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Work values
The term ‘values’ is used interchangeably to denote norms, beliefs, principles, preferences,
needs, interests, intentions, codes, criteria, world-view or ideology. Such terms suggest that
values can be seen as orientations or dispositions that selectively determine modes of
behaviour and life forms, including work behaviour and work forms. Values guide the
selection or evaluation of behaviours and events, remain stable over time and are generally
ordered in terms of relative importance by different people. Values develop as a result of
external socio-cultural forces and internal psychological factors that influence the
individual.
The Protestant work ethic postulated that work has moral value, that each person has a
calling to work, that people should develop their talents and that all, including the rich,
should work. This work ethic is associated with the development of capitalism. Over time,
much of the religious meaning of the Protestant work ethic declined. Occupational
achievement through hard work and thrift remained work values, but were seen as of
intrinsic value to the individual. Protestant values such as self-reliance and mastery are
transferred to children by child-rearing practises, which lead to achievement motivation.
Two norms seen as necessary in conceptualising the meaning of work are the individual’s
obligation to society and entitlements of the working individual. The obligation norm
includes beliefs about the duties of work, namely that workers should be expected to think
of better ways to do their jobs; that it is one’s duty to contribute to society by working, that
a large portion of income should be saved, that monotonous work is acceptable if pay is fair
and that workers should value the work they are doing. Entitlements concern beliefs about
the rights of working, namely that a job should be provided to every individual who wishes
to work, that the educational system should prepare every person for a good job if they
exert reasonable effort, that, if workers’ skills become out-dated, their employer should be
responsible for retraining and re-employment and that, when changes have to be made in
work methods, the superior should ask workers for their opinions.
Since value can have an impact on work performance, performance values per se are
important in research on values. Measured performance values include the work ethic,
pursuit of excellence, status aspiration, and authoritarianism, the need for material gain,
mastery and competitiveness.
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, IOP3703 Exam Memo
The relation between values and the meaning of work can be direct or indirect and
imperceptible and can be complicated by the fact that the meaning of work associated with
values does not necessarily constitute the goal of work.
Advancement
People who value making advancement in their work and their career attach much
importance to achievement (the long-term concern about doing things better, surpassing
one’s standard of excellence and/or wanting to do something challenging or unique),
upward mobility, making progress, development, power (the concern about having control,
impact or influence over others) and status. Those high in power motivation often have a
high interest in their image or status and how they are viewed by others. They also value
having prestige possessions and career success as important. They will actively seek for
achievement opportunities by requesting to be considered for promotion or by
volunteering for important assignments. Job performance and challenging job experiences
have been found to be important predictors of people’s positive evaluations of their
promotability.
Characteristics of those high in advancement and especially rewards has led corporate
decision-makers to put increasing profits before a concern for people. Individuals work
more hours because of the economic / material rewards associated with organizational
success, supply a sense of worth which offset the sacrifice of personal time. This results in
organizations pushing for higher productivity by rewarding those willing to spend more
time at work.
Self-actualisation
Self-actualisation is a process of inner-directedness through which the individuals give
expression to their intrinsic nature. It involves the tendency to enrich oneself by
psychological growth and by seeing meaning in being.
Characteristic associated with Self-actualised people:-
Democratic orientation
Feeling of connectedness with others
Freshness of appreciation; feeling at ease with complexity and ambiguity
Self-actualistion contributes to one’s sense of identity. Indentity centres around questions
such as:-
What do I want to make of myself?
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