Chapter 3:

PERSONALITY AND
VALUES
Learning Objectives …. Part 2

Define values in
organization

Identify the
importance of values

Discuss Values Terminal values

in Organization
Distinguish types of
values

Instrumental values
Associate the
relationship of an
individual’s personality
and values to the
workplace
WHAT IS VALUES?
Personal belief of an employee on what the
expected result is and how he or she should
behave at the workplace

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
Values contain the element of careful
consideration because values involve
individual’s belief about what is right, good, or
desired

Values influence our perception, attitude

and behavior
 Importance of values
Values lay the foundation for the
understanding of people’s attitudes
and motivation because they
influence our perceptions.

Individuals enter an organization

with notion of what is right and
what is wrong which they
interprets behavior and outcomes

Values generally influence

attitudes and behavior
 TYPES OF VALUES

Terminal
Rokeach Values
Values
Survey (RVS) Instrumental
Values
 ROKEACH VALUES SURVEY (RVS)

Terminal values - refer to

the existence of the desired
According to Rokeach final state and the goals an
Values Survey (created by individual wishes to
Milton Rokeach), values can achieve.
be divided into two sets,
each set containing 18
individuals values item. Instrumental values - the
behavioral style favored by
an individuals or methods to
achieve the terminal values
 TERMINAL VALUES INSTRUMENTAL VALUES

• A comfortable life • Ambitious

• An exciting life • Broad-minded
• A sense of accomplishment • Capable
• A world at peace • Cheerful
• A world of beauty • Clean
• Equality • Courageous
• Family security • Forgiving
• Freedom • Helpful
• Happiness • Honest
• Inner harmony • Imaginative
• Mature love • Independent
• National security • Intellectual
• Please • Logical
• Salvation • Loving
• Self-respect • Obedient
• Social recognition • Polite
• True friendship • Responsible
• Wisdom • Self-controlled
RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE
Previously, organization
concern in matching
individuals to specific jobs
The person who places great
importance on imagination,
independence, and freedom is
likely to be poorly matched with
an organization that seeks
conformity from its employees.
Nowadays, the concern expanded
 how well the individual’s
personality and values match the
organization
• Person-job fit
• Person-organization fit
Employees performance and
satisfaction are likely to be
higher if their values fit well
with the organization.
RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE

Linking Personality and Values to the Workplace

Managers are less interested in someone’s ability to do a specific
job than in that person’s flexibility.
Person-Job Fit : – John Holland’s Personality -Job Fit Theory
• Six personality types
• Vocational Preference Inventory (VPI)
– Key Points of the Model:
• There appear to be intrinsic differences in personality between
people
• There are different types of jobs
• People in jobs congruent with their personality should be more
satisfied and have lower turnover
 RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE

• The employee’s personality must fit with the

organizational culture.
• People are attracted to organizations that match
their values.
• Those who match are most likely to be selected.
Person- • Mismatches will result in turnover.
• Can use the Big Five personality types to match
Organization Fit: to the organizational culture.
RELATIONSHIPS OF AN INDIVIDUAL’S PERSONALITY AND
VALUES AT WORKPLACE

Managers are more likely to appreciate,

evaluate positively and allocate rewards
to employees who fit in, and employees
more likely to be satisfied if they
perceive they do fit in.
This argues for management to seek job
candidates who have not only the ability,
experience, and motivation to perform
but also a value system compatible with
the organization’s.