Values

What exactly is the benefit of understanding values in the workplace; why not just look at behaviour? The answer to this question is:

• first, that values are antecedents of (come before) organizational behaviour so managers need to understand them before they can hope to explain how individuals behave

• second, a comprehension of values allows managers to use this knowledge as an alternative strategy to formal command and control protocols. Theoretically, at least, this permits a fostering of commonality among members to help ensure movement in one direction (pursuit of organizational aims and objectives).

The Collins English Dictionary and Thesaurus defines values as principles or standards but a more substantial feel for what we mean by values, is provided by Robbins (2001: 62): Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end- state of existence . However, we need to be clear about specifics because Robbins alludes to more than one type of value. Current research concludes that they may be divided into several categories:

• personal brought into organization, formed from experience and interactions

• cultural influences personal values with dominant societal beliefs

• organizational pattern of shared assumptions, values and beliefs

• professional those held by a particular occupational group

• terminal desired states of existence (for example, equality and quality of work life)

• instrumental ...