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Values and Emotions at Work - Coggle Diagram
Values and Emotions at Work
values are ways of behaving or end-states that are desirable to a person or to a group.
value can be
conscious
unconscious
types of values
instrumental values
influence how we get there
the stronger an instrumental value is, the more we act on it
achieving our terminal values or our preferred ways of behaving
honesty, ambition, and independence are examples of instrumental values that guide our behaviour in pursuit of our terminal goals
intrinsic values
relate to the work itself. for example: some employee want challenging jobs with a lot of variety that require them to continually learn new things, whereas others prefer simpler jobs they can perform in the same way every day .
most people need to find some personal intrinsic value in their work to feel satisfied with it
valuing challenging work and learning new skills can help advance your career
terminal values
reflect our long-term life goals, and may include prosperity, happiness and a secure family
can change over time depending on our experiences and accomplishments
people who value family more than career success will work fewer hours and spend more with their kids than people whose values put career success first
extrinsic values
related to the outcomes of doing work
employees who work to earn money of to have health benefits are satisfying extrinsic work values
having high status in the company, getting recognized for quality work, and having job security are extrinsic work values
CONFLICTS AMONG VALUES
intrapersonal, interpersonal, and individual organization value conflicts all influence employee attitudes, retention, job satisfication, and job perfomance
when highly ranked instrumental and terminal values conflict and both can not be met, we experience inner conflict and stress
INTRAPERSONAL VALUE CONFLICT
between the instrumental value of ambition and the terminal value of happiness
people are generally happier and less stressed when their instrumental and terminal values are sligned
INTERPERSONAL VALUE CONFLICT
occur when 2 different people hold conflicting values
as a manager, it is important to remember that people constellations of instrumental and terminal values differ
these differences can lead to differences in work styles, work preferences, and reactions to announcements on events
INDIVIDUAL ORGANIZATION VALUE CONFLICT
an employee values can conflict with the values of the organization
lower individual organization value conflict leads to greator job satisfaction, higher perfomance, lower stress, and greater job commitment
ROLE OF EMOTION IN BEHAVIOUR
Emotion are intense, short term physiological, behavioural, and psychological reactions to a specific object, person, or event that prepare us to respond to it.
it is easy to imagine the perfomance difference of unhappy salespeople compared to a happy sales staff
employees who effectively manage their emotions and moods can create a competitive advantage for a company
4 important elements
EMOTIONS ARE SHORT EVENTS OR EPISODES
EMOTIONS ARE DIRECTED AT SOMETHING OR SOMEONE
EMOTIONS ARE EXPERIENCED
EMOTIONS CREATE A STATE OF PHYSICAL READINESS THROUGH PHYSIOLOGICAL REACTIONS
AFFECT AND MOOD
moods are short term emotional states that are not directed toward anything in particular
our mood at the start of a workday influences how we see and react to work events, which influences our perfomance
Affectivity represent our tendency to experience a particular mood or to react to things with certain emotion
2 dominant dimensions of mood
positive affect
reflect the combination of high energy and positive evaluation characterized by emotion
negative affect
which comprises feelings of being upset and distressed
affectivity can also be important to training outcomes
employees with greater positive affect or lower negative affect experience a greater increase in self-efficacy after training
moods and emotion can also influence our satisfication with our jobs and employers
'
positive affect
neither positive nor negative affect
negative affect