Learning Journal for HUMAN BEHAVIOR IN ORGANIZATION

THE NATURE OF EMPLOYEE ATTITUDES

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Attitudes Attitude is a way of acting
toward a person or
situation. It can also mean
individuality as manifested
by behavior. It is a frame
of mind that is based on
what is happening around
the person.
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Attitudes are the feelings and Basically, attitude is a
beliefs that largely determine ...the different types of attitudes psychological state of mind. It
how employees will perceive and how attitude can be is the way a person thinks about
their environment, commit characterized. situations, and it ultimately
themselves to intended actions, determines a person's behavior.
and ultimately behave. It forms In the workplace, employees
a mental set that affects how we can have either a positive or
view something else, much as a negative attitude about specific
window provides a framework work tasks, products or
for our view into or out of a services, co-workers or
building. management, or the company
as a whole.

Job satisfaction is a set of Job satisfaction can be seen in a

Job Satisfaction
Job Satisfaction is a feeling
of fulfillment or enjoyment
that a person derives from
their job. It can be defined
as the extent to which an
employee feels self-
motivated & contented
favorable or unfavorable
feelings and emotions with
which employees view their
work. Job satisfaction is an
affective attitude-a feeling of
relative like or dislike toward
something. Job satisfaction is
dynamic, for it can decline
even more quickly than it
develops.
...if job satisfaction affects the
overall performance of the
employee in the present and
future circumstances.
holistic approach, since it can apply
to the different parts of an
employee’s job. The focus should be
on the various parts that are believed
to be important, since attitudes are all
interconnected with why an
employee behaves in certain ways.
Important aspects of job satisfaction
include pay, one's supervisor, the
nature of tasks performed, co-
workers or team, and the immediate
working conditions.
 Job Involvement has Job involvement is the degree ...if job involvement is Job involvement is the direct
Job Involvement something to do with the to which employees immerse directly connected with the participation of staff to help an
employee’s active themselves in their jobs, attitudes of employees who organization fulfill its mission and
participation in invest time and energy in have been laid off recently or meet its objectives by applying their
his/her work, profession, them, and view work as a have been promoted. own ideas, expertise, and efforts
and company.  central part of towards solving problems and
their overall lives. making decisions and considers his
or her performance important to self-
worth.

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Organizational Organizational commitment, or Employees who are greatly

Organization commitment is an employee loyalty, is the degree to ...if organizational organizational-committed usually
Commitment individual's attachment to which an employee identifies with commitment is a factor of demonstrate a willingness to abide by
the organization. the organization and wants to an employee’s security of the company rules, and are seldom
continue actively participating in it. tenure and job tardy or absent. They make it a point to
Like a strong magnetic force performance in an prepare for tomorrow’s work and
attracting one metallic object to organization. improve their service to translate into a
another, it is a measure of the higher level of care for the job and its
employee's willingness to remain customers.
with a firm in the future.
People usually talk about
Work moods play a large role in how
being in a good mood or Work Moods are variable attitudes ...what are the factors
an entire organization communicates
Work Moods a bad mood. Work toward their jobs. It means that that affect one’s work
within itself and to the outside world.
moods have an impact on employees also have feelings about moods and how do the
Positive strong work moods depends on
job performance, their jobs that are highly dynamic; managers combat the
the actions such as praise, creating an
decision making, they can change within a day, hour or work moods of an
atmosphere filled with fun, a workplace
creativity, teamwork, minute. An employee's work mood employee or to the
filled with pleasant surroundings, and
negotiations and can be described as ranging from group’s morale
engaging in and encouraging a
leadership. If you’re not negative("[ hate this task today") to
reasonable amount of social interaction.
in the mood, it is most positive ("Right now I'm excited by
Work moods are also affected by the
likely that your work will this new challenge") and from weak
statements of colleagues or employees
be impacted negatively. to strong and intense.
close to an individual.
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One is an engaged employee Employee engagement is actually Employees who honestly care
when he or she is fully the level of enthusiasm and about the organization’s success
Employee absorbed by and enthusiastic dedication an employee feels ...how to strengthen an have a strong bond to their
Engagement about their work and so takes toward his or her job. Employee employee’s engagement employer, and exert effort to
positive action to further the engagement is substantial when especially when he or she is helping it perform well shows a
organization’s reputation and employees exhibit a high degree of not a team player or is lacking positive employee engagement.
interests. It drives job satisfaction and involvement, confidence They receive satisfaction from
performance since the are committed to their firm's their work, identify with the
employee is engaged with mission, and have generally upbeat organization, and work
what’s happening in the work moods. passionately toward team goals.
organization.

EFFECTS OF EMPLOYEE ATTITUDES

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Satisfied workers actually may be high,
Employee performance is Employee performance is
average, or even low producers and they
Employee defined as how an employee ...the different ways in determined by physical,
will tend to continue the level of
Performance fulfills their job duties and improving employee emotional, and practical
performance that previously brought
executes their required tasks. performance and how to factors. By cultivating
them satisfaction. Dissatisfied employees
It also refers to the conduct an effective healthy and open
may engage in psychological withdrawal
effectiveness, quality, and employee performance review communication, creating
(daydreaming on the job), physical
efficiency of their output. concrete goals, and providing
withdrawal (absences, early departures,
Performance also contributes ongoing training, employees
extended breaks, or work slowdowns), or
to our assessment of how will be empowered and
even overt acts of aggression and
valuable an employee is to the motivated to achieve, grow,
retaliation for presumed wrongs.
organization. and succeed. 

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 Turnover is the Job satisfaction is associated with Employee turnover has both benefits
measurement of the lower employee turnover, which is and disadvantages which may arise. An
Turnover number of employees the proportion of employees leaving ...how to lessen the advantage is that more opportunities are
who leave the company. an organization during a given time turnover rate of an open for internal promotion, the
It is sometimes a result of period. Voluntary turnover is any organization and detect removal of underperformed employees,
better job opportunities instance in which an employee the reasons behind the and the extra budget for product
elsewhere, poor actively chooses to leave an turnover of employees research. Disadvantages of turnover are
performance, conflict organization. Involuntary turnover is the expense of training newly hired
within the workplace, when an employer chooses to employees, morale effects due to
toxic behavior, or other terminate an employee resigned co-workers, and overtime
reasons. payment due to being shorthanded of
staff members.
When employees Employees who have low job Involuntary absenteeism, such as
repeatedly show up late satisfaction tend to be absent or legitimate medical reasons or
Absences and or consistently absent, missing from work more often & ...how to effectively involuntary tardiness caused by traffic
Tardiness particularly after occurs with high frequency among a address employees cannot be avoided but a pattern of
previously being certain cluster of employees. regarding absences and frequent absences and tardiness is often
punctual, it’s normal to Employees may exhibit their tardiness in the a symptom of negative attitudes & is
be worried since dissatisfaction with job conditions workplace another way in which employees
tardiness and through tardiness. A tardy employee physically withdraw from active
absenteeism can be the is one who comes to work but arrives involvement in the organization. It will
first sign of burnout, beyond the designated starting time. affect the timely completion of work
decreased engagement, Tardiness is a type of short-period and disrupt productive relationships
or a struggle to balance absenteeism. with co-workers.
work and personal life. 

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Employee theft is Although employee theft has many Employee theft can take many
any stealing, and the causes, some employees may steal forms, including embezzling
Theft removal of the because they feel exploited, ...the other reasons why money, directly taking products
company’s own overworked, or frustrated by the employees result to theft in their and stealing information. The
resources. It is also the treatment they receive from their companies and why they bend company should publish its
use or misuse of an organization. In their own minds, the rules to get what they want ethical stance and its managers
employer's assets employees may justify this unethical will be seen to adhere to it
without permission. behavior as a way of claiming strictly in spirit and in action,
Employee theft is a unrewarded overtime or even gaining inside and out, with customers,
 considerable problem revenge for what they consider ill vendors, and employees alike.
for many companies. treatment at the hands of a supervisor.
One of the most extreme and However it manifests itself,
unfortunate consequences of employee workplace violence is a growing
Violence dissatisfaction is exhibited through ...what triggers violence in the concern for employers and
Workplace violence is violence. Although the source of workplace, how to deal with employees all over the world.
violence or the threat of violence can include co-workers, violent employees and how to Managers must be on the
violence against customers, and strangers, the effect is prevent it from happening lookout for signs (temper
workers. It can occur the same-millions of workers are now tantrums, or threats) that
inside or outside of the the victims of workplace violence employee dissatisfaction might
workplace and can range annually, and many more live under turn into verbal or physical
from threats and verbal the direct or perceived threat of harm. harm at work, and they must
abuse to physical Ironically, work stress can be both a take appropriate and immediate
assaults. cause of violence and the aftermath of preventive actions.
it.

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Many employees hold positive The workers “going above and
attitudes toward their work & beyond,” or “giving their all”
Organizational Organizational organization. Organizational ...what drives these employees with the have the organizational
Citizenship citizenship behavior citizenship behaviors are organizational citizenship behaviors citizenship behavior. They look
deals with the actions & helpful actions above and and how to keep them motivated at their job as more than just a
behaviors that are not beyond the call of duty that pay check and strive to do all
required by workers. promote the organization's they can to make their work
They are not critical to success. It is often marked by environment run smoothly; even
the job, but benefit the its spontaneity, its voluntary if it has a minimal connection to
team & encourage even nature, its constructive impact their current duties. The persons
greater functioning and on results, and its unexpected acting in this commendable
efficiency. helpfulness or cooperativeness fashion are excellent role
to others. models for others.
Emotional contagion is the
Emotional contagion refers to phenomenon of having one
Emotional contagion Emotional contagion lies the automatic and often ...how to avoid unnecessary negative person's emotions and related
in the fact that employee unconscious spread of attitudes emotional contagion and the tips on behaviors directly trigger
attitudes are not just and feelings from one person positive emotional contagion similar emotions and behaviors
spread within a work to another. Employees in other people. Emotional
 group or organization,
but they are potentially
conveyed to outsiders
and most importantly to
clients and customers.
perceive the statements, contagion is important to
gestures, facial expressions, personal relationships because it
postures, and moods of others fosters emotional synchrony
and often absorb them as their between individuals where you
own. begin to express it or relate it to
others in the same way.

STUDYING JOB SATISFACTION

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Employee satisfaction surveys If job satisfaction studies are properly Surveys can serve as a safety
allow you to know employee planned and administered, they will valve, or emotional release,
Benefits of Job morale and understand how usually produce a number of important ...the disadvantages of using a for people to get things off
Satisfaction satisfied employees are with benefits. The most important advantage survey to know the opinions their chests (vent out) and
Studies their roles and is and suggestions of the later feel better about them.
responsibilities, work they give management an indication of employees Training needs can be
environment, and even where general levels of satisfaction in a identified, since employees
they wish their careers to go. company. Surveys also indicate the can report how well they feel
Importantly, they help specific areas of satisfaction or their supervisor performs
management identify issues dissatisfaction (such as employee certain parts of the job, such
proactively, and take services) and the particular groups of as delegating work and
corrective action where employees (like the marketing giving adequate instructions.
necessary. department or those employees who are
approaching retirement) who may be
most dissatisfied.
Job satisfaction can Before they conduct formal job Management stays in touch
sometimes be easily observed satisfaction surveys, managers examine with the level of employee
Use of Existing and seen through the actions daily contacts and existing data for ...how does an employee satisfaction primarily through
Job Satisfaction of an employee. Being learning about current employee feelings. show his or her job face-to-face contact and
Information punctual, having a positive These approaches recognize that formal satisfaction aside from daily communication. This is a
aura, being proactive, and job satisfaction surveys are similar to an face-to-face contact practical, timely, and proven
going the extra mile can be annual audit in the sense that both are method of determining the
seen as existing job merely periodic activities; yet there is a job satisfaction level of
satisfaction information. day-to-day need to monitor job individuals,
satisfaction just as there is a regular need
to keep up with financial accounts.
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Reliability is the capacity of a survey Job satisfaction survey
instrument to produce consistent results, procedures are more
Critical Issues Reliability and validity are regardless of who administers it or when ...the other difficulties and complicated than they appear
two elements that serve as the someone responded to it. If an instrument issues in having a valid and to be at first glance. It seems
backbone of any effective is reliable, we can be confident that any reliable job satisfaction study simple enough to go to
study. difference found between two groups is employees, get their
real, and not the product of employee responses, and then interpret
mood changes or widely varying them, but experience shows
administrative procedures. Validity is that careless errors in survey
important because it determines what design can seriously limit the
survey questions to use, and helps ensure usefulness of a survey. It is
that researchers are using questions that considered to be the degree
truly measure the issues of importance. to which it measures what it
claims to measure.
The information and data Once job satisfaction information has To use job satisfaction
gathered in the job been collected and tabulated, the big information, it must be
Using Survey satisfaction survey should be question ...how the survey information communicated to all
Information used in improving the state of remaining is: What does all this mean in will be used in the managers so they can
the employees. Also, it is used terms of the organization and its development of new policies understand it and prepare to
to propose an action plan or employees? Although gathering the and what other outputs may use it. Managers will be the
programs that are needed to information is chiefly a matter of be done with the help of the ones to make any changes
change the outlook of the technique, analysis and use of the data gathered suggested by the data, and
employees. resulting data require skilled they will want to see the
management judgment. It is the final evidence to make their own
important step in a job satisfaction judgments.
survey.

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A lot of companies have made
arrangements in the set up of
Using the their in-house versions of the
Company Internet, called Intranet. It is a
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Many organizations have found the intranet to ...how the use of Intranet The goal of an intranet is
be a useful tool for transmitting attitude help a company aside from to ease communication,
surveys and results, as its widespread internal the use of survey of job collaboration and
visibility provides a powerful incentive for satisfaction document sharing for
Intranet secure, private network only
for the company use. It is
used for memos, internal
communications such as
confidential documents,
timelines, urgent matters, etc.
managers to implement changes quickly. people within an
Response rates are often improved over organization. Intranets
traditional paper-and-pencil formats, and the provide a virtual space
computer technology is typically welcomed by for employees to work
younger members of the workforce. Problems together, which is great
with multiple responses can be easily detected for when people are
and controlled, and longer comments to open- spread out
end questions are often provided. geographically.

CHANGING EMPLOYEE ATTITUDES

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Not all employees’ outlook or If management desires to change ...the tips on changing Changing employee attitudes
attitude can be changed and if employee attitudes in a more favorable employee attitudes requires hard work with a lot of
Changing one would like to try, it is not direction, there are many routes to heart. Being true and transparent
Employee an easy task. pursue, such as a reward system to to your employees and being
Attitudes individual or team performance, setting positive everyday will truly
challenging goals with employees so change the outlook and behavior
those with achievement drives can of your employees.
experience the opportunity for
satisfaction through their
accomplishment.

Overall Reflection (Highlight the application of what you have learned)

How can you improve your learning, thinking and working in the future? Have you identified the next step for your development?
Employee attitudes are essential to keep an eye on. It may be difficult to comprehend and handle. They progress depending on the affectivity of the reward system of a
company, as well as from the behavior of one’s supervisor. Managers are particularly concerned with four types of altitudes-job satisfaction, job involvement, organizational
commitment, and work mood. Job dissatisfaction may cause the increased absenteeism, tardiness, turnover, and other undesirable behaviors, so employers want to develop
satisfaction among their employees. Higher job involvement leads to higher levels of dedication and productivity in workers. High performance and equitable rewards
encourage high satisfaction. Higher job satisfaction usually is associated with lower turnover and fewer absences. Committed employees are also more likely to embrace
company values, culture and beliefs. Managers can obtain useful information by using questionnaires and interviews, as well as by examining existing human resource data.
Information is communicated to managers through survey feedback that uses summary data, makes relevant comparisons, and supports the conclusions with actual employee
comments. Follow-up is accomplished by committees to assure employees that appropriate action is taken after a survey (with the results often posted on the company
intranet). Ultimately, information regarding employee attitudes is useful only if it influences managers to improve their own behavior and reward systems.
Comments and Suggestions
Employee attitudes may be changed by involving the staff in the planning and implementation process when addressing changes within the company. Hold
focus groups or sending out employee surveys to gain feedback about the environment, operations, job satisfaction or anything that might affect employee
attitudes. Find out what the employees think and what their issues or motivations are. This way the management can act find resolution in those areas. Recognize
that your staff may be your greatest informational resource regarding ground-level operations and addressing consumer needs. Ask them what changes would
make their work-lives easier and you may improve your firm’s efficiency as well as employee attitudes.