Week 4/5 MHR405- Values, attitudes
and work behaviour Questions with
Correct Answers
Values - ANSWERS- they signal how we believe we should and should not behave
- Values are motivational as they signal the attractive aspects of our environments
- it's the broad tendency to prefer certain states of affairs over others
- Values are general and don't predict behaviour
People hold values structured around such 6 factors as ; - ANSWERS- achievement
- power
- autonomy
- conformity
- tradition
- social welfare
Managers might value high productivity (an _________ value), while union officials
might be more concerned with enlightened supervision and full employment
(_______________ values). We learn values through the reinforcement processes -
ANSWERSachievement
social
Different generations demarcated by being of different ages and are also distinguished
by having grown up under rather different socialization experiences. These 5 different
generations include ; - ANSWERS-
Traditionalists (1922-1945)
-
Baby Boomers (1946-1964)
-
Generation X (1965-1980)
-
Millennials (Gen Y) (1981-2000)
______________________
-
Millennials 2.0 (Generation Z)
(2000+)
stereotypes concerning the generations; - ANSWERSthe Traditionalists are portrayed
as being respectful of authority and having a high work ethic; Boomers are viewed as
optimistic workaholics; Gen X is seen as cynical, confident, and pragmatic; and
Millennials are said to be confident, social, demanding of feedback, and somewhat
unfocused. In general, the latter two generations are seen as more accepting of
, diversity and striving for good work-life balance, and their comfort with technology is
notable.
Memorize slide 9-10 /45 in the Week 4/5 slides - ANSWERS
Person-Organization Fit
The fit between a person's values and those of the organization leads to: -
ANSWERS•More positive work attitudes and behaviours, and
•Reduced chances of quitting
comparisons between certain generation slots; - ANSWERSsome indication that Gen X
and Y are more inclined to value status and rapid career growth than are Boomers
There is also evidence that Gen Ys and Xs, compared to Boomers, see work as less
central, value leisure more, and are more inclined towards work-life balance.
most people value respect, but for older employees this means being deferred to, while
for Gen X and Y it means being listened to
Because of differences in generational work values between all 4 groups, organizations
may have to tailor job __________, ____________________ styles, and
_____________ to the generational mix of their workforces. - ANSWERSdesigns
leadership
benefits
Similarly, a lengthy history of failed business negotiations is attributable to a lack of
understanding of cross-cultural differences. - ANSWERS
work centrality - - ANSWERSWork itself is valued differently across cultures and is the
belief regarding the value and importance of work in a person's life.
Individuals worldly found marked cross-national differences in the extent to which
people perceived work as a central life interest.
people for whom work was a central life interest tended to work more hours
i.e. asking whether they would continue working if they won a large amount of money in
a lottery.
Cultural Intelligence (CI): - ANSWERS●The capability to function and manage well in
culturally diverse environments.
●It encompasses knowledge, motivation, and behaviour that contribute to good cross-
cultural functioning.
●People with high CI tend to score high on intercultural adjustment, global leadership,
and performance in intercultural settings.
●Companies need to select, train, and develop employees to have an
and work behaviour Questions with
Correct Answers
Values - ANSWERS- they signal how we believe we should and should not behave
- Values are motivational as they signal the attractive aspects of our environments
- it's the broad tendency to prefer certain states of affairs over others
- Values are general and don't predict behaviour
People hold values structured around such 6 factors as ; - ANSWERS- achievement
- power
- autonomy
- conformity
- tradition
- social welfare
Managers might value high productivity (an _________ value), while union officials
might be more concerned with enlightened supervision and full employment
(_______________ values). We learn values through the reinforcement processes -
ANSWERSachievement
social
Different generations demarcated by being of different ages and are also distinguished
by having grown up under rather different socialization experiences. These 5 different
generations include ; - ANSWERS-
Traditionalists (1922-1945)
-
Baby Boomers (1946-1964)
-
Generation X (1965-1980)
-
Millennials (Gen Y) (1981-2000)
______________________
-
Millennials 2.0 (Generation Z)
(2000+)
stereotypes concerning the generations; - ANSWERSthe Traditionalists are portrayed
as being respectful of authority and having a high work ethic; Boomers are viewed as
optimistic workaholics; Gen X is seen as cynical, confident, and pragmatic; and
Millennials are said to be confident, social, demanding of feedback, and somewhat
unfocused. In general, the latter two generations are seen as more accepting of
, diversity and striving for good work-life balance, and their comfort with technology is
notable.
Memorize slide 9-10 /45 in the Week 4/5 slides - ANSWERS
Person-Organization Fit
The fit between a person's values and those of the organization leads to: -
ANSWERS•More positive work attitudes and behaviours, and
•Reduced chances of quitting
comparisons between certain generation slots; - ANSWERSsome indication that Gen X
and Y are more inclined to value status and rapid career growth than are Boomers
There is also evidence that Gen Ys and Xs, compared to Boomers, see work as less
central, value leisure more, and are more inclined towards work-life balance.
most people value respect, but for older employees this means being deferred to, while
for Gen X and Y it means being listened to
Because of differences in generational work values between all 4 groups, organizations
may have to tailor job __________, ____________________ styles, and
_____________ to the generational mix of their workforces. - ANSWERSdesigns
leadership
benefits
Similarly, a lengthy history of failed business negotiations is attributable to a lack of
understanding of cross-cultural differences. - ANSWERS
work centrality - - ANSWERSWork itself is valued differently across cultures and is the
belief regarding the value and importance of work in a person's life.
Individuals worldly found marked cross-national differences in the extent to which
people perceived work as a central life interest.
people for whom work was a central life interest tended to work more hours
i.e. asking whether they would continue working if they won a large amount of money in
a lottery.
Cultural Intelligence (CI): - ANSWERS●The capability to function and manage well in
culturally diverse environments.
●It encompasses knowledge, motivation, and behaviour that contribute to good cross-
cultural functioning.
●People with high CI tend to score high on intercultural adjustment, global leadership,
and performance in intercultural settings.
●Companies need to select, train, and develop employees to have an
