Self-Concept

• Defines who we are– Values (core) & Self-esteem

• Influences our beliefs, goals, expectations, perception

– Personality

The Importance of ValuesThe Importance of Values

Judgment:Judgment:What is right, What is right, good, desirablegood, desirable

Content:Content:Mode of conduct or Mode of conduct or

end-state is importantend-state is important

Intensity:Intensity:Ranking of Ranking of importanceimportance

Stability:Stability:EnduringEnduring

Types of Values

TerminalTerminalValuesValues

TerminalTerminalValuesValues

InstrumentalInstrumentalValuesValues

InstrumentalInstrumentalValuesValues

Unique Values of Today’s Workforce

StageEntered theWorkforce

ApproximateCurrent Age

Dominant Work Values

1. Protestant

2. Existential

3. Pragmatic

4. Generation X

Mid-1940s toLate 1950s

1960s to Mid-1970s

Mid-1970s toMid-1980s

Mid-1980sthrough 1990s

60 to 75

45 to 60

35 to 45

Under 35

Hard working; loyal tofirm; conservative

Nonconforming; seeksautonomy; loyal to self

Ambitious, hard worker;loyal to career

Flexible, values leisure;loyal to relationships

Measuring JobSatisfaction

SingleSingleGlobalGlobalRatingRating

SummingSummingup Jobup JobFacetsFacets

Assessing Employee Attitudes

• Surveys– An efficient way to measure employee attitudes

(job satisfaction, opportunities to participate in decision-making, recognition for efforts, fair treatment, etc.)

• Job Satisfaction– The work itself

– Pay

– Supervisor relations

Attitude Surveys

• Attributes of an effective survey– Anonymity

• People feel more free to express opinions

– Responses are summarized and followed-up on by management

• Ensures that employee concerns are heard

• Communicates that participating in the survey process is worthwhile

• Clarifies misperceptions– Pay, benefits

Employee Interviews

• One on one interviews – Conducted by a human resources representative or an

outside consultant– Broad questions followed-up with more specific

questions• By starting broadly, you avoid falling into the “trap” of

assuming that you already know the true concerns of employees

– Interviewer records the key aspects of the employee interview noting both the “good and the “bad”

• Look for and identify consistent themes or patterns arising from the interviews

Productivity: At Productivity: At overalloverall

organization levelorganization level

Productivity: At Productivity: At overalloverall

organization levelorganization level

AbsenteeismAbsenteeismAbsenteeismAbsenteeism

TurnoverTurnoverTurnoverTurnover

JobJob

SatisfactionSatisfaction

and Employeeand Employee

PerformancePerformance

JobJob

SatisfactionSatisfaction

and Employeeand Employee

PerformancePerformance

Responses to Job DissatisfactionResponses to Job Dissatisfaction

Destructive

Active

Passive

Constructive

Exit Voice

Neglect Loyalty