BUS 272 Lecture 2: BUS 272 Week 2

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BUS 272 Week 2 1/17
Values
- Values are easy to uderstad if e look at a perso’s ehaior
- The behavior that we deem as normal all show our personal values that are instilled into
us.
Assessing Cultural Values: Geert Hofstede Study
- Dimensions
o Power Distance: do you accept orders from your boss or do you not like it
o Individualism/Collectivism: Is your identity based on your own work or is your
identity based on the work of a group
o Masculinity/Feminist: Masculine favors achievement, power and control,
Feminine cultures look at equality that men and women can achieve the same
roles
o Uncertainty Avoidance: Are you looking on sustainability
o Long Term vs Short Term
o Indulgence vs Restraint
Dimension Comparisons
- Canada is a little less individualistic and Masculine than the USA
Cultural Diversity at Work
- What happens if cultures are mixed in the workplace?
- Example 1 , Age and Racial Diverse pro bball teams perform worse
- Example 2, Firms with demographic diverse boards have higher financial performance
- Example 3, Diverse team who believed in advantage performed better
- If you make people believe diversity is a good thing you can make people believe
working in diversity is a good thing.
Other Sources for Value Differences
- Generations:
o Baby Boomers: Had this strong belief that they had to work hard to make things
great again after the war.
o Generation X:
o Millennials:
News Flash
- Generational differences exist in the work place and can create an incongruence in
understanding as each generations values and understanding of life and communication
is different.
Benefits of Diversity
- New Perspectives
- Challenge Habits
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- Reflects population
- International clients and suppliers
Attitudes
- Job Satisfaction
o A measure of your satisfaction with the characteristics of your job
- Organizational Commitment
o How you identify with an organization and your measurement of loyalty to a
particular company
- Job Involvement
o The level of how you identify with a specific job/profession. i.e. someone who
loves being a therapist
- Work Engagement
o Dedication, enthusiasm and abosroption in work tasks
Additional Concepts
- Perceived Organizational Support (POS)
o Assessment of how supportive organization is (cares about wellbeing)
- Organizational Citizenship Behavior
o Going the extra mile, behavior that is not formally described or part of the work
role, but is beneficial to the company
o POS is a predictor of job attitudes/satisfaction, while OCB is an outcome.
Responses to Job Satisfaction
- Active Way, if you feel dissatisfied are you going to take action about it
o Exit is destructive
o Voice is constructive
- Passive Way,
o Loyalty is constructive, as you’re doig thigs you do’t eessarily eed to do
to benefit the workplace/organization
o Neglect is destructive, as you’re doig asolute inimum to keep your job
Organizational Commitment
- Affective Commitment/Emotional: you feel personally / emotionally attached to an
organization.
- Normative Commitment/Obligation: you only stay with a company because you feel
obliged to.
- Continuance Commitment/Calculation
Ordering the Concepts of Value>Attitudes>Behavior
- Your values will impact what job suits you
- If what you value is expressed through the work you do , it creates better attitudes and
behavior for you.
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