GROUP 3 REPORT

Meaning and Importance of Values

Values
- Values are an integral part of organizational behavior and refer to the
beliefs, attitudes, and principles that guide the behavior and decision-
making of individuals within an organization. They provide a framework for
decision-making and are essential for creating and maintaining a positive
organizational culture.
- The importance of values in organizational behavior lies in their ability to
shape employee behavior and influence the overall performance of the
organization. Values serve as a guide for employees to understand what
is expected of them and how they should behave in certain situations.
When employees understand and share the same values as the
organization, they are more likely to feel motivated, engaged, and
committed to their work.
- Values also play a critical role in establishing and maintaining
organizational culture. A strong set of values can help to create a positive
and supportive culture that encourages teamwork, creativity, and
innovation. This, in turn, can lead to higher levels of employee satisfaction,
increased productivity, and better overall performance for the organization.
- Values are also important in promoting ethical behavior within
organizations. When an organization emphasizes values such as honesty,
integrity, and social responsibility, it creates a culture of trust and
transparency that encourages employees to act in an ethical manner. This
can help to prevent unethical behavior and ensure that the organization
operates in a socially responsible way.
- Values are a key component of organizational behavior, influencing
employee behavior, organizational culture, and ethical decision-making. A
strong set of values can help organizations to create a positive and
supportive work environment, promote ethical behavior, and achieve
better performance outcomes.

Some examples of organizational values follow

 Teamwork
 Integrity
 Honesty
 Reliability
 Accountability
 Adaptability
  Innovation
 Self-improvement
 Transparency
 Flexibility
 Keeping promises
 High quality work
 Customer service excellence
 Do the right thing
 Make a difference

Importance of Values

1. Values set your identity

An organization’s values lay the foundation for what the company cares about most. It
provides a common purpose that all employees should understand, work towards and
live by. Once you define and promote your values, employees come to understand the
behaviors that are expected of them that will lead to success. They recognize and
appreciate what the organization stands for, wants to achieve and how they personally
can act to help reach the desired outcomes.

As a result, performance, workplace morale and staff engagement can all improve since
employees are more professionally fulfilled.

2. Values help employees make the right decisions

Your organization’s values will be aligned with its purpose and culture and should be the
yardstick by which employees determine the best course of action. When faced with a
new or challenging problem, even in volatile or uncertain times, by keeping your values
in mind and being guided by them, your employees will make the right decision for your
organization.

This can also provide confidence to employees. By asking themselves if their decision
echoes the organization’s values, employees can be assured that they are making the
right choice. If their decision does not align with the company’s values, it is a red flag
that signals they should reconsider their response.

3. Values-based recruitment can improve retention

When job searching, most of us look for that elusive ‘fit’, or in other words an
organization where we can thrive and are aligned to their way of doing business.

Such values alignment is of growing importance to jobseekers, who continue to ask us

questions about what an organization believes in, not just what it does, before they will
apply to a vacancy.
If you promote your values, you’ll therefore be in a stronger position to attract
likeminded candidates who hold the same principles as your organization. By recruiting
employees who share the same values, you will retain them for longer because they
already share your core beliefs and will work well within your existing team. In contrast,
organizations that do not recruit for values alignment usually experience higher staff
turnover since the principles of their staff conflict with those of the organization.

4. It differentiates your organization from competitors

Your values help you stand apart from other organizations operating in your field. In a
competitive environment, values that resonate with your customers will help you attract
and retain them. This is especially important when consumers have become more
discerning than ever about business ethics and social responsibility.

5. Informs strategic direction

Just as your organizational values should guide any decisions your employees
make, they also underpin the major strategic decisions you make about your
organization’s future.

ATTITUDE

Attitude is the degree to which we favor or disfavor something. It is an indicator of

whether we like or dislike something. If we favor or like something, it means we have a
positive attitude towards it. If we disfavor or dislike something, it means we have a
negative attitude towards it. Different people can have an opposing attitude towards
the same thing.

On the other hand, in an organization, Attitudes are a significant component of

organizational behavior as they shape an individual's perception, behavior, and
decision-making within an organization.

TYPES OF ATTITUDES IN AN ORGANIZATIONAL BEHAVIOR

- Attitudes in organizational behavior can be categorized into three main

types:
1. Cognitive Attitudes: Cognitive attitudes refer to an individual's
beliefs, thoughts, and knowledge about a particular object, person,
or situation. These attitudes are based on an individual's
perceptions and evaluations of their work, colleagues, and the
organization. Cognitive attitudes are important in determining an
individual's behavior and decision-making within the organization.
2. Affective Attitudes: Affective attitudes refer to an individual's
emotional response to a particular object, person, or situation.
These attitudes are based on an individual's feelings and emotions
 towards their work, colleagues, and the organization. Affective
attitudes can influence an individual's behavior and decision-
making within the organization.
3. Behavioral Attitudes: Behavioral attitudes refer to an individual's
actions and behaviors towards a particular object, person, or
situation. These attitudes are based on an individual's past
experiences and interactions with their work, colleagues, and the
organization. Behavioral attitudes are important in determining an
individual's performance and productivity within the organization.
- Attitudes in organizational behavior can also be further categorized into
positive and negative attitudes.
- Positive attitudes refer to an individual's favorable perceptions,
emotions, and behaviors towards their work, colleagues, and the
organization.
- Negative attitudes refer to an individual's unfavorable perceptions,
emotions, and behaviors towards their work, colleagues, and the
organization.
- Understanding the different types of attitudes in organizational behavior is
important for organizations to create a positive work environment and
foster employee engagement, motivation, and performance. Organizations
can promote positive attitudes among employees by promoting a culture
of respect, empowerment, and social responsibility.

FACTORS INFLUENCING THE DEVELOPMENT OF ATTITUDES

- Attitudes are a significant component of organizational behavior as they

shape an individual's perception, behavior, and decision-making within an
organization. There are several factors that can influence the development
of attitudes in organizational behavior, including:
1. Socialization: The process of socialization, which includes training
and induction programs, can influence the development of attitudes
in organizational behavior. Socialization helps individuals
understand the norms, values, and expectations of the
organization, which can shape their attitudes towards work and the
organization.
2. Personality: Personality traits, such as openness to experience,
conscientiousness, and emotional stability, can influence the
development of attitudes in organizational behavior. Individuals with
certain personality traits may have more positive or negative
attitudes towards their work, colleagues, or the organization.
 3. Work environment: The work environment, including the physical
and social aspects of the workplace, can influence the development
of attitudes in organizational behavior. A positive work environment
that fosters teamwork, communication, and respect can lead to
more positive attitudes towards work and the organization.
4. Leadership: Leadership styles and behavior can influence the
development of attitudes in organizational behavior. Leaders who
are supportive, communicative, and empowering can foster more
positive attitudes among employees, while autocratic or
authoritarian leadership styles may lead to negative attitudes.
5. Culture and values: The culture and values of the organization
can influence the development of attitudes in organizational
behavior. Organizations that promote a strong culture of respect,
integrity, and social responsibility may lead to more positive
attitudes among employees.
- Organizations can promote positive attitudes among employees by
fostering a positive work environment, promoting supportive leadership
styles, and promoting a strong culture of respect and integrity.