Page 161 - DMGT519_Conflict Management and Negotiation Skills

Unit 8: Role of Attitude and Persuasion

5. ..................................is the concept of having moral values and behaviors Notes
6. Individual differences play an important role in the ..................................relationships.

8.2.1 Source, Target, and Message

Organizational commitments are what will influence a person to remain at a job. There are three
different types of organizational commitment: affective, continuance, and normative. The
affective commitment has to do with a person’s loyalty to their place of work. Continuance
commitment is when a person might stay at a job because they have put so much into it, and feel
that they might loose a great deal of investments if they leave. A normative commitment is
when an employee feels obligated to stay with the company. When an employer involves their
employees in decision making, and makes them feel needed, the chances of them leaving is less
than if they did not. Affective and normative commitment people tend to have a lower absence
at work. Employees want to know that their employers do care about their well being, and that
they share their same values. The best way to make sure that employees are satisfied and
committed is to talk to them, or give them job satisfaction tests, then change things in the
organization accordingly.

8.2.2 Instrumental and Terminal Values

There are two states of values, Instrumental and Terminal values. Instrumental values are different
behaviors that are used to achieve a goal or end; Honesty, ambition, obedience, politeness and
etcetera. Terminal values would be the end states attained through; ambition, quality, liberty,
prosperity, social respect.

Instrumental Values

Instrumental Values are core values, permanent in nature, comprise personal characteristics
and character traits.
Instrumental Values refer to preferable modes of behaviour and include values like honesty,
sincerity, ambition, independence, obedience, imaginativeness, courageousness, competitiveness,
and also some negative traits too.
Organisations also have Instrumental Values (which can be ascertained from the organizational
culture) and these are permanent in nature and difficult to change.
For example, the instrumental values of a PSU will differ from that of an MNC though both may
be in the same business.

Instrumental Values are difficult to change.
Terminal Values

In our personal lives, Terminal Values are those things that we can work towards or we think
are most important and we feel are most desirable – terminal values are desirable states of
existence.
Terminal Values include things like happiness, self respect, family security, recognition, freedom,
inner harmony, comfortable life, professional excellence, etc.

In a nutshell, Terminal Values signify the objectives of the life of a person – the ultimate things
the person wants to achieve through his or her behaviour (the destination he wants to reach in
life) whereas Instrumental Values indicate the methods an individual would like to adopt for
achieving his life’s aim (the path he would like to take to reach his destination).

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