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Maeljen C. Mageguerid BA 217
A psychological tendency expressed by evaluating an entity with some degree of favor or disfavor.
ATTITUDES
MODEL OF ATTITUDE
FFECTIVEPhysiological indicators Verbal statements about feelings.
I dislike my supervisor
EHAVIORALINTENSSIONS
Observed behavioralVerbal statements about intentions.
I’m looking for other work
OGNITIONAttitude scalesVerbal statements about beliefs
My supervisor is unfair.
a state of tension that is produced when an individual experiences conflict between attitudes and behavior.
Cognitive dissonance
DIRECT EXPERIENCE
Influences on Attitude Formation
SOCIAL LEARNING
the process of deriving attitudes from family, peer groups, religious organizations.
Attitude Specificity - a specific attitudeAttitude Relevance - some self-interestMeasurement Timing - measurement close to observed behaviorPersonality Factors - ex. self-monitoringSocial Constraints - acceptability
Attitude-behavior
Job SatisfactionA pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience
Job Involvement Related to job satisfaction.Behavior that is above and
beyond duty
Work Attitudes: Job Satisfaction
Work Attitudes: Organizational Commitment
Organization commitment is the strength of an individual’s identification with an organization
Characteristics
Persuasion & attitude change
Source Characteristics- The persuader may have an impact on the target through expertise, trustworthiness, attractiveness, and/or likability
Target Characteristics- The persuader may have difficulty persuading a target who has high self-esteem, who is resistant to change, or who is negative
Message Characteristics- People react either negatively or positively to the message content, as well as to the perceived intent of the persuader sending the message.
COGNITIVE ROUTES TO PERSUASION
MESSAGE
LOW ELABORATION
HIGH ELABORATION
CAREFUL PROCESSING
ABSENCE OF CAREFUL
PROCESSING
Attitude changedepending on
quantity of arguments
Attitude changedepending on
quantity of arguments
Enduring beliefs 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
Instrumental - values that represent the acceptable behaviors to be used in achieving some end state or to reach a goal.
Examples: honesty, politeness, courage
Terminal - values that represent the goals to be achieved or the end states of existence
Examples: happiness, salvation, prosperity
VALUES
Achievement (career advancement)Concern for others (compassionate behavior)Honesty (provision of accurate information)Fairness (impartiality)
Work Values
Cultural Differences in Values
Chinese value an individual’s contribution to relationships in the work team
Americans value an individual’s contribution to task accomplishment
Handling Cultural Differences
Learn about others’ valuesAvoid prejudging business customsOperate legitimately within others’
ethical points of viewAvoid rationalizing “borderline”
actions with excusesRefuse to violate fundamental
valuesBe open and above board
Acting in ways consistent with one’s personal values and the commonly held values of the organization and society
Ethical Behavior
Individual/Organizational Model of Ethical Behavior
Organizational Influences Codes of conduct Norms Modeling Rewards and punishments
Individual InfluencesValue systemsLocus of controlMachiavellianismCognitive moral development
EthicalBehavior
Values, Ethics, and Ethical Behavior
Value Systems – systems of beliefs that affect what the individual defines as right, good, and fair
Ethics – reflects the way values are acted out
Ethical Behavior – actions consistent with one’s values
Locus of Control
Locus of Control - personality variable that affects individual behavior
Internal - belief in personal control and personal responsibility
External - belief in control by outside forces (fate, chance, other people)
A personality characteristic indicating one’s willingness to do whatever it takes to get one’s own way
Machiavellianism
Cognitive Moral Development - the process of moving through stages of maturity in terms of making ethical decisions
Cognitive Moral Development
Level lPremoral
Level llConventional
Level lllPrincipled