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© 2008 The McGraw-Hill Companies, Inc. All rights reserved

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ChapterChapterChapterChapter

McGraw-Hill/Irwin

Attitudes, Self-Attitudes, Self-Concept,Concept,

Values, and Values, and EthicsEthics

33

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Introduction Introduction

Job satisfaction is based on attitudes, which in turn are shaped by values and ethics

Self-concept is one’s attitude about oneself

Values do tend to influence, not necessarily affect, behavior, including whether or not behavior is ethical

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Attitude Attitude

Attitude – a strong belief or feeling toward people, things, and situationsThey are not quick judgments we change easily

but we can change our attitudesPeople interpret our attitudes by our behaviorEmployers place great emphasis on attitudeEmployee attitudes affect customer attitudes

Attitudes are primarily developed through experiences

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Management Attitudes Management Attitudes

Theory X and Theory Y

Theory X – the attitude that employees dislike work and must be closely supervised to get them to do their work

Theory Y – the attitude that employees like to work and do not need to be closely supervised to get them to do their work

Pygmalion Effect

Supervisors’ attitudes and expectations of employees and how they treat them largely determine their performance

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Changing Your Attitudes Changing Your Attitudes

1. Be aware of your attitudes

2. Do not harbor negative thoughts

3. Keep an open mind

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Shaping and Changing Employee Shaping and Changing Employee AttitudesAttitudes

Do not harbor negative thoughts

Changing Your Attitudes

Be a positive role model

Provide consequences

Give employeesfeedback

Be aware of Your attitudes

Keep an open mind

Shaping and Changing Employee Attitudes

Accentuate positive conditions

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Job Satisfaction Job Satisfaction

Job satisfaction – a set of attitudes toward work

It is what most employees want from their jobs

Job satisfaction affects absenteeism and turnover, which affect performance

Job satisfaction survey – process of determining employee attitudes about the job and work environment

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Improving job satisfaction may lead to better human relations and organizational

performance by creating a win-win situation.

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Determinants of Job Satisfaction Determinants of Job Satisfaction

4. Supervision 5. Coworkers6. Attitude

toward work

2. Pay3. Growth and

upwardmobility

1. The workitself

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Self-Concept Self-Concept

Self-concept – your overall attitude about yourself

Also called:Self-esteemSelf-image

Self-concept includes perceptions about several aspects of oneself

Having a positive self-concept is part of emotional intelligence

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Self-Efficacy Self-Efficacy

Self-efficacy – your belief in your capability to perform in a specific situation

Self-efficacy affects your-effortpersistenceexpressed interestthe difficulty of goals you select

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Self-Fulfilling Prophecy Self-Fulfilling Prophecy

Your expectations affect your performanceSelf-fulfilling prophecy – occurs when your

expectations affect your success or failureIf you think you will be successful, you will beIf you think you will fail, you will, because you will

fulfill your expectationsYour self-efficacy becomes your self-fulfilling

prophecy

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Attribution Theory Attribution Theory Attribution – the perception of the cause of

behavior as being internal or externalInternal behavior – is within the control of the

personExternal behavior – is out of the person’s control

We make judgments about why people do the things they do by using: distinctiveness, consistency, and consensus

Attribution theory is how we perceive the causes of behavior, which in turn affect our subsequent choices and behaviors.

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General Guidelines to Improve Your General Guidelines to Improve Your Self-Concept Self-Concept

1. View mistakes as learning experiences

2. Accept failure and bounce back

3. Control negative behavior and thoughts

4. Use any religious or spiritual beliefs you have that can help you develop a more positive self-concept

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Action Plan for Building a Positive Action Plan for Building a Positive Self-Concept Self-Concept

Step 1. Identify your strengths and areas that need improvement

Step 2. Set short and long term goals and visualize them

Step 3. Develop a plan and implement it

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Values Values (1 of 2) (1 of 2)

Values – are the things that have worth for or are important to the individualConcern what “should be”Influence the choices we make among alternative

behaviorsValue system – the set of standards by

which an individual lives

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Values Values (2 of 2) (2 of 2)

Values direct the form that motivated behavior will take

Values help shape your attitudesValues are developed in much the same way

as attitudesValues are more stable than attitudes

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Spirituality Spirituality (1 of 2) (1 of 2)

One’s spirituality is the essence of who he or she is

It defines the inner self-separate from the bodyincluding the physical and intellectual self

The quality of being spiritual, of recognizing the intangible, life-affirming force in self and all human beings

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Spirituality Spirituality (2 of 2) (2 of 2)

It is a state of intimate relationship with the inner self of higher values and morality

It is a recognition of the truth of the inner nature of people

It does not apply to particular religions, although the values of some religions may be part of a person’s spiritual focus

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Spirituality in the Workplace Spirituality in the Workplace (1 of 2) (1 of 2)

It is about people seeing their work:as a spiritual pathas an opportunity to grow personallyas a way to contribute to society in a meaningful

wayIt is about learning to be more caring and

compassionate with:fellow employeesbossessubordinatescustomers

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Spirituality in the Workplace Spirituality in the Workplace (2 of 2) (2 of 2)

It is about integritybeing true to oneselftelling the truth to others

Can refer to an individual’s attempts to live his or her values more fully in the workplace

Can refer to the ways organizations structure themselves to support the spiritual growth of employees

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Guidelines for Leading from a Guidelines for Leading from a Spiritual Perspective Spiritual Perspective

1. Know thyself

2. Act with authenticity and congruency

3. Respect and honor the beliefs of others

4. Be as trusting as you can be

5. Maintain a spiritual practice

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Ethics Ethics

Ethics – the moral standard of right and wrong behavior

Ethical behavior is affected by:Personality traits and attitudesMoral developmentThe situation

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Levels of Moral Development Levels of Moral Development

3. Postconventional

Behavior is motivated by universal principles of right and wrong, regardless of the expectations of the leader or group. One seeks to balance the concerns for self with those of others and the common good.

2. Conventional

Living up to expectations of acceptable behavior defined by others motivates behavior to fulfill duties and obligations. Common for followers to copy the behavior of the leaders and group.

1. Preconventional

Self-interest motivates behavior to meet one’s own needs to gain rewards while following rules and obedient to authority to avoid punishment.

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Moral justification is the process of reinterpreting immoral behavior in terms of a

higher purpose.

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Justifications for Unethical Behavior Justifications for Unethical Behavior (1 of 2) (1 of 2)

Displacement of responsibilityThe process of blaming one’s unethical behavior

on othersDiffusion of responsibility

The process of the group using the unethical behavior with no one person being held responsible

Advantageous comparisonThe process of comparing oneself to others who

are worst

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Justifications for Unethical Behavior Justifications for Unethical Behavior (2 of 2) (2 of 2)

Disregard or distortion of consequencesThe process of minimizing the harm caused by

the unethical behaviorAttribution of blame

The process of claiming the unethical behavior was caused by someone else’s behavior

Euphemistic labelingThe process of using “cosmetic” words to make

the behavior sound acceptable

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Human Relations Guides to Ethical Human Relations Guides to Ethical DecisionsDecisions

When making decisions, try to meet the goal of human relations by creating a win-win situation for all stakeholders

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Global EthicsGlobal Ethics

Different countries have different levels of ethical standards

Managers typically have two choices:Universalism – make the same ethical decisions

across countriesRelativism –decisions to be made based on the

ethical standard of the country MNCs can choose their level of global

corporate social responsibility (GCSR)

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Levels of Global Corporate Social Levels of Global Corporate Social Responsibility (GCSR) and ActionResponsibility (GCSR) and Action