Chapter 2-Values, Attitudes, Emotions, Culture .ppt

CHAPTER TWO Values, Attitudes, Emotions, and Culture: The Manager as a Person Instructor: Ms. Rachelle Oliver Learning Objectives LO1 Describe the various personality traits that affect how managers think, feel, and behave LO2 Explain what values and attitudes are and describe their impact on man...

CHAPTER TWO Values, Attitudes, Emotions, and Culture: The Manager as a Person Instructor: Ms. Rachelle Oliver Learning Objectives LO1 Describe the various personality traits that affect how managers think, feel, and behave LO2 Explain what values and attitudes are and describe their impact on managerial action LO3 Appreciate how moods and emotions influence all members of an organization LO4 Describe the nature of emotional intelligence and its role in management LO5 Define organizational culture and explain how managers both create and are influenced by organizational culture Enduring Characteristics: Personality Traits • Personality Traits – Enduring tendencies to feel, think, and act in certain ways that can be used to describe the personality of every individual • Managers’ personalities influence their behavior and approach to managing people and resources Arnold W. CEO of Carnival Corporation Donald 4 Big Five Personality Traits Figure 2.1 Big Five Personality Traits • Extraversion – tendency to experience positive emotions and moods and feel good about oneself and the rest of the world • Managers high in extraversion tend to be sociable, affectionate, outgoing and friendly • Managers low in extraversion tend to be less inclined toward social interaction and have a less positive outlook Big Five Personality Traits • Negative affectivity – tendency to experience negative emotions and moods, feel distressed, and be critical of oneself and others Big Five Personality Traits • Agreeableness – tendency to get along well with others • Managers high in agreeableness are likable, affectionate and care about others • Managers with low agreeableness may be distrustful, unsympathetic, uncooperative and antagonistic Big Five Personality Traits • Conscientiousness – tendency to be careful, scrupulous, and persevering • Managers high in this trait are organized and self-disciplined • Managers low in this trait lack direction and self-discipline Big Five Personality Traits • Openness to Experience – tendency to be original, have broad interests, be open to a wide range of stimuli, be daring and take risks Measures of Extraversion, Agreeableness, Conscientiousne ss, and Openness to Experience Figure 2.2 Other Personality Traits • Internal locus of control – Tendency to locate responsibility for one’s fate within oneself • Own actions and behaviors are major and decisive determinants of job outcomes • External locus of control – Tendency to locate responsibility for one’s own fate in outside forces and to believe that one’s own behavior has little impact on outcomes Other Personality Traits • Self-Esteem – The degree to which people feel good about themselves and their capabilities • High self-esteem causes a person to feel competent, and capable. • Persons with low self-esteem have poor opinions of themselves and their abilities. Other Personality Traits • Need for Achievement – The extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence • Need for Affiliation – The extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having other people get along • Need for Power – The extent to which an individual desires to control or influence others Values, Attitudes, and Moods and Emotions • Values – Describe what managers try to achieve through work and how they think they should behave • Attitudes – Capture managers’ thoughts and feelings about their specific jobs and organizations. • Moods and Emotions – Encompass how managers actually feel when they are managing Values • Terminal Values – A lifelong goal or objective that an individual seeks to achieve • Instrumental Values – A mode of conduct that an individual seeks to follow Terminal and Instrumental Values Values • Norms – informal rules of conduct for behaviors considered important by most members of a group or organization • Value System – The terminal and instrumental values that are guiding principles in an individual’s life. Attitudes • Attitudes – A collection of feelings and beliefs. • Job Satisfaction – A collection of feelings and beliefs that managers have about their current jobs. • Managers high on job satisfaction like their jobs, feel that they are being fairly treated, and believe that their jobs have many desirable features Sample Items from Two Measures of Job Satisfaction Figure 2.3 Attitudes • Organizational Citizenship Behaviors – Behaviors that are not required of organizational members but that contribute to and are necessary for organizational efficiency, effectiveness, and gaining a competitive advantage Attitudes • Organizational Commitment – The collection of feelings and beliefs that managers have about their organization as a whole Moods and Emotions • Mood – A feeling or state of mind • Emotion – Intense, relatively short-lived feelings Emotional Intelligence • Emotional Intelligence – The ability to understand and manage one’s own moods and emotions and the moods and emotions of other people • Helps managers carry out their interpersonal roles of figurehead, leader, and liaison Organizational Culture • Organizational Culture – Shared set of beliefs, expectations, values, norms, and work routines that influence how members of an organization relate to one another and work together to achieve organizational goals Managers and Organizational Culture • Attraction-Selection-Attrition Framework – A model that explains how personality may influence organizational culture. • Founders of firms tend to hire employees whose personalities that are to their own 2-26 The Role of Values and Norms in Organizational Culture Figure 2.6 Factors that Maintain and Transmit Organizational Culture Role of Values and Norms • Organizational socialization – process by which newcomer’s learn an organization’s values and norms and acquire the work behaviors necessary to perform jobs effectively Role of Values and Norms • Ceremonies and Rites – Formal events that recognize incidents of importance to the organization as a whole and to specific employees Ceremonies and Rites • Rites of passage – determine how individuals enter, advance within, or leave the organization • Rites of integration – build and reinforce common bonds among organizational members Ceremonies and Rites • Rites of enhancement – let organizations publicly recognize and reward employees’ contributions and thus strengthen their commitment to organizational values Stories and Language • Communicate organizational culture • Stories reveal behaviors that are valued by the organization • Includes how people dress, the offices they occupy, the cars they drive, and the degree of formality they use when they address one another