Values

Meaning, Definitions, Features, Factors and Types

Like attitudes, values that a person has are one of the major forces shaping, behavior. Values are convictions and a framework of philosophy of an individual on the basis of which he judges what is good or bad, desirable, ethical or unethical.

Definitions

According to Milton Rokeach

“Values are enduring beliefs that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.”

According to Claire W. Graves

“Values are complex set of beliefs and attitudes that emerge from the individual’s and society’s evolving psychological needs.”

According to Charles E. Osgood

“Values are evaluative judgments that represent a person’s general preferences and orientations toward various life aspects.”

Features/ Characteristics of Values

1. Part of Culture

Values are elements of culture, and culture is complex of values, ideas, attitudes and other meaningful symbols to shape human behavior in the society. Every society has its own culture and people in that society to cultural requirements.

2. Learned Responses

Human behavior represents learned phenomenon. Unlike other animals, human beings have to learn almost everything about how to be human from experience. This is because human beings live in a society having certain cultural characteristics which prescribe to behave in a particular way.

3. Inculcated

Values are inculcated and are passed through generation to generation by specific groups and institutions. Such transmission starts from the family from where the socialization process starts. Apart from family, educational, religious and ethnic institutions also transmit cultural values from one generation to another.

4. Social Phenomenon

Values are a social phenomenon, that is, cultural habits are shared by aggregate of people living in organized society. An individual’s way of thinking and behaving is not culture, rather group behavior constitutes culture. Group is developed and reinforces through social pressure upon those who are interacting with one another.

5. Gratifying Responses

Values exist to meet the biological and other needs of the individuals in the society. Thus, elements in the culture become extinguished when they no longer are gratifying to members of the society. The society rewards behaviors which are gratifying for its members.

6. Adaptive Process

Culture is adaptive, either through a dialectical process or evolutionary process. Dialectical or shapely discontinuous change occurs when the value system of a culture becomes associated with the gratification of only one group or class in the environment. In such a case, other classes of the society reject the logic of the value system and replace it with a new value system, such as through revolution or other methods. In the evolutionary process, the change occurs slowly as a gradual process, but not through revolution.

Factors in Value Formation

Values of people have their roots in numerous aspects of contemporary society. In particular, there are five sources of value formation in any society. These are value-forming activities of various social institutions, values of an organization, peers and colleagues in the organization, work and career, and professionalization and professional code of conduct. Let us see how each of these affects ethical behaviour.

1. Value Forming Institutions:

The life and development of a society are both based upon and produce values. Therefore, there can be various institutions in the society which inculcate values in an individual.  In particular there are following main institutions:

i. Family: The primary source of values for most individuals, where foundational beliefs and norms are first introduced and internalized.

ii. Education System: Schools and universities shape values through curricula, interactions with educators, and socialization with peers.

iii. Religion and Spirituality: Religious teachings and practices can significantly impact values, providing moral frameworks and guiding principles.

iv. Media and Technology: Exposure to media, including news, entertainment, and social media, influences perceptions, norms, and values.

The values fostered by each reinforces the values of the others, and together they exert many influences on the value patterns exhibited both by the individuals and organizations.

 

2. Organizational Values:

Apart from the value forming institutions of the society, organizations, where  the individual work, also shape their values though in a lesser degree.

i. Corporate Culture: Organizations often have a set of core values that guide behavior and decision-making. These values can shape individual beliefs and priorities, especially if someone is highly invested in their organization.

ii. Leadership and Management: Leaders and managers set the tone for organizational values. Their behavior, decisions, and communication can reinforce or shift the values within the organization.

iii. Policies and Practices: Organizational policies, such as ethical guidelines, diversity and inclusion initiatives, and environmental sustainability efforts, reflect and promote certain values.

 

3. Peers and Colleagues:

An individual gets clue of behavior from his peers and colleagues. He develops and applies beliefs, attitudes and values derived from the groups of peers and colleagues with whom he is associated.  Peers and colleagues can influence an indivudual’s value system in following ways:

i. Social Influence: Peers and colleagues can impact values through direct interaction and social pressure. Norms and values within a peer group can influence an individual’s beliefs and behaviors.

ii. Culture: The informal culture created by interactions among employees can reinforce or challenge organizational values, shaping how individuals see their role and ethical responsibilities.

 

4. Work and Career:

Work consists of the tasks or responsibilities associated with a particular job or positions in an organization. Work and career related factors can influence the values in following ways:

i. Job Role and Responsibilities: The nature of one’s work can influence values related to responsibility, achievement, and professional ethics.

ii. Career Aspirations: Long-term career goals and the paths taken to achieve them can impact values related to ambition, success, and personal fulfillment.

iii. Work-Life Balance: How individuals manage their work-life balance can reflect and shape their values regarding personal well-being and professional commitment.

 

iv. Professional Codes:

Professional codes are an increasing source of ethical norms for managers in business organizations.

i. Ethical Standards: Professional codes of conduct, such as those established by industry associations or regulatory bodies, provide guidelines for ethical behavior and decision-making within a profession.

ii. Professional Identity: Adherence to these codes often helps shape an individual’s professional identity and aligns their personal values with the standards of their field.

Types of Values

Different theories classify values in various ways, reflecting different perspectives on human motivation and behavior. Here’s an overview of the classifications provided by Allport, Graves, Enland, and Rokeach:

1. Allport’s Classification:

Gordon W. Allport, a prominent psychologist, categorized values into six major types, which he described as part of his study on values and their role in personality development. His classification includes:

• Theoretical Values: Emphasis on the pursuit of truth and knowledge. Individuals with theoretical values are often driven by a desire for understanding and intellectual growth.
• Economic Values: Focus on practical and utilitarian aspects of life, such as efficiency, productivity, and material success.
• Aesthetic Values: Appreciation for beauty, form, and artistic expression. These values are often associated with creativity and an appreciation for art and nature.
• Social Values: Concern with relationships and the welfare of others. Socially-oriented individuals value altruism, kindness, and community involvement.
• Political Values: Related to power and influence. These values involve a focus on authority, control, and leadership.
• Religious Values: Focus on spiritual beliefs and practices. These values encompass a commitment to faith, spirituality, and religious principles.

 

2. Graves’s Classification:

Clair W. Graves developed a model of values that is part of his broader theory of human development, known as Spiral Dynamics. Graves’s classification involves levels of value systems that evolve as individuals and societies develop. Key levels include:

• Beige: Basic survival values, focusing on physiological needs.
• Purple: Tribal and safety values, emphasizing family and community ties.
• Red: Power and dominance values, characterized by assertiveness and immediate gratification.
• Blue: Order and stability values, stressing rules, discipline, and moral absolutism.
• Orange: Achievement and success values, focused on individualism, innovation, and rationality.
• Green: Community and equality values, emphasizing empathy, environmentalism, and inclusivity.
• Yellow: Systemic thinking values, promoting flexibility, understanding of complex systems, and integration.
• Turquoise: Holistic values, focusing on global interconnectedness and collective well-being.

 

3. Enland’s Classification:

While there isn’t a widely recognized classification system specifically attributed to “Enland” in value theory, it’s possible you might be referring to a lesser-known or emerging framework. However, if you’re referring to a concept similar to Enland’s, please provide additional context or details.

 

4. Rokeach’s Classification:

Milton Rokeach’s theory is well-known for his classification of values into two major categories:

• Terminal Values: These are end-state values that represent desired outcomes or goals. They reflect what people ultimately seek to achieve in life, such as happiness, a sense of accomplishment, and inner peace.
  • Examples include: Self-respect, a world at peace, true friendship, and financial security.
• Instrumental Values: These are values related to the means or methods by which individuals achieve their terminal values. They are more about the processes and behaviors that facilitate achieving end goals.
  • Examples include: Honesty, ambition, responsibility, and competence.

Rokeach’s classification highlights how values function both as guiding principles and as goals to be achieved, illustrating their dual role in shaping behavior and decision-making.

Each of these classifications provides a unique lens through which to understand human values, reflecting different aspects of motivation, development, and personal philosophy.