This essay discusses the differences between beliefs, attitudes, and values, their impact on behavior, management theories, and the effect of beliefs, attitudes, and values on management theories.
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Running head: DEVELOPING CRITICAL THINKING1 Developing Critical Thinking Student’s name Professor’s name Institutional Affiliation Date
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DEVELOPING CRITICAL THINKING2 Developing Critical Thinking Introduction Human beings have their own beliefs, attitudes, and values that have been established throughout their lives (Popil, 2011).These values, ideas, and opinions are developed from the experiences acquired from friends, community, and families. All these experiences take part in their sense and how they see the world today. As leaders in various organizations, we work with individuals who might have lived a lifestyle that is vulnerable and such people may view others as unacceptable. As a manager in any given organization, it's your responsibility to offer a service that will empower other employees and make them feel accepted (Kong, 2014). This essay is meant to discuss the differences between beliefs, attitudes and values, their impact on our behavior, management theories, the effect of beliefs, attitude and values on management theories and lastly evaluate an individual with different values, ideas, and values. The difference between beliefs, attitudes, and values Human beings utilize both techniques in guiding their behaviors and actions and forming an attitude toward various things. However, the beliefs, values, and attitudes are substantially different. According to (Kek & Huijser, 2011) beliefs are our sound judgment that are commonly termed as being honest with no evidence or proof. Beliefs are always can also linked to religion. These are assumptions on the way human beings view the world, and this forms the foundation of their values. Our values are narrowed to the things that we consider critical and can include things like efforts, equality, honesty, faithfulness and conserving the environment. Thus, one's belief develop from what he or she can see, touch, read, think and hear about; hence from such things, we grow holding to be unmovable and true. Out of the beliefs, we then develop our
DEVELOPING CRITICAL THINKING3 values which could be incorrect or correct when the evidence is made available (Flores, Matkin, Burbach, Quinn & Harding, 2012). Values form the basis of our motivation and behavior. They can be described as hierarchical, dynamic and abstract approaches that define our desires and achievements. We can stand for our values like faithfulness, charity, loyalty among others. When we stand for our values, it means they are something worthy or inspiring to our life. When we describe values as abstract, it is having the right decision but could be different from what other individuals have. Values are used in evaluating the standards for decision making in an ideal environment. They are full criteria in fact that they are above persons and organizations. In a properly structured institution, values are instrumental in policy making. This is because values stand for our desires, goals, and aims. Beliefs are just judgments that link values to our own experiences. Beliefs provide the meaning of our experiences and context for individual value (Arslan,2012). Attitude is a mental deposition which human being may possess towards the other. It helps us to think about appropriately while making decisions. The attitude that we feel the dominant forms of our values. Attitude has both negative and positive components, and when one holds an attitude, he or she will behave a given way towards an object or individual. Attitude will dictate the way a person acts towards a specific circumstance. Concerning (Matteson, Anderson & Boyden, 2016), particular attitudes convey the use of precise language to convince a particular group to agreewith your ideas.Thisissomethingmanagersand variousleadersin an organization should be aware of when listening to ideas or decisions from different employees. It's better to practice thinking about your belief and attitude since it plays a crucial role in accurately understanding oneself.
DEVELOPING CRITICAL THINKING4 The impact of beliefs, attitudes, and values on your behavior As a planner or manager in the particular organization, I should be able to understand the systematicdisparity in values, beliefs, and valuesin variousstakeholdersto develop an alternative way of dealing with them. These groups include those that are not familiar with Values, beliefs, and values since they form and shape the cultures of that institution. Agbenyega (2011) defines culture concerning shared beliefs, attitude, and values possessed by various stakeholders on the way they view the real world. Therefore, the concept of attitudes is among the many pervasive subjects within the social psychology field as well as in management. Temel (2014) claims that attitude help in describing the views of various people and predicting the behavior of persons. One of the key assumptions is that the relationship between behavior and attitude is consistency. Hence, the expression of an individual is consistent with the kind of attitude he or she holds. The first fundamental aspect of flexibility is that various decision made by human beings that attempts to act rationally every time. The level in which an attitude is held by a person can be a good reason in predicting the behavior in him or her. This is because when an attitude is so healthy is likely to impact the behavior of a person (Root & Ngampornchai, 2013). The belief, on the other hand, impacts the perception of an individual's self-worth. Thus, the belief, in this case, it helps in deciding whether a person will carry out a specific task or completely withdraw. Avoiding certain responsibilities are driven by a fear which is as a result of one does not believe him or herself. Belief, especially in areas of competency, determines the level of a person's motivated character. It also includes the capability of achieving certain outcomes like installing software in a computer (Saiz & Rivas, 2011).
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DEVELOPING CRITICAL THINKING5 Values impact the degree in which an individual interacts with other people concerning their social, moral and cultural behaviors. This is because values have a significant impact on how a person thinks. Values influence the technique in which a person solves the problem that emerges in the workplace. For example, if a person is honest, he or she will never give a bribe to be offered a promotion. Since the values impact the behavior of an individual, a negative value will yield an adverse reaction. According to (Muis & Duffy, 2013) increasing unethical practices in a given business is characterized to certain change of a value. Therefore, this a good indication of howvaluesarefundamentaltoone'sbehaviorattheworkplace.Accordingtohealth practitioners, the value of an individual induces the challenges he or she faces. However, when valuesareadequatelyalignedtothevaluesofabusinessorganization,itenhancesthe commitment of employees. The management theories relevant to your role The management theories in this part will focus on the role of managers.The purpose of a manager is critical in an organization whether it's in decision making, allocating the duties or motivating the workers. Hence, the theories in management were established as a measure of standards in business activities (Wagner, Alves & Raposo, 2011). Behavioral management theory is the first concept that is critical to managers. The approach is as well-known as human relation movement since its primary focus is on the aspect of the human being towards the work. Röglinger, Pöppelbuß & Becker, (2012) beliefs that were understanding the behaviors of human beings like the prospects and rivalry will help in increasing productivity at the workplace. The theory also helps in seeing the workers as liabilities, resources, and individuals that call for proper care.
DEVELOPING CRITICAL THINKING6 The next theory is scientific management theory which was developed by Elton Mayo the Harvard professor in the year 1920s. Elton Mayo developed the theory after several observations like how human being interacted, the relationships that existed among people through carrying out various experiments. The main focus of these experiments was based on the impact observed with different working environments. His research was able to prove that meeting the social necessities of workers improved the level of productivity. He later concluded that scientific management theory helped the managers to view themselves as masters in various duties. As a manager, this theory allows expressing my affection and caring for the needs of the workers and good health depending on their commitments (Pierce & Aguinis, 2013). The last theory in this section is the organizational theory developed by Henri Fayol. The administrativetheoryfocusesonindividualrolesinmanagement,andhebelievedthat administration was established under five principles. For instance, planning and forecasting, organizing, coordinating, controlling and commanding. The five principles are being practiced by many managers today and give managers proper authority and responsibilities when manning employees in their respective organization (Al Ariss, Cascio & Paauwe, 2014). The impact of own beliefs, attitudes and values on behavioral management theory on your role. Behavioral management theory offers a basic conceptual structure for comprehending the link among the values, attitude, and beliefs. For instance, values are used in discussing an individual's behaviors in different perspectives. One of the angles is when as a manager have to address the response of clients and economics (Lockwood, Davidson, Curtis, Stratford & Griffith, 2010). In this case, if more money is spent on improving the value of services and commodities, there is a high expectation return from that commodity or service. The next perspective is when the value
DEVELOPING CRITICAL THINKING7 is used as a guiding principle where many business researchers believe that these fundamental assumptions grow slowly in a person's psychological and social development. Thus, being a manager, these values will play a key role in influencing my behavior on how I make my decision towards a certain issue. The behavioral management theory is linked to the attitude since a positive attitude will always result in ethical behavior. A manager who has created a right attitude towards an organization will always ensure he or she relates to the employees' inappropriate way. In institutions where the employees and the managers trust each other, there is high productivity. The management that tends to overwork their workers with no incentives, a negative attitude is developed which create issues with effectiveness and performance (Wu & Pagell, 2011). Evaluating how someone with different beliefs, attitudes, and values might interpret the theory differently Assessthewayotherindividualsviewtheattitudes,values,andbeliefschangesour interpretation and how we perceive arguments. Liaw, Hatala & Huang (2010) beliefs allow us to understand the motives of human beings which enhances us to reach to final consequences of their behaviors. This different view of behavior interprets the behavioral theory on how people link the performance of a particular behavior with a given result. For instance, a manager for a specific organization may make the right decision after making the wrong decision in the past. That means the behavioral management theory, in this case, correlate with outcomes and the results if individuals can believe that a particular behavior can lead to a favorable or unfavorable outcome (Van & Sweller, 2010). The second thing is a value which some individuals believe is a principle or quality given high respect by a certain group. Such a person is guided in the way to live through the decision he/ she
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DEVELOPING CRITICAL THINKING8 makes. These are the people who, therefore, interprets behavioral management theory as a belief linked to the worthiness of choice (Lukka & Modell 2010). Lastly, attitude is understood by various people as a belief towards something. Grunig (2017) values are individual's rights presented as universal behaviors although they are not followed by all people. This view of values impacts the practices of managers' attitudes on the way they perceive leadership theory. These managers base their argument concerning the leading theory on ideas, actions, and judgments implemented by their senior leaders. Hence, becoming very hard for such managers to influence the productivity of the subordinates within an organization. Conclusion Making the employees to realize their own beliefs, values, and attitudes will help them to cope with the professional values expected by an organization thus imposing their own decisions to customers. That means having a good knowledge of Values, beliefs and values forms is crucial to understand an individual's orientation towards an organization.
DEVELOPING CRITICAL THINKING9 References Agbenyega, J. S. (2011). Building new identities in teacher preparation for inclusive education in Ghana.Current issues in Education, VOL.14(1). Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business, VOL.49(2), 173-179. Arslan,S.(2012).Theinfluenceofenvironmenteducationoncriticalthinkingand environmental attitude.Procedia-Social and Behavioral Sciences, VOL.55, 902-909. Flores, K. L., Matkin, G. S., Burbach, M. E., Quinn, C. E., & Harding, H. (2012). Deficient critical thinking skills among college graduates: Implications for leadership.Educational Philosophy and Theory, VOL.44(2), 212-230. Grunig, J. E. (2017). Symmetrical presuppositions as a framework for public relations theory. In Public relations theory(pp. 17-44). Routledge. Kek, M. Y. C. A., & Huijser, H. (2011). The power of problem‐based learning in developing critical thinking skills: preparing students for tomorrow’s digital futures in today’s classrooms.Higher Education Research & Development, VOL.30(3), 329-341. Kong, S. C. (2014). Developing information literacy and critical thinking skills through domain knowledge learning in digital classrooms: An experience of practicing flipped classroom strategy.Computers & Education,VOL.78, 160-173. Liaw, S. S., Hatala, M., & Huang, H. M. (2010). Investigating acceptance toward mobile learning to assist individual knowledge management: Based on activity theory approach. Computers & Education, VOL.54(2), 446-454.
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