Managing People at Work Analyze 2022

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Managing people at work
Name
(Afflation institution)

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Part 1
Introduction
Bratianu, Jianu & Vasilache (2011), defined values as a transitional goal which acts as a
guiding principle to employees in their professional and personal lives. Values changes with time
and evolves with a situation. Values exist in diverse types such as cultural values, organizational
values, shared values and personal values. The most common values used in modern
organizations include personal growth, integrity, creativity, autonomy, communication,
teamwork, competence and integrity. These values represent themselves when an organization
intends to perform its main functions of organizing, planning, controlling and leading. Therefore,
the main aim of the essay is to analyze how values affect individual and organizational
behaviour.
How values affect individual and organizational behaviour
Organizational behaviour involves a study of attitudes and actions that people exhibit
within the organization. A research conducted by Lanfranchi (2020) showed that there is a strong
relationship between individual and personal behaviours with values. Values are significantly
believed to influence individuals’ emotion, behaviour as well as an organizational culture due to
their extensive influence on individuals’ behaviour responses. Furthermore, values are abstract
constructs and therefore habitual behaviour is usually consistent with values. The decisions and
behaviours are usually linked with values under a various circumstance like when forming an
attitude and making a decision.

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Ethical values are very important in an organization as they impacts on what employees
think about organizational functions. Furthermore, values have a strong impact on the manner at
which individual’s tackles various problems that occur in their personal lives and organizations.
For example, in an organization, if a leader has high value for trust and honesty, he avoids
unethical practices like corruption for him to be promotion. However, if a leader has a high
value on reaching the highest position in an organization, there is a likelihood for him to corrupt
to get a promotion. Just like the way values influences the behaviours of individuals, negative
values can result in negative behaviours. Further research conducted by Suar & Khuntia (2010)
showed that unethical behaviours and practices in organizations are attributed to change in
values. Therefore, when individuals values are aligned with those of an organization, the
engagement increases.
There are differences in values that influence individual and organizational behaviour. A
research conducted by Harvey & O'Donovan (2013) shows that values are usually modified from
various factors such as beliefs, socialization, education, mindset, life experiences as well as
family. Generational workplace values define the differences in values that are moulded by
various values. Various organizations recruit employees from various generational groups such
as generation X, Y and millennial. Therefore, it is hard for a mixture of values from generational
groups to be aligned with organizational values. The generational have a diverse common value
which significantly affects their behaviour in an organization. For example, Hansen & Leuty
(2012) accesses the values of generational employed in an organization that were placed in
various categories consisting of altruism, social, extrinsic, leisure and instinct. Hansen & Leuty
(2012 found that baby boomers had a value of altruism while the next generation valued intrinsic
factor-like salaries and status. Furthermore, generation X and millennial valued social values like