2. How Attitudes are Formed?
Experience:
Attitudes form directly as a result of
experience. They may emerge due to
direct personal experience, or they may
result from observation.
Social Factors:
Social roles and social norms can have a strong
influence on attitudes. Social roles relate to how
people are expected to behave in a particular role
role or context. Social norms involve society's rules
rules for what behaviors are considered
appropriate.
3. Most Important Attitudes in the Workplace
Definition of Attitude
Attitude describes the way your employee feels inside. These are his
feelings toward you, his coworkers and his position within the
company. Every employee has an attitude towards the environment --
either good or bad. This attitude can also influence how he performs.
Because attitude is an inward feeling, an employee's bad attitude
might remain hidden. But if he's not careful, his bad attitude might
show in his actions.
Definition of Behavior
Behavior is the way your employee responds to his attitude. This
response is either positive or negative, depending on how the
employee views his position and the company. For example, an
employee who disagrees with you might overstep boundaries or
ignore office protocol. In addition, an employee who dislikes another
coworker or has little respect for a coworker might display this
attitude by speaking harshly to this individual, being biased or
engaging in other inappropriate acts, such as sexual harassment.
4. Most Important Attitudes in the Workplace
Job satisfaction
Job involvement
Organizational commitment
6. When employees are dissatisfied with their job…
Psychological withdrawal like daydreaming on the job.
Physical withdrawal like unauthorized absences; early
departures; extended breaks, or work slowdowns.
Aggression, like verbal abuse or dangerous actions
against another employee.
7. Making Positive Attitudes Work for Organization.
Transparent & Open Communication Give and Take
Work-Life Balance
Training & Development-Focused
Shower Praises
A reward here doesn’t have to be
monetary in nature; sometimes even a
simple verbal recognition by the
supervisor is all that is necessary to
spur the employees’ motivation.
Recognition for Hard Work
Acknowledging their Presence
having that sense of balance will improve job
satisfaction among employees because they will feel
that they’re not overlooking the other areas of their
lives that are, if not more, important to them than
work.
A positive work environment would
have routine trainings to improve
efficiency and instill positive
attitudes among employees.
http://www.hongkiat.com/blog/positive-working-environment/
8.
9.
10. Job satisfaction is the collection of feelings and beliefs
people have about their current jobs.
Job satisfaction is a positive feeling about
your job resulting from an evaluation of its
characteristics.
Job satisfaction is an important work
attitude in organizational behavior because
it affects a wide range of behaviors and
contributes to workers’ well-being. It is
one of the most well researched work
attitudes.
11. When people are satisfied with their jobs…
high productivity
a stronger tendency to achieve costumer loyal
loyalty to the company
low absenteeism and turnover
less job stress and burnout
better safety performance
better life satisfaction
12. Certain factors associated with job satisfaction…
Salary
Work itself
Promotion opportunity
Quality of supervision
Relationship with co-workers
Working conditions
Job security
Adequacy of salary and perceived equity
compared with others;
The extend to which job tasks are considered interesting and provide
opportunities for learning and accepting responsibility;
Chances for further advancement;
The technical competence and the interpersonal skills of
one’s immediate superior;
the extend to which co-workers are friendly, competent,
and supportive.
The extend to which the physical work environment is
comfortable and supportive of productivity;
The beliefs that one’s position is relatively secure and continued
employment with the organization is a reasonable expectation.
13. Ways of Measuring Job Satisfaction…
Single global rating
method
Summation score method
14. Single global rating
methodRefers to that approach where individuals are asked to respond
to a single question,
“How satisfied are you with your job?”
1. Highly satisfied
2. Moderately satisfied
3. Indifferent
4. Moderate dissatisfied
5. Highly dissatisfied
15. Summation score method
It is more sophisticated, it identifies key elements in
a job and asks the employee’s feelings about each.
Typically elements here are the nature of the work;
supervision, preset pay, promotion opportunities and
relation with coworkers.
Respondents rate them on a standardized scale,
and researchers add the ratings to create an
overall job satisfaction score. This method is
achieves a more accurate evaluation of job
satisfaction.
16. Please indicate on the blanks provided below how satisfied you are
(in terms of percentage) in each of the following factors of your job.
% 1. Work itself
% 2. Salary (or pay)
% 3. Promotion opportunities
% 4. Supervision
% 5. Co – workers
Note: To be filled by the enumerator:
______ % overall percentage score
17. Job involvement…
Refers to the degree to which a person identifies with the job, actively
participates in it, and considers performance important to self worth.
Organizational commitment…
It refers to the degree to which an employee identifies with a particular
organization and its goals and wishes to maintain membership in organization.
18. Three dimensions of Organizational
commitment…
Affective commitment
Continuance commitment
Normative commitment
Refers to the employee’s emotional
attachment to the organization and
belief in its values.
Refers to the employee’s tendency
to remain in an organization
because he cannot afford to leave.
Refers to an obligation to remain with
the company for moral or ethical
reason.
