Skip to main content

VALUES AND BELIEFS




We are a nation of cricket lovers. The feature that we hit upon straightaway when visiting a cricket stadium for the first time is the grass. Pruned to perfection, it exhibits stripes, diamonds, a checkerboard, or even arches.



Over the years I have gathered many theories about how they’re created: the grass is colored, has different lengths, and so on., but the real reason is a lot naiver. It’s the direction of the blades that tints the grass in various shades. When the sun hits an upright blade, its whole frame reflects the light – rendering it brighter than a blade that points directly towards the sun. Most professionals create the patterns by mowing in different directions. But the astute among them have another trick up their sleeve: they use a simple roller behind their mower to direct the blades with even more force.

And the same way the mowing and rolling directs the grass, our values and beliefs direct our behavior as humans.



What influences our behavior?

On the surface, most of our human behaviors don’t seem rational. But if you follow these impulses down to their roots, everything starts to make sense.
It’s called the Value-Behavior Chain. Our Values influence our beliefs, which determine our attitudes that guide our behavior. That means if a business wants to influence its customers behavior, it must change their attitudes, beliefs or values first.



Values

Values are a measure of worth we attach to something. We can value something very little– meaning basically don’t care. Or we can value someone a lot– going out of our way to do something for that person. Going even further, values are often guide us between what’s good and what’s bad. Universal values are for example happiness, love, freedom, respect, equality and justice. But they can also be as specific as this:

Ü One of my values is altruism: the fortunate should share their wealth with the less fortunate.



Beliefs

A belief is a feeling that something is true. As a whole, our beliefs represent all the bits of information we collect about people, events and things in life. They don’t necessarily have to be rational or based on facts. They can even be false beliefs and we still cling on to them. They grow stronger the longer we keep them and the more we keep repeating them to ourselves or others. Following our example chain, this could be a belief that’s based on the value above:

Ü I believe a good company donates some of their profits to charitable causes.



Attitudes

Our attitudes are based on our values (good and bad) and our beliefs (what we know). And they express our relationship towards the world around us. Based on what we value and believe, we like something or dislike it. Or we are ambivalent. An example attitude in our chain might be:

Ü I like TATA cars because they help people in need. They donated a huge sum of money to The Prime Ministers Relief fund.



Behavior

Our behavior is simply what we do and say–our words and actions. Based on the attitude above, the chain would be concluded through the following behavior:

Ü Buying TATA Cars.

  

How are they associated?

Your attitudes are like buoys. They are attached to a chain (your beliefs). And the chain is anchored to the ground (your values). Like the ground, your values will rarely change. Depending on the tide–the circumstances in your life-the buoy will go up and down. 


Meaning your attitudes will adapt to what’s happening to you. But they will always depend on your beliefs, as these can be stretched only so far before they break. The only missing piece in the picture is our behavior. Not hard to guess, they are the ships which are guided by the buoys.



As soon as you dive below the surface, people are a lot more rational than they often seem. In fact, their behavior becomes quite clear when you take their motives into account:

Ü their values: what they find good and not good

Ü their beliefs: what they know

Ü Their attitudes: how the relate to their surroundings

And once you know their motives, getting them along becomes as easy as creating a perfectly shaped checkerboard on a cricket field. 

Content Curated By: Dr Shoury Kuttappa




Comments

Popular posts from this blog

RELEVANCE OF MYTHOLOGY: BEHAVIOURAL LESSONS FROM ICARUS/ JATAYU

  Tales from the Mythology & Us Sometimes, the mythology that resounds with us the most reveals much about where we are in life. How we interpret the ancient stories reveals more about our internal struggles than the motives of the authors who lived thousands of years ago. Mythology is a fascinating topic that has captivated people for centuries. It is the study of traditional stories, legends, and folklore that have been passed down from generation to generation. While many may believe that mythology is a relic of the past, it is still very relevant today. Firstly, mythology helps us understand our cultural heritage . Every culture has its own unique set of myths and legends that define its identity. These stories provide us with a glimpse into the beliefs, values, and customs of our ancestors. Secondly, mythology can help us understand ourselves . Many of the stories found in mythology are allegories that explore the human experience. They can provide us with insights into

CULTURAL INTELLIGENCE DEMYSTIFIED: EXPLORING ITS IMPORTANCE AND ESSENTIAL BEHAVIORS - CHAPTER 01

  IQ, EQ now CQ? As globalization has rendered the business environment more complex, dynamic, and competitive, the ability to function effectively in different cultural contexts, called Cultural Intelligence (CQ), has never been more important for institutions. Originally, the term cultural intelligence and the abbreviation “CQ” (Cultural Quotient) was developed by the research done by Soon Ang and Linn Van Dyne as a researched-based way of measuring and predicting intercultural performance.  The concept is related to that of cross-cultural competence but goes beyond that to look at intercultural capabilities as a form of intelligence that can be measured and developed . Cultural intelligence may be defined as “ a person’s capability to adapt as s/he interacts with others from different cultural regions ”, and has  behavioral, motivational,  and  metacognitive  aspects. Without cultural intelligence, we are susceptible to mirror imaging. The mirror effect can be observed in variou

EMOTIONAL CYCLE OF CHANGE: NAVIGATING TRANSITIONS AND TRANSFORMATIONS - CHAPTER -02

  ***Continued from Chapter 01 (Emotional (Cognitive) Changes, Cognitive Reappraisal, The Emotional Cycle Of Change, Five Stages Of The Emotional Cycle, The Kubler Ross Change Curve) Link to Chapter 01: https://conceptsnest.blogspot.com/2024/07/emotional-cycle-of-change-navigating.html Embarking On Organizational Change Organizational change is a huge undertaking. Too often, organizations focus on the expense of the project in terms of logistics and targets, and ignore the significant loss of revenue that will occur if its people never fully embrace the new way of working . Those initiating the change may expect colleagues to buy in and share their enthusiasm. But changes – even those designed to benefit the individual and the organization – can be traumatic, engendering feelings of loss of control, disempowerment and fear . A positive change for one person might mean a loss of status or security for another. Some might simply not be sold on the benefits, and may be reluctant to part w