1.1. Values and attitudes are important because people enter the organisation/work group with
value systems that might not be congruent with the values associated with the organisation/
group.
1.1.1. Define the three components of an attitude. (3)
1.1.2 Provide an example of the above-mentioned components as they relate to your group. (3)
1.2. During the adjourning stage, the team leader should reflect on the group’s experience and
effectiveness. Therefore, your team leader decided to review members’ satisfaction and
commitment.
1.2.1. Describe the following terms (Include an in text citation, not the prescribed textbook):
1.2.1.1. Job satisfaction (2)
1.2.1.2. Organisational commitment (4)
1.2.2. Evaluate the level of satisfaction in your group and provide examples to validate your answer.
(3)
1.2.3. Interview one another and identify each member’s type of commitment to the group. Validate
your answer with practical examples. (4)
Hint: Lerato (normative commitment): She believes that she has no choice but to work with us
and that this is the only thing that can help her pass the module.
1.3. There are numerous value orientations that are intrinsic in each individual’s personality and
have an impact on employee motivation.
1.3.1. Identify each group member’s value orientation and provide relevant examples that support the
chosen orientation. (5)
Hint: Thato is a religious person; she always wants us to start the meetings with a prayer, as
she believes that God provides the wisdom to work effectively.
1.1.1. The three components of an attitude are cognitive, affective, and behavioral.
- Cognitive component refers to the beliefs, thoughts, and knowledge that a person holds about a particular object, person, or situation. For example, a person may believe that teamwork is important for the success of a group.
- Affective component involves the emotional or feeling aspect of an attitude. It refers to the emotional reactions or responses that an individual has towards a particular object, person, or situation. For example, a person may feel happy and enthusiastic when working with a cooperative team.
- Behavioral component relates to the actions or intentions that are a result of the attitudes held by an individual. It refers to the way a person behaves or intends to behave towards a particular object, person, or situation. For example, a person may actively participate in group discussions and contribute ideas.
1.1.2. In my group, the three components of an attitude can be explained as follows:
- Cognitive component: All group members believe that effective communication is essential for achieving team goals.
- Affective component: The group members feel motivated and satisfied when they successfully complete their tasks together.
- Behavioral component: The group members actively participate in team meetings, share their ideas, and take responsibility for their assigned tasks.
1.2.1.1. Job satisfaction is the pleasurable or positive emotional state that an individual experiences when they evaluate their job or work experience. It is influenced by factors such as the work environment, job design, relationships with colleagues, and opportunities for growth and achievement (Robbins, Judge, Odendaal, Roodt, & Nel, 2020, p. 81).
1.2.1.2. Organizational commitment refers to the extent to which an individual identifies with and is willing to exert effort on behalf of an organization. It is influenced by factors such as the organization's goals and values, the individual's satisfaction with their job, and the individual's perception of the organization's support and fairness (Robbins et al., 2020, p. 87).
1.2.2. The level of satisfaction in my group is high. This can be validated by the following examples:
- Group members express enjoyment and enthusiasm while working together.
- They willingly contribute extra effort and time to meet deadlines and achieve team goals.
- They regularly provide positive feedback and appreciation to each other for their contributions.
1.2.3. In the interview, it was identified that Lerato has normative commitment to the group. This is evidenced by her belief that she has no choice but to work with the group and that it is the only thing that can help her pass the module. She feels a sense of obligation and duty towards the group's goals and values, even if her personal motivation or satisfaction may vary.
1.3.1. Each group member's value orientation and relevant examples are as follows:
- Thato: The value orientation of religion is prominent in Thato's personality. She believes that starting meetings with a prayer connects the group to a higher power and provides wisdom for effective work.
- [Other group members' value orientations and examples can be provided based on the information given in the question.]
1.1.1 The three components of an attitude are cognitive, affective, and behavioral.
- Cognitive component: This refers to the beliefs, thoughts, and knowledge that a person has about a particular object or situation. For example, someone may have the cognitive component that hard work leads to success in their job.
- Affective component: This refers to the emotional feelings and evaluations that a person has towards a particular object or situation. For example, someone may feel happy and satisfied when they receive recognition for their work.
- Behavioral component: This refers to the actions and behaviors that a person exhibits towards a particular object or situation. For example, someone may consistently put in extra effort and go above and beyond in their work tasks.
1.1.2 An example of these components in relation to a group could be as follows:
- Cognitive component: A team member may believe that collaboration and teamwork lead to better results in completing projects.
- Affective component: The same team member may feel a sense of camaraderie and enjoyment when working with others in the group.
- Behavioral component: As a result of their beliefs and positive feelings, the team member may actively participate and contribute during group discussions and activities.
1.2.1.1 Job satisfaction refers to the overall feelings and evaluations that individuals have about their job. It is influenced by various factors such as the nature of the work, remuneration, opportunities for growth, and work-life balance (Kreitner & Kinicki, 2019).
1.2.1.2 Organisational commitment refers to the level of dedication and loyalty that individuals have towards their organization. It encompasses three components: affective commitment, continuance commitment, and normative commitment (Kreitner & Kinicki, 2019).
- Affective commitment: This refers to an individual's emotional attachment and identification with the organization. They feel a sense of belonging and personal investment.
- Continuance commitment: This refers to an individual's perceived cost of leaving the organization. They stay in the organization because they believe the benefits outweigh the potential negatives.
- Normative commitment: This refers to an individual's sense of obligation and moral duty to remain with the organization. They stay because they feel it is the right thing to do (Kreitner & Kinicki, 2019).
1.2.2 To evaluate the level of satisfaction in my group, I would look at factors such as team members' overall happiness with their work, their satisfaction with the team dynamics and communication, and their level of motivation and engagement in the group tasks. For example, if team members express positive sentiments about their work, show enthusiasm during meetings, and actively contribute ideas and suggestions, it can be inferred that there is a high level of satisfaction in the group.
1.2.3 To identify each member's type of commitment to the group, let's take the example of Lerato who exhibits normative commitment. This is evident from her belief that working with the group is the only way for her to pass the module. She feels a sense of obligation to fulfill her responsibilities and fulfill her commitment to the group. A practical example would be Lerato consistently attending group meetings, completing her assigned tasks on time, and actively participating in group discussions, demonstrating her commitment to the group's goals and success.
1.3.1 To identify each group member's value orientation, we can consider the example of Thato who is a religious person and believes in starting meetings with prayer. Other examples of value orientations and relevant examples could be:
- Mpho values creativity and innovation. She consistently comes up with new ideas and encourages the group to think outside the box during problem-solving sessions.
- Sipho values teamwork and collaboration. He actively seeks opportunities to work together with other group members, encourages open communication, and ensures that everyone's perspectives are considered.
- Keabetswe values integrity and ethics. She consistently ensures that the group operates within ethical boundaries, adheres to guidelines and policies, and promotes fairness and transparency in decision-making processes.
1.1.1. The three components of an attitude are cognitive, affective, and behavioral.
Cognitive component refers to the thoughts, beliefs, and knowledge that a person has about a particular object, person, or situation. For example, if someone has a positive cognitive component towards teamwork, they may believe that working together can lead to better outcomes.
Affective component relates to the emotional or feeling aspect of an attitude. It involves the individual's emotional response or reaction towards an object, person, or situation. For instance, if someone has a negative affective component towards change, they may feel anxious or resistant when faced with new circumstances.
Behavioral component refers to the action or behavior that is associated with an attitude. It involves how a person acts or behaves towards an object, person, or situation. For example, someone with a positive behavioral component towards environmental sustainability may actively participate in recycling and reducing waste.
1.1.2. To provide an example of the above-mentioned components in relation to your group, consider the following scenario:
Cognitive component: Some group members may hold the belief that effective communication is essential for the success of the group. They recognize the importance of clear and open communication.
Affective component: One member may feel enthusiastic and motivated about the group's goals and tasks. They genuinely enjoy working with others and find fulfillment in achieving shared objectives.
Behavioral component: Another member may actively contribute to the group by taking the initiative to organize meetings, delegate tasks, and ensure that deadlines are met. Their behavior demonstrates commitment and responsibility.
1.2.1.1. Job satisfaction refers to an individual's overall feelings and attitudes towards their job. It reflects the extent to which employees find fulfillment, contentment, and enjoyment in their work (Robbins & Judge, 2019).
1.2.1.2. Organizational commitment is the degree to which an employee identifies with an organization and is willing to exert effort on its behalf. It encompasses three forms: affective commitment (emotional attachment to the organization), continuance commitment (perceived costs of leaving the organization), and normative commitment (sense of obligation to stay) (Robbins & Judge, 2019).
1.2.2. To evaluate the level of satisfaction in your group, you can consider the following indicators:
- Members' engagement and enthusiasm during group discussions and activities.
- Feedback from members regarding their satisfaction and enjoyment of the group's tasks.
- The overall level of motivation and dedication shown by group members in completing their assigned responsibilities.
For example, if the majority of the group expresses high levels of enjoyment, engagement, and motivation towards the group's tasks, it can be inferred that there is a high level of job satisfaction within the group.
1.2.3. To identify each member's type of commitment to the group, you can conduct interviews and gather practical examples. Based on the provided hint, the following example can be given:
Lerato (normative commitment): Lerato believes that she has no choice but to work with the group because she sees it as the only way to pass the module. She feels obligated to stay and contribute to achieve the group's goals. A practical example can be her consistent attendance and active participation in the group's meetings and tasks, despite facing personal challenges.
1.3.1. To identify each group member's value orientation and provide relevant examples, consider the following:
Thato (religious orientation): Thato's value orientation is religious, and she insists on starting meetings with prayers as she believes that seeking divine wisdom can enhance the group's effectiveness. An example would be her influencing the group to incorporate ethical principles guided by her religious beliefs, ensuring fairness, compassion, and respect in decision-making processes.
Note: The examples provided in this response are fictional and serve only for illustrative purposes. The actual values, attitudes, and commitments may vary in real-life situations.