’s ideas
as to what is right, good, or desirable.
• Values can differ from culture to culture and even from person to person.
• Values play a significant role in the integration and fulfillment of man’s
basic impulses and desire stably and consistently appropriate for his living.
• They are generic experiences in social action made up of both individual
and social responses and attitudes.
• They build up societies and integrate social relations.
• They mold the ideal dimensions of personality and depth of culture.
• They influence people’s behavior and serve as criteria for evaluating the
actions of others.
• They have a great role to play in the conduct of social life. They help in
creating norms to guide day-to-day behavior.
The values of a culture may change, but most remain stable during one person’s
lifetime.
Socially shared, intensely felt values are a fundamental part of our lives. These
values become part of our personalities. They are shared and reinforced by those
with whom we interact.
Since values often strongly influence attitude and behavior, they serve as a
personal compass for employee conduct in the workplace.
This help determines whether an employee is passionate about work and the
workplace, which can lead to above-average returns, high employee satisfaction,
strong team dynamics, and synergy.
Types of Values
Values refer to stable life goals that people have, reflecting on what is most
important to them.
These are established throughout one’s life as a result of accumulating life
experiences and tend to be relatively stable. The values that are important to
people tend to affect the types of decisions they make, how they perceive their
environment, and their actual behaviors.
Moreover, people are more likely to accept job offers when the company
possesses the values people care about.
Value attainment is one reason people stay in a company, and when an
organization does not help them attain their values, they are more likely to leave if
they are dissatisfied with the job itself.
Rokeach divided values into two types.
The values important to people tend to affect their decisions, how they
perceive their environment, and their actual behaviors.
There are two types of values are
1. Terminal Values.
2. Instrumental Values.
Terminal Values
Terminal Values are most desirable to humans, and Instrumental values are
views of how human desires should be achieved.
These are values that we think are most important or desirable.
Terminal Values refer to desirable end-states of existence, the goals a person
would like to achieve during his or her lifetime.
They include happiness, self-respect, recognition, inner harmony, leading a
prosperous life, and professional excellence.
Instrumental Values
Instrumental values deal with views on acceptable modes of conductor
means of achieving the terminal values.
These include being honest, sincere, ethical, and ambitious. These values are
more focused on personality traits and character.
There are many typologies of values. One of the most established surveys to
assess individual values is the Rokeach Value Survey.
This survey lists 18 terminal and 18 instrumental values in alphabetical
order. They are given below:
Terminal Values Instrumental Values
A comfortable life (a prosperous life) Ambitious (hardworking)
An exciting life (a stimulating, active life) Broadminded (open-minded)
Terminal Values Instrumental Values
A sense of accomplishment (lasting
Capable (competent, efficient)
contribution)
A world of peace (free of war and conflict) Cheerful ( lighthearted, joyful)
A world of beauty (the beauty of nature
Clean (neat, tidy)
and the arts)
Equality (brotherhood, equal opportunity Courageous (standing up for your
for all) beliefs)
Family security (taking care of loved ones) Forgiving (willing to pardon)
Helpful (working for the welfare of
Freedom (independence, free choice)
others)
Happiness ( contentedness) Honest (sincere, truthful)
Inner harmony (freedom from inner
Imaginative (daring, creative)
conflict)
Independent (self-reliant, self-
Mature love (sexual and spiritual intimacy)
sufficient)
National security (protection from attack) Intellectual (intelligent, reflective)
Pleasure (an enjoyable, leisurely life) Logical (consistent, rational)
Salvation (saved, eternal) Loving (affectionate, tender)
Self-respect(self-esteem) Obedient (dutiful, respectful)
Social recognition (respect, admiration) Polite (courteous, well-mannered)
A true friend (close companionship) Responsible (dependable, reliable)
Self-controlled (restrained, self-
Wisdom ( a mature understanding of life)
disciplined)
The values a person holds will affect his or her employment.
For example, someone who has an orientation toward strong stimulation may
pursue extreme sports and select an occupation that involves fast action and high
risks, such as a firefighter, police officer, or emergency medical doctor.
Someone who has a drive for achievement may more readily act as an
entrepreneur.
Several studies confirm that the RVS values vary among groups. People in the
same occupations or categories (e.g., corporate managers, union members,
parents, and students) tend to hold similar values.
For instance, one study compared corporate executives, members of the
steelworkers’ union, and members of a community activist group.
Although a good deal of overlap was found among the three groups, there were
also some very significant differences.
The activists had value preferences that were quite different from those of the
other two groups.
They ranked “equality” as their most important terminal value; executives and
union members ranked this value 12 and 13, respectively. Activists ranked
“helpful” as their second-highest instrumental value.
The other two groups both ranked it 14. These differences are important because
executives, union members, and activists are vested in what corporations do.
Importance of Values
Values are the enduring beliefs that a specific mode of conduct or end-state
of existence is personally or socially preferable.
These are more difficult to change or alter. As ethical conduct receives more
visibility in the workplace, the importance of values is increased as a topic of
discussion in management.
Values are general principles to regulate our day-to-day behavior. They not only
give direction to our behavior but are also ideals and objectives in themselves.
They are the expression of the ultimate ends, goals, or purposes of social action.
Our values are the basis of our judgments about what is desirable, beautiful,
proper, correct, important, worthwhile, and good as well as what is undesirable,
ugly, incorrect, improper, and bad.
Pioneer sociologist Durkheim emphasized the importance of values (though he
used the term ‘morals’) in controlling disruptive individual passions.
He also stressed that values enable individuals to feel that they are part of
something bigger than themselves.
E. Shils also makes the same point and calls ‘the central value system’ (the main
values of society) seen as essential in creating conformity and order.
Indian sociologist R.K. Mukherjee writes: “By their nature, all human relations
and behavior are embedded in values.
• Value is the foundation for understanding the level of motivation.
• It influences our perception.
• Value helps to understand what ought to be or what ought not to be.
• It contains interpretations of right or wrong.
• These influence attitudes and behavior.
• It implies that certain behaviors on outcomes are preferred over others.
• These allow the members of an organization to interact harmoniously.
These make it easier to reach goals that would be impossible to achieve
individually.
• These goals are set for achievements, and they motivate, define, and color
all our cognitive, affective, and add connective activities.
• They are the guideposts of our lives and direct us to who we want to be.
• Values and morals can guide, inspire, and motivate a person giving energy
and a zest for living and doing something meaningful.
Actually, values are important to the study of organizational behavior because
they lay the foundation for the understanding of attitudes and motivation.
Individuals enter an organization with preconceived notions of what “ought” or
what “ought not” to be. Of course, these notions are not value-free.
These are part of the makeup of a person. They remind us as to what is important
in our lives, such as success or family, but also, by virtue of their presence, they
provide contrast to what is not important.
That is not to say that, over time, values cannot change. As we grow and change
as individuals, we will begin to value different aspects of life.
If we value- family when we are younger, as our children get older, we might
start to value success in business more than the family.
Sources of Values
Sources of value are a comprehensive guide to financial decision-making suitable
for beginners as well as experienced practitioners.
It treats financial decision-making as both an art and a science and proposes a
comprehensive approach through which companies can maximize their value.
Generally, no values tend to be relatively stable and enduring.
A significant portion of the values we hold is established in our early years by
parents, teachers, friends, and others. There are so many sources from which we
can acquire different values.
Sources of values are;
• Family: Family is a great source of values. A child leams his first value
from his family.
• Friends & peers: Friends and peers play a vital role in achieving values.
• Community or society: As a part of society, a person leams values from
society or different groups of society.
• School: As a learner, schools, and teachers also play a very important role
in introducing values.
• Media: Media such as – Print media, Electronic media also play the role
of increasing values in the mind of people.
• Relatives: Relative also helps to create values in the minds of people.
• Organization: Different organizations and institutions also play a vital
role in creating value.
• Religion.
• History.
• Books.
• Others.
Values and Beliefs
Values are socially approved desires and goals that are internalized through
conditioning, learning, or socialization and become subjective preferences,
standards, and aspirations.
They focus on the judgment of what ought to be. This judgment can represent the
specific expression of the behavior.
They are touched with moral flavor, involving an individual’s judgment of what
is right, good, or desirable.
Thus-
• Values provide standards of competence and morality.
• These are ideas that we hold to be important.
• They govern the way we behave, communicate, and interact with others.
• They transcend specific objects, Situations, or persons.
• These are relatively permanent, and there is resistance to change them.
Beliefs are the convictions we generally hold true, usually without actual proof
or evidence.
They are often, but not always, connected to religion. Religious beliefs could
include a belief that Allah is alone and created the earth.
Religions other than Islam also have their own set of beliefs.
Nonreligious beliefs could include: that all people are created equal, which would
guide us to treat everyone regardless of sex, race, religion, age, education, status,
etc., with equal respect.
Conversely, someone might believe that all people are not created equal. These
are basic assumptions that we make about the world, and our values stem from
those beliefs.
Our values are things that we deem important and can include concepts like
equality, honesty, education, effort, perseverance, loyalty, faithfulness,
conservation of the environment, and many, many other concepts.
Our beliefs grow from what we see, hear, experience, read and think about.
From these things, we develop an opinion that we hold to be true and unmovable
at that time.
We derive our values from our beliefs, which can be correct or incorrect
compared to evidence but hold for us! Everyone has an internalized system of
beliefs developed throughout their lives.
These may stem from religion or may develop separately from religion.
• Beliefs are concepts that we hold to be true.
• These may come from religion, but not always.
• Beliefs determine our attitudes and opinions.
Values in Workplace
Values can strongly influence employee conduct in the workplace. If an
employee values honesty, hard work, and discipline, for example, he will
likely make an effort to exhibit those traits in the workplace.
This person may be a more efficient employee and a more positive role model to
others than an employee with opposite values.
Conflict may arise, however, if an employee realizes that his co-workers do not
share his values.
For example, an employee who values hard work may dislike co-workers who
are lazy or unproductive without being reprimanded.
Even so, additional conflicts can result if the employee attempts to force his own
values on his co-workers.
Values and Attitudes
We can control our behavior in a way that does not reflect our beliefs and values,
and in order to embrace a diverse culture and behaviors as a successful managers,
we have to adapt our behavior positively.
There are some similarities and differences between values and attitudes.
Conclusion
Values help to guide our behavior. It decides what we think of as right, wrong,
good, or unjust.
Values are more or less permanent in nature. They represent a single belief that
guides actions and judgment across objects and situations. They derived from
social and cultural mores.
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What is Karma Yoga?
The cornerstone of our ‘gurukula’ system (residential study) is selfless service,
known as karma yoga. Swami Sivananda taught that the act of offering our services
for the benefit of others purifies the heart and takes us further along the path of
spiritual evolution. Karma Yoga is a devotional practice; it is service performed with
no expectation of reward. One who practises karma yoga dedicates all thoughts
and actions to the greater good. At the ashram, karma yoga takes the form of work
that is performed in service to the ashram community.
