4. VALUE SYSTEM
A HIERARCHY BASED ON A RANKING OF AN
INDIVIDUAL’S VALUE IN TERMS OF THEIR INTENSITY
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5. VALUE SYSTEM
VALUE SYSTEM
Given below is a list of values, you are required to rank
them on a scale of 1-5 where 1 is the most important and
5 is the lowest important value as appear to you.
Punctuality
Self respect
Honesty
Cleanliness
Love
Assertiveness
Freedom
Happiness
Equality
_____________________
5
6. DO VALUES CHANGE???
•“NO”…They are relatively permanent
•They are formed in our earlier years of life
VALUES INFLUENCE OUR ATTITUDES
AND BEHAVIORS
DIFFERENCE IN VALUE SYSTEM
DETERMINES DIFFERENCES IN
ATTITUDES AND BEHAVIOR
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7. 3
Intrinsic vs. Extrinsic Work Values
Intrinsic vs. Extrinsic Work Values
Intrinsic Values
Interesting work
Challenging work
Learning new
things
Making important
contributions
Responsibility and
autonomy
Being creative
Extrinsic Values
High pay
Job security
Job benefits
Status in wider
community
Social contacts
Time with family
Time for hobbies
8. Types of values
Types of values
Milton Rokeach Value Survey
– Terminal values: desirable states of existence; the
goals which a person would like to achieve in his life.
for e.g.. Family security
– Instrumental values: preferable modes of behavior or
means of achieving one’s terminal values.
– For e.g.. Ambitious, hardworking.
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9. Rokeach Value Survey
Rokeach Value Survey
Terminal
– A comfortable life
– An exciting life
– A sense of
accomplishment
– A world at peace
– A world of beauty
– Equality
– Family security
– Freedom
– Happiness
– Inner harmony
– Love
Instrumental
–
–
–
–
–
–
–
–
–
–
–
Ambitious
Broad minded
Capable
Cheerful
Clean
Courageous
Forgiving
Helpful
Honest
Imaginative
Independent
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10. Hofstede’s framework for assessing cultures
Hofstede’s framework for assessing cultures
– Hofstede surveyed more than 1116000 IBM employees
in 40 countries about their work related values.
– He found that managers and employees vary on five
value dimensions of national culture.
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11. HOFSTEDE’S FRAMEWORK
HOFSTEDE’S FRAMEWORK
1.
2.
3.
4.
5.
He surveyed in 40 countries (IBM employees)
Values across cultures (globalization)
Power distance – power is unequally distributed in
institutions
Individualism vs. Collectivism – individual act
rather than group
Achievement vs nurturing– assertiveness,
materialistic or relationships, concern for others.
Uncertainty avoidance – structured or
unstructured situations.
Long vs short term orientation – look to future or
past/present.
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12. HOFSTEDE’S FRAMEWORK
HOFSTEDE’S FRAMEWORK
China & West Africa scored high on PD
US scored low on PD
Asian countries high on collectivism.
Germany and Hong Kong high on achievement.
France and Russia high on UA
China had long-term whereas US had shortterm orientations.
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