New England College Walmart Values Come Under Scrutiny Paper

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xynir244

Business Finance

New England College

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Introduction of Question: You may already have a good understanding of your personal values and the role they play in your life. In an organization, personal values contribute to workplace attitudes and behavior. So, it is important to understand how the full range of potential human values affects our attitudes and behavior at work.

Question: Using the Problem-Solving Application Case "WALMART'S VALUES COME UNDER SCRUTINY" from Chapter 2 (pp. 73-74) of your text, what do you see as the major problem in this situation? What are your recommendations for solving the problem? Cite concepts from the first two chapters of your text and other outside sources in your initial post.

Chapter 2: VALUES AND ATTITUDES | How Do They Affect Work-Related Outcomes

Books: Organizational Behavior: A Practical, Problem-Solving Approach - Kinicki/Fugate: Chapters 1 and 2

Requirement: The initial post must be between 250-300 words in length and At least two replies to other students posts and each peer reply per question must be between 150-200 words in length.

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Because learning changes everything.® Organizational Behavior A Practical, Problem-Solving Approach 3e CHAPTER 2 Values and Attitudes Angelo Kinicki © 2021 McGraw Hill. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw Hill. After reading this chapter, you should be able to: 2.1 Describe the role values play in influencing your behavior. 2.2 Explain how personal attitudes affect workplace behavior and workrelated outcomes. 2.3 Discuss the importance of four key workplace attitudes. 2.4 Discuss the five causes of job satisfaction. 2.5 Describe work-related outcomes associated with job satisfaction. 2.6 Describe the implications of chapter content for you and managers. © McGraw Hill Your Personal Values Are… Abstract ideals that guide our thinking and behavior across all situations. © McGraw Hill Figure 2.2 Schwartz’s Value Theory Values are motivational and represent broad goals over time. Bipolar values are incongruent while adjacent values are complementary Source: S.H. Schwartz, “An Overview of the Schwartz Theory of Basic Values,” Online Readings in Psychology and Culture 2(1), December 1, 2012, http//dx.doi.org/10.9707/2307-0919.116. Access the text alternate for slide image. © McGraw Hill Implications of Schwartz’s Value Theory Workplace Application. • Managers can better manage their employees when they understand an employees' values and motivation. • Pursuit of incongruent goals may lead to conflicting employee actions and behaviors. © McGraw Hill Personal Application. • Employees will derive more meaning from work by pursuing goals that are consistent with their values. What Do We Know About Values? A person’s values are stable over time, but personal values vary across generations and cultures. Attracting employees whose personal values align with those of the organization yields many benefits. • Lower employee turnover. • Higher employee retention. • Higher employee engagement. • Increased customer satisfaction. © McGraw Hill Test Your OB Knowledge 1 Which of the following statements is NOT true about personal values? A. In general, values are relatively stable across time and situations. B. Values tend to vary across generations. C. Schwartz’s value theory can be generalized across cultures. D. Values are not motivational in nature. E. Not all values are compatible. © McGraw Hill Personal Attitudes Represent our feelings or opinions about people, places, and objects. Comprised of these three components: 1. Affective. “I feel…” 2. Cognitive. “I believe…” 3. Behavioral. “I intend…” © McGraw Hill When Attitudes and Reality Collide Cognitive Dissonance represents the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions. • Reduce Cognitive Dissonance by… • Changing attitudes, behaviors, or both. • Belittle the importance of the inconsistent behavior. • Find consonant elements that outweigh dissonant ones. © McGraw Hill Our Personal Attitudes Affect Behavior via Our Intentions Figure 2.3 Ajzen’s Theory of Planned Behavior Source: I. Ajzen, “The Theory of Planned Behavior,” Organizational Behavior and Human Decision Processes, Vol. 50, No. 2, Copyright 1991. Access the text alternate for image. © McGraw Hill Test Your OB Knowledge 2 José is considering volunteering to help his company with its annual food drive. Which of the following is NOT an indicator of whether he will do so? A. José thinks the food bank is a great way to help his community. B. José is already volunteering at the animal shelter. C. José’s boss expects him to volunteer. D. José’s company gives employees a day off to volunteer. © McGraw Hill Key Workplace Attitudes Some workplace attitudes are more potent than others. The following four are especially powerful: 1. Organizational Commitment. 2. Employee Engagement. 3. Perceived Organizational Support. 4. Job Satisfaction. © McGraw Hill Organizational Commitment 1 The extent to which an employee identifies with an organization and is committed to its goals. And it leads to • Greater employee retention • Greater motivation in pursuit of organizational goals © McGraw Hill Organizational Commitment 2 Increasing Employee Commitment. • Hire those whose personal values most align with those of the organization. • Guard against managerial breaches of psychological contracts. • Build the level of trust. © McGraw Hill What Is Employee Engagement? The extent to which employees give it their all to their work roles. And includes the feeling of: • Urgency. • Being focused. • Intensity. • Enthusiasm. © McGraw Hill What Contributes to Employee Engagement? A mix of: • Organizational Level Factors. • Person Factors. • Environmental Characteristics. © McGraw Hill Employee Engagement Increases in Employee Engagement have been linked to: • Increased Customer Loyalty and Satisfaction. • Increased Employee Performance. • Increased Employee Well-being. • Greater Financial Performance. © McGraw Hill Perceived Organizational Support 1 It is the extent to which employees believe that the organization: • Values their contributions. • Genuinely cares about their well-being . © McGraw Hill Perceived Organizational Support 2 Associated with: • Increased organizational commitment. • Job satisfaction. • Organizational citizenship behavior. • Task performance. • Lower turnover. © McGraw Hill Test Your OB Knowledge 3 Sandra manages the marketing department for the Greener Grass Corporation. In an effort to increase employee engagement, Sandra could try all the following EXCEPT A. Redesign jobs so that workers have variety and feedback. B. Take a class to learn how to be a charismatic leader. C. Try to limit the stressors in the workplace. D. As staff leave, replace them with new hires who score high in pessimism on a personality test. © McGraw Hill Job Satisfaction Is… An affective or emotional response toward various facets of one’s job. In other words, it is the extent to which an individual likes his or her job © McGraw Hill Models Job Satisfaction Model How Management Can Boost Job Satisfaction Need fulfillment. Understand and meet employees’ needs. Met expectations. Meet expectations of employees about what they will receive from job. Value attainment. Structure the job and its rewards to match employee values. Equity. Monitor employee’ perceptions of fairness and interact with them so they feel fairly treated. Disposition and/or genetic components. Hire employees with an appropriate disposition. © McGraw Hill Test Your OB Knowledge 4 David, an accountant with Brighter Future Corporation, is experiencing job dissatisfaction due to comparing how hard he works and how much he gets paid versus his perception of a coworker’s effort and reward. David’s dissatisfaction can be explained by ______ model. A. disposition/genetic components B. equity C. need fulfillment D. value attainment E. met expectations © McGraw Hill Outcomes Linked with Job Satisfaction Attitudes. Behaviors. • Motivation. • Job Involvement. • Withdrawal Cognitions. • Perceived Stress. • Job Performance. • Organizational Citizenship Behavior (OCB). • Counterproductive Work Behavior (CWB). • Turnover. © McGraw Hill Job Satisfaction & Job Performance Research tells us that job satisfaction and performance: • Are moderately related • Indirectly influence each other • Better to consider the relationship at the business unit level versus at the individual level © McGraw Hill Job Satisfaction & Organizational Citizenship Behaviors Organizational citizenship behavior (OCB). Represents discretionary individual behaviors that are: • Typically not directly or explicitly recognized by the formal reward system. • And can, in the aggregate, promote effective functioning of the organization. © McGraw Hill OCB’s are linked to many benefits For the Organization: For the Individual: • Higher productivity/efficiency. • Improved job satisfaction. • Lower costs. • Improved customer satisfaction. • Higher unit-level satisfaction. • Lower turnover. © McGraw Hill • Improved performance ratings. • Reduced intention to quit. • Lower absenteeism • Lower turnover. Job Satisfaction & Counterproductive Behavior Counterproductive work behavior (CWB) are behaviors that harm other employees, the organization as a whole, or organizational stakeholders such as customers and shareholders. © McGraw Hill Job Satisfaction and Turnover Turnover is harmful when high-performing employees voluntarily leave the organization. To reduce voluntary turnover: • Hire people who “fit” with the organization’s culture. • Spend time fostering employee engagement. • Provide effective onboarding. • Recognize and reward high-performing employees. © McGraw Hill Test Your OB Knowledge 5 Catherine is walking through the employee parking lot on her way to her office. She notices someone left an empty fast-food bag in the parking lot. Catherine goes out of her way to pick it up and dispose of it. What behavior is Catherine exhibiting? A. psychological contract. B. green behavior. C. withdrawal cognitions. D. CWB. E. OCB. © McGraw Hill Values and Attitudes: Putting It All in Context Figure 2.4 Organizing Framework for Understanding and Applying OB ©2021 Angelo Kinicki and Mel Fugate. All rights reserved. Reproduction prohibited without permission of the authors. Access the text alternate for this image. © McGraw Hill Test Your OB Knowledge 6 The organizing framework for understanding and applying OB is based upon: A. a systems approach. B. using person and environmental factors as inputs. C. processes including individual level, group/team level, and organizational level. D. outcomes organized into individual level, group/team level, and organizational level. E. The framework is based on all of these. © McGraw Hill Because learning changes everything. www.mheducation.com © < add the year> McGraw Hill. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw Hill. ®
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Running head: RESPONSE

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Response I
In the discussion, the author outlines Walmart’s key figures and statistics. The author
provides detailed but comprehensive details about Walmart, mentioning its revenues, and other
financial totals. In the discussion, the author is concerned with poor wages to its employees. The
author identifies the problem of low wages because he/she believes that poor wages result in
employee dissatisfaction, thus creating underperformance and inefficiency within companies and
organizations. Moreover, the author recommends that Walmart should revisit its employee
compensation accounts and increase pay for their employees. Moreover, the author warns the
company against its tendency if punishing employees for their sick days. Furthermore, the author
warns against the firing of employees due to absence. The company should work towards
establishing good employee relations by abolishing punitive policies such as the absence policy.
However, the author’s recommendati...


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