Search results
Results from the WOW.Com Content Network
Values tend to influence attitudes and behavior and these types include moral values, doctrinal or ideological values, social values, and aesthetic values. It is debated whether some values that are not clearly physiologically determined, such as altruism , are intrinsic , and whether some, such as acquisitiveness , should be classified as ...
Rokeach's RVS is based on a 1968 volume (Beliefs, Attitudes, and Values) which presented the philosophical basis for the association of fundamental values with beliefs and attitudes. [5] His value system was instrumentalised into the Rokeach Value Survey in his 1973 book The Nature of Human Values .
Values tend to influence attitudes and behavior and these types include ethical/moral values, doctrinal/ideological (religious, political) values, social values, and aesthetic values. It is debated whether some values that are not clearly physiologically determined, such as altruism , are intrinsic , and whether some, such as acquisitiveness ...
Instrumental values are beliefs or conceptions about desirable modes of behavior that are instrumental to the attainment of desirable end points, such as honesty, responsibility, and capability. Terminal values are beliefs or conceptions about ultimate goals of existence that are worth surviving for, such as happiness, self-respect, and freedom ...
Norms are not the equivalent of an aggregation of individual attitudes. [18] Ideas, attitudes and values are not necessarily norms, as these concepts do not necessarily concern behavior and may be held privately. [4] [14] "Prevalent behaviors" and behavioral regularities are not necessarily norms.
The most famous example of such a theory is Dissonance-reduction theory, associated with Leon Festinger, which explains that when the components of an attitude (including belief and behavior) are at odds an individual may adjust one to match the other (for example, adjusting a belief to match a behavior). [51]
Organizational culture encompasses the shared norms, values, behaviors observed in schools, universities, not-for-profit groups, government agencies, and businesses reflecting their core values and strategic direction. [1] [2] Alternative terms include business culture, corporate culture and company culture. The term corporate culture emerged ...
There are three processes of attitude change as defined by Harvard psychologist Herbert Kelman in a 1958 paper published in the Journal of Conflict Resolution. [1] The purpose of defining these processes was to help determine the effects of social influence: for example, to separate public conformity (behavior) from private acceptance (personal belief).