FUNDAMENTAL CONCEPT

ON VALUES
HUMAN VALUES, PRIORITIES AND
BEHAVIORS

On what concerns do you

spend considerable amount of
time and energy?
HUMAN VALUES, PRIORITIES AND
BEHAVIORS

 Values – the quality (positive or negative)

that renders something desirable or valuable;
ideals sought by a society.
 Guiding principles that determine individual
morality and conduct.
 The ideas and beliefs about life that guide
us to do what we do and be what we are.
 ‘The ideals that give significance to our lives,
that are reflected through the priorities that
we choose, and that we act on consistently
and repeatedly. ‘ – Brian Hall
WHY CONSIDER VALUES?
 Values are drivers of behavior and are
used in making decisions in every day
life.
 Values determine what individuals
find important in their daily life and
help to shape their behavior in each
situation they encounter.
 Since values often strongly influence
both attitude and behavior, they serve
as a kind of personal compass for
employee conduct in the workplace.
DIFFERENT KINDS OF VALUES
MORAL VALUES:
Values you hold for yourself
but don’t impose on others
such as right vs wrong,
honesty vs dishonesty, being
of service to others.
AESTHETIC VALUES:
Personal standards of
beauty as seen in nature,
art, music, personal
appearance.

PERFORMANCE VALUES: INSTRUMENTAL VALUES

Benchmarks you set for
yourself such as accuracy,
speed, rewards for
achievement, self-discipline
and overall accomplishment.
(the means): objectives used
to reach goals such as being
responsible, obedient,
loving, ambitious,
independent, honest.

INTRINSIC VALUES (the

end): personal happiness, a
comfortable life, personal
freedom, true friendship, a
successful career.
HUMAN VALUES, PRIORITIES AND
BEHAVIORS

 Cognitivevalues – the ideals that

you so desire but have not taken
shape as your distinguishing
characteristics.

 Active values – those priorities that

you pursue repeatedly and
consistently; evident in our day-to-
day life.
EXERCISE 1

Identify your active values.

Identify some cognitive values.
 Moral Values Aesthetic Values
Honesty/Truth Selflessness - Standards of
Integrity Trustworthiness Beauty (nature,
Patience/Longsuffering Forgiveness art, music,
Humility personal
Righteousness appearance)
Mercy
Purity
Peace
Love/compassion
Joy
Goodness
Faithfulness
Gentleness
Self-control
Respect
Performance Instrumental Values Intrinsic Values
Values
Accuracy Being responsible Personal happiness
Speed Obedience Comfortable life
Rewards Ambitious Personal freedom
Quality Independent True friendship
Quantity Honesty Successful career
Excellence Perseverance Family
Timeliness Self-discipline Intimate relationship
Industriousness with God
Patience Free from
Commitment forgiveness/bitterness
Integrity Contentment
Flexibility
Accountability
Teamwork
HOW ARE VALUES FORMED?
 Values are usually shaped by many different
internal and external influences, including
family, traditions, culture, and, more recently,
media and the Internet.
 A person will filter all of these influences and
mold them into a unique value set that may
differ from the value sets of others in the same
culture.
 Values are thought to develop in various stages
during a person's upbringing, and they remain
relatively consistent as children mature into
adults. Sociologist Morris Massey outlines three
critical development periods for an individual's
value system:
HOW ARE VALUES FORMED?
 Sociologist Morris Massey outlines three
critical development periods for an individual's value
system:
1. IMPRINT PERIOD (birth to age seven): Individuals
begin establishing the template for what will become
their own values.
2. MODELING PERIOD (ages eight to thirteen): The
individual's value template is sculpted and shaped
by parents, teachers, and other people and
experiences in the person's life.
3. SOCIALIZATION PERIOD (ages thirteen to twenty-
one): An individual fine-tunes values through
personal exploration and comparing and contrasting
with other people's behavior.
VALUES IN THE WORKPLACE
 Values can strongly influence employee
conduct in the workplace.
 If an employee values honesty, hard work, and
discipline, for example, he will likely make an
effort to exhibit those traits in the workplace.
 This person may therefore be a more efficient
employee and a more positive role model to
others than an employee with opposite values.
VALUES IN THE WORKPLACE
 Conflict may arise, however, if an
employee realizes that her co-workers do
not share her values.
 For example, an employee who values
hard work may resent co-workers who are
lazy or unproductive without being
reprimanded.
 Even so, additional conflicts can result if
the employee attempts to force her own
values on her co-workers.
HUMAN IDEAS REFLECT DIFFERENT
LEVELS OF NEEDS

 Maslow’s Hierarchy of Needs

 Physiologic needs
 Safety needs
 Love and belongingness needs
 Esteem needs
 Self-actualization
HUMAN IDEAS REFLECT DIFFERENT
LEVELS OF NEEDS

 The most prepotent goal will dominate

consciousness and direct behavior.
 A person gives up everything for the sake of a
particular value ideal.
 Habit development leads to increase in
frustration tolerance.
 The choices that we make shape the habits that
we desire.
LEVELS OF VALUES (FOUNDATION)
 Foundation Values – relate to the satisfaction of
the basic or fundamental for life to be sustained
and to achieve a relative state of health.
 Health is multidimensional; it involves the
biological, psychological, social and spiritual
realms and it is essential to self-actualization.
 Human needs are related with motivation.

 Foundation needs are means to an end.

LEVELS OF VALUES (ULTIMATE)
 Ultimate values are ‘being’ values which are intrinsic;
the meaning of life.
 Self-actualizing people are those who work at
something they have been destined for, which they
work at and which they love, so that the work-joy
dichotomy in them disappears.
 With ‘being’ values, the order of priority is determined
by each individual in accordance with his own talents,
temperament, skills, capacities, etc. and not arranged
in a hierarchy of prepotency.
 Ultimate values relate to the purpose for which God
has created us as persons in His own likeness.
 We then view self-actualization as an ongoing process
of choosing values that affirm God’s purpose for our
existence.
HUMAN PURSUIT FOR THE ULTIMATE AND
HIGHEST VALUES RELATE TO THE SPIRITUAL
NATURE OF MAN

 ‘Let us make man in our image, in our likeness,

and let them rule… over all the earth, and over
all the creatures that move along the ground. So
God created man in His own image, in the image
of God He created him; male and female He
created them.’ – Genesis 1:26-27
HUMAN PURSUIT FOR THE ULTIMATE AND
HIGHEST VALUES RELATE TO THE SPIRITUAL
NATURE OF MAN

 The drive to pursue the highest and ultimate

values relate to our spiritual nature as human
beings.
 All things are defined by reference to His
character of perfect goodness and justice.
 Our origin provides us with a direction in life. To
be made in the image of God is to be made after
God’s likeness.
FIVE-PART VALUING PROCESS TO CLARIFY
AND DEVELOP VALUES

Thinking

Feeling

Communicating

Choosing

Acting
HUMAN IDEALS ARE PURSUE
INDIVIDUALLY AND COLLECTIVELY

 Personal development always occurs

in the context of the significant
others and in the large community.
PERSONAL DEVELOPMENT
 Central to a person’s development is concern with
the personal domain. Nucci (1997) refers to the
personal as the set of actions that the individual
considers to pertain primarily to one’s self and
therefore outside of the area of justifiable social
regulation.
 The personal pertains to preferences and choices
which are not subject to considerations of right
and wrong.
 The personal domain emerges in childhood as the
child establishes personal borders through a
process of interpersonal negotiation.
PERSONAL DEVELOPMENT
 The Discipline of Self- Mastery
1. Continually clarifying the things that really matter
to us.
 By this, we could clearly see our goals and be purposive in
our undertakings and activities.
2. Continually learning how to see reality more
clearly.
 When we do not have the courage to face the areas of our
reality that may give us pain, we are unable to see the
areas that we should improve or develop.
3. Living our lives in the service of our highest
aspirations.
COLLECTIVE DEVELOPMENT
 Collectively, we are concerned about our social
development. We need to participate in the
decisions that determine our lives.
 ‘The ultimate goal of social development is to
improve and enhance the quality of life of all
people.’ – UN DESA
CORE VALUES OF A SOCIAL SYSTEM
1. Life Sustenance: The Ability to Provide Basic
Necessities
2. Self-Esteem: To Be a Person
 Self-esteem – a sense of worth and self-respect, of not
being used as a tool by others for their own needs.
3. Freedom from Servitude: To Be Able to Choose
 Freedom – emancipation or liberation from all
alienating material conditions of life; and from social
servitude to nature, ignorance, other people, misery,
institutions and dogmatic beliefs.
SHARED SOCIAL VALUES
 Shared Social Values relate to commonly
accepted standards of right and wrong, or societal
expectations of acceptable and desirable conduct.
 Morality refers to interpersonal behaviors that
are held to be right or wrong independent of
governing social rules and maintained as
universally binding.
 Social Conventions are relate to commonly
accepted standards of right and wrong, or societal
expectations of acceptable and desirable conduct