1.1. Values and attitudes are important because people enter the organisation/work group with

Question

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.

Answer 1

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.