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Values

Basic convictions that a specific

mode of conduct or end-state ofexistence is personally or sociallypreferable to an opposite or

end-state of existence.

Value System

A hierarchy based on a ranking ofan individuals values in terms oftheir intensity.

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Provide understanding of the

attitudes, motivation, and behaviors ofindividuals and cultures.

Influence our erce tion of the world

around us.

Represent interpretations of right

and wrong. Imply that some behaviors or

outcomes are preferred over others.

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Terminal Values

Desirable end-states ofexistence; the goals that aperson would like to achievedurin his or her lifetime.

2005 Prentice Hall Inc. All rights reserved. 34

Instrumental Values

Preferable modes of behavioror means of achieving onesterminal values.

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Ethical Values andEthical Values andBehaviors of LeadersBehaviors of Leaders

Ethical Climate inEthical Climate in

the Organizationthe Organization

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Power Distance

The extent to which a society accepts that power ininstitutions and organizations is distributed unequally.

Low power distance: Eg. In cultures with low power

distance like Austria, Australia, Denmark and NewZealand people expect and accept power

relations that are more consultative or democratic.People relate to one another more as equals

regardless of formal positions. Subordinates aremore comfortable with and demand the right to

contribute to and critique the decisions of those inpower.

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High Power distance: Eg. In cultures with high powerdistance like Malaysia, the less powerful acceptpower relations that are autocratic or paternalistic.

Subordinates acknowledge the power of othersbased on their formal, hierarchical positions. Thus, Lowvs. High Power Distance does not measure or attemptto measure a culture's objective, "real" power

distribution, but rather the way people perceivepower differences.

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Collectivism

A tight social framework in

which people expectothers in groups of whichthey are a part to look

Individualism

The degree to which

people prefer to act asindividuals rather than amember of groups.

them. Eg. Religious group

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Masculanity

Eg. Achievement

The extent to which societalvalues are characterized byassertiveness, materialism andcompe on.

Feminity

Eg. Nurturing

The extent to which societalvalues emphasize relationshipsand concern for others.

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Low Uncertainty Avoidance Vs High UncertaintyAvoidance

The extent to which a society feels threatened by uncertainand ambiguous situations and tries to avoid them.

E . HUA - In cultures with hi h uncertaint avoidance

people prefer explicit rules (e.g. about religion andfood) and formally structured activities, and employees

tend to remain longer with their present employer

Eg. LUA - In cultures with low uncertainty avoidance,people prefer implicit or flexible rules or guidelines andinformal activities. Employees tend to change

employers more frequently.

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Long-term Orientation

A national culture attributethat emphasizes the future,thrift, and persistence.

Short-term Orientation

A national culture attribute that

emphasizes the past andpresent, respect for tradition,and fulfilling social obligations.

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AttitudesEvaluativestatements or

Cognitive componentThe opinion or belief segmentof an attitude.

judgmentsconcerningobjects,people, or

events.

Affective ComponentThe emotional or feeling segmentof an attitude.

Behavioral ComponentAn intention to behave in a certainway toward someone or something.

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Attitudes are judgments. They develop on the ABC

model (Affect, Behavior, and Cognition). The

affective response is an emotional response that

ex resses an individual's de ree of reference for an

entity. The behavioral intention is a verbalindication or typical behavioral tendency of an

individual. The cognitive response is a cognitive

evaluation of the entity that constitutes anindividual's beliefs about the object. Most attitudes

are the result of either direct experience or

observational learning from the environment

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Job Involvement

Job Satisfaction

A collection of positive and/or negative feelings that

an individual holds toward his or her job.

Identifying with the job, actively participating in it,and considering performance important to self-worth.

Organizational Commitment

Identifying with a particular organization and itsgoals, and wishing to maintain membership in theorganization.

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