LYCEUM OF THE PHILIPPINES UNIVERSITY

COLLEGE OF INTERNATIONAL TOURISM AND

HOSPITALITY MANAGEMENT

WORK RELATED
ATTITUDE

Presented to;
Dr. Sevilla Felicen

Presented by:
Abular, Adell Mico
Aguila, Regina Valerie
Care, Daniel Troy
Copo, Honey Rose
Pasia, Lloyd
Triunfo, Myra

CLOHS 4B
April 2022
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COLLEGE OF INTERNATIONAL TOURISM AND
HOSPITALITY MANAGEMENT

Attitude
an attitude refers to a set of emotions, beliefs, and behaviors toward a particular object,
person, thing, or event. Attitudes are often the result of experience or upbringing, and they
can have a powerful influence over behavior. While attitudes are enduring, they can also
change.

Components of Attitude
Cognitive Component: Your thoughts and beliefs about the subject
Affective Component: How the object, person, issue, or event makes you feel
Behavioral Component: How attitude influences your behavior

Attitudes can also be explicit and implicit.

Explicit attitudes are those that we are consciously aware of and that clearly
influence our behaviors and beliefs.
Implicit attitudes are unconscious but still have an effect on our beliefs and
behaviors.
Theories of job satisfaction

Job Satisfaction

Job satisfaction, or employee satisfaction, is just what it sounds like – it’s how happy or
satisfied employees are with their jobs. Employee satisfaction can easily affect motivation,
goal achievement, and positive morale at work.

Satisfied employees are often more loyal to your company and put in the extra effort to crush
company and personal business goals. They can be an ambassador for your brand.

Why Is Job Satisfaction Important?

Employee satisfaction (or lack thereof) influences both employees and organizations. Why?
A dissatisfied employee is less likely to be productive, perform well, and might develop job
stress. This, in turn, can result in low morale and less loyalty to the company they work for.

Focusing on job satisfaction throughout your organization is key to the productivity and

motivation of your employees and it can help reduce employee turnover.

Job Satisfaction Theories have a strong overlap with theories explaining human motivation.
The most common and prominent theories in this area include:
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 Maslow’s needs hierarchy theory 

 Herzberg’s motivator-hygiene theory.

THE TWO THEORIES OF JOB

SATISFACTION

Hierarchy of Needs by Abraham

Maslow
Maslow’s needs hierarchy theory
was one of the first theories to
examine the important contributors
to job satisfaction. The theory
suggests that human needs form a
five-level hierarchy (Figure 1)
consisting of: physiological needs,
safety, belongingness/love,
esteem, and self-actualisation.
Maslow’s hierarchy of needs postulates that there are essential needs that need to be met
first (such as, physiological needs and safety), before more complex needs can be met (such
as, belonging and esteem).

Maslow’s needs hierarchy was developed to explain human motivation in general. However,
its main tenants are applicable to the work setting, and have been used to explain job
satisfaction. Within an organisation, financial compensation and healthcare are some of the
benefits which help an employee meet their basic physiological needs. Safety needs can
manifest itself through employees feeling physically safe in their work environment, as well
as job security and/ or having suitable company structures and policies.

When this is satisfied, the employees can focus on feeling as though they belong to the
workplace. This can come in the form of positive relationships with colleagues and
supervisors in the workplace, and whether or not they feel they are a part of their team/
organisation. Once satisfied, the employee will seek to feel as though they are valued and
appreciated by their colleagues and their organisation.

The final step is where the employee seeks to self-actualise; where they need to grow and
develop in order to become everything they are capable of becoming. Although it could be
seen as separate, the progressions from one step to the next all contribute to the process of
self-actualisation. Therefore, organisations looking to improve employee job satisfaction
should attempt to meet the basic needs of employees before progressing to address higher-
order needs. However, more recently this approach is becoming less popular as it fails to
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HOSPITALITY MANAGEMENT

consider the cognitive process of the employee and, in general, lacks empirical supporting
evidence. In addition, others have found fault with the final stage of self-actualisation. The
lack of a clear definition and conceptual understanding of self-actualisation, paired with a
difficulty of measuring it, makes it difficult to measure what the final goal is or when it has
been achieved.

Motivator-Hygiene Theory
Herzberg’s motivator-hygiene theory
suggests that job satisfaction and
dissatisfaction are not two opposite ends of
the same continuum, but instead are two
separate and, at times, even unrelated
concepts. ‘Motivating’ factors like pay and
benefits, recognition and achievement need
to be met in order for an employee to be
satisfied with work. On the other hand, ‘hygiene’ factors (such as, working conditions,
company policies and structure, job security, interaction with colleagues and quality of
management) are associated with job dissatisfaction.

Because both the hygiene and

motivational factors are viewed as
independent, it is possible that
employees are neither satisfied nor
dissatisfied. This theory postulates
that when hygiene factors are low the
employee is dissatisfied, but when
these factors are high it means the
employee is not dissatisfied (or
neutral), but not necessarily satisfied.
Whether or not an employee is satisfied is dependent on the motivator factors. Moreover, it is
thought that when motivators are met the employee is thought to be satisfied. This separation
may aid in accounting for the complexity of an employee’s feelings, as they might feel both
satisfied and dissatisfied at the same time; or neither satisfied nor dissatisfied.

Whilst the Motivator-Hygiene theory was crucial in first distinguishing job satisfaction from
dissatisfaction, the theory itself has received little empirical support. Herzberg’s original study
has been criticised for having been conducted with a weak methodology .As a result,
subsequent attempts to test this theory have obtained mixed results with some researchers
supporting it .and others not.

Employee Dissatisfaction
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Impact of employee dissatisfaction, leaders shares the following:

 Lost customers
 Decreased productivity
 Decreased safety
 Decreased quality
 Increased turnover

Experts agree that the costs of employee dissatisfaction are real based on evidence-based
research. These challenges result in real and potential financial losses. Have you figured out
how much employee dissatisfaction is costing your organization?

One place to start looking is by measuring turnover and its costs. “According to a study by
the Society for Human Resource Management, employers will need to spend the equivalent
of six to nine months of an employee’s salary in order to find and train their replacement.”
That’s just one cost. Imagine if you added up all the other impacts of employee
dissatisfaction as well.

These employee dissatisfaction statistics show the importance of decreasing disengagement

today. Fortunately, there are strategies that are within each employee and leader’s control
that can stem the tide of employee dissatisfaction.

What are the causes of employee dissatisfaction in the workplace?

Generally, the cause of workplace dissatisfaction is the disconnect between the employee’s
desired actions and outcomes and the reality of the work. This disconnect can be driven by
external circumstances or internal feelings. In SHIFT to Professional Paradise, I share a
paradigm that says that your beliefs and mindsets drive actions and outcomes. This process
works regardless of whether the desired outcomes are positive (employee satisfaction) or
negative (employee dissatisfaction).

There are as many causes of employee dissatisfaction as there are dissatisfied employees.
Generational trends show that Millennial employees are dissatisfied when they don’t get
enough feedback or opportunities to grow and develop. Generation X team members want
autonomy so a micro-managing boss leads to employee disengagement. For Baby Boomers,
being left out of decision making or working with a weak team causes dissatisfaction.

Leaders in healthcare organizations of all shapes and sizes are interested in fresh, proactive
ideas to address employee dissatisfaction. If you are like them, you are interested in
strategies that are realistic, manageable and proven.

In my workshops, keynote programs and virtual coaching, I share shortcuts to employee

engagement that make sense. A shortcut is a quicker, more efficient way to get somewhere
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or to get something done. Don’t worry; the shortcuts I share aren’t shortcuts that diminish
quality or service. In fact, just the opposite is true. These employee engagement strategies
lead to improved outcomes (as well as a positive increase in metrics across the board)
because they treat the cause of employee disengagement not just the symptoms. They aren’t
Band-Aids. They provide the long-term cure for employee dissatisfaction. And isn’t that what
you’re really looking for – positive, sustainable, long-term change?

Employee dissatisfaction often leads to negative reviews of services provided, poor quality
work and higher turnover. There is good news. The effects of employee dissatisfaction can
be measured and monitored, so leaders can move from a subjective “feeling” about someone
to more objective, data-driven reviews that nip employee dissatisfaction in the bud.

15 Ways to Improve Employee Job Satisfaction at the Office

1. Listen

People are more likely to feel invested – in a process, a team, or an organization – when
they’ve had a hand in building it. That’s why you should never restrict problem solving to
executives. Not all perspectives are equal, but good ideas can come from anyone.

“Big tent” decision making means giving everyone the opportunity to stay informed about
your big picture objectives. Then, make it easy for them to weigh in with their thoughts,
whether that means an “open door” policy, a suggestion box, or an online feedback system.

The same approach should extend to issues that cause friction and reduce productivity.
When teams have avenues to deal with these issues constructively, they do. When they
don’t, they vote with their feet. And before you know it, a trickle of departures can become a
flood.

2. Provide Clear, Actionable Feedback.

Evaluations can be awesome tools for building strengths and addressing weaknesses.

After all, even people with a lot of self-knowledge have blind spots. An outside opinion might
be just what it takes to move forward and break through patterns that are holding you back.

Feedback that boosts job satisfaction is:

Timely: Feedback should follow the precipitating event as close as possible.

Frequent: Feedback should happen enough so a pattern of growth can be seen.

Clear: Feedback should stick to what matters most and avoid drifting off track.

Actionable: Feedback should focus on what’s in a person’s sphere of influence.

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When feasible, organizations will get the most mileage from a “one on one” approach to
feedback, with brief weekly or biweekly meetings. This ensures relevant, fresh feedback will
be available. It also helps build rapport between team members and their immediate
supervisors.

3. Support Skill Development.

Organizations that are willing to help their personnel evolve and improve will win greater
loyalty than those who don’t.

No matter what the economy is like, employment decisions aren’t just “dog eat dog” – people
remember those who have helped them along the way.

Talent development can be baked into an organization in many ways:

Put someone in charge of talent development and have internal skill-building groups.

Provide tuition support for team members who seek relevant degrees or certifications.

Add tickets and travel for key industry conferences into your human resources budget.

4. Train Leaders to Lead.

It’s been said time and again: People don’t leave companies, they leave managers.

Unfortunately, many managers are initially selected for specialized skills – like sales or
coding, for example – and are simply expected to pick up leadership chops along the way.

This “learn as you go” approach might seem organic, but it allows for plenty of mistakes that
may not get corrected. With this in mind, it’s crucial that leaders receive training in how to
deal with people.

While management focuses on deft application of practical skills, leadership has an

emotional dimension that can’t be ignored. Communication, emotional intelligence (EQ), and
other soft skills should be integral to leadership training, not an afterthought.

5. Keep Your Values Consistent.

Core values essentially shape your company culture, define your company’s brand, and unite
employees.

But, values that contradict your company’s mission or conflict with each other can be
confusing and unclear. Therefore, ensure that your company’s core values are clear,
concise, and properly represent your business’s goals and work ethic.
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6. Keep Employees Informed.

Holding brief meetings on a consistent basis can help keep your employees informed on any
company updates, client/customer news, new deals in the pipeline, and any concerns that
may have come up.

This can definitely be beneficial for businesses who work in segmented departments or
teams, as it allows everyone to get caught up on what's happening across the board.

Encourage every employee to be at these meetings – for those working remote, give them
time to dial a coworker or a conference line so they can stay in the loop as well.

7. Give Employees a Place to Unwind. 

Everyone needs a break now and again. Burnout is a real thing in the workplace, so anything
you can do to reduce or eliminate that will help make your employees happier in their day to
day.

Oftentimes, a company break room is the best place for staff to get away from their work for
a moment and relax. Plus, it gives them a reason to get up from their desk, which has health
benefits of its own.

Gaming areas and quiet zones can also be an excellent place for employees to take a quick
break. At Bluleadz, we have a ping pong table in our second office space – let's just say it's
our favorite stress reliever and break-time activity!

8. Stop Micromanaging.

When you're in a leadership role, it's obvious you want your team to succeed and for the best
possible product/solution to be created. 

However, sometimes it's important to take a step back and let the team work it out for
themselves. When you hover over them the entire time, it can come off as though you don't
trust them or think they aren't skilled enough to accomplish it on their own.

To better manage your employees, work on developing your own project management style
and allow your employees to do the same. This, as a result, can improve productivity,
collaboration, and quality of work.

9. Increase Employee Engagement.

Getting your employees engaged and involved in the company is one way to help foster
loyalty and satisfaction.
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Hosting team building events, both in and out of the office, will encourage your staff to
engage and interact with one another, which can be especially beneficial for larger
businesses who might not get together as an entire organization as frequently.

A few great team building activities you could try include:

 Monthly happy hour
 Scavenger hunt
 Trivia night
 Axe throwing
 Escape room

Employee engagement doesn't have to be created through crazy, out-of-the-box activities,

either. One way to encourage engagement in a typical work week is to get the whole staff
involved when an issue or challenge arises.

Give your employees the opportunity to contribute new ideas to solve the issue at hand – this
brainstorming session can build teamwork and creative thinking and can lend itself to
fostering new relationships in the organization.

10. Define Growth Opportunities/Career Paths.

Not many people want to do the same thing forever. And, the feeling of being in a dead-end
job can discourage employees from wanting to excel and do better than they already are.

Provide and show clear career advancement opportunities at your company. Where can your
employees be in one year, five years, even 10 years if they continue to perform well and
deliver impactful results for your business? This is where an organizational chart can come in
handy.

An organizational chart is a visual diagram that outlines a company's internal structure and

details the roles, day-to-day responsibilities, and relationships between employees.

By sharing your org chart with your employees, they can visualize their next step in the
company. They will be able to see what is expected of them and what training is available to
help them advance in their career path.

11. Recognize Good Work.

Recognition goes a long way in the workplace. Take a look at the impact employee
recognition has on engagement and work relationships:
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69 percent of employees say they would work harder if they thought their efforts were better
appreciated. (Socialcast)

50 percent of employees believe receiving thanks from higher-ups improves the relationship
and enhances trust with their superiors. (Cicero Group)

28 percent of the most memorable and impactful recognition comes from a manager.
(Gallup)

Give a reason for employees to celebrate their wins and achievements. Employee
milestones, such as work anniversaries, and employee-of-the-month programs can be simple
yet impactful ways to recognize excellent work from your team.

At Bluleadz, we have a designated reserved parking spot in our office building parking
garage that one team member awards another each month. This employee-to-employee
recognition helps unite the company and applaud great teamwork!

12. Loosen Up on the Dress Code.

Surprisingly, dress codes can cause stress for employees.

The tight restriction of what can and can't be worn at the office can force people to buy new
clothes and create frustration every morning when picking out what to wear.

By allowing your staff to wear clothes they are happier in (within reason, of course) and
ditching the standardized closed-toe shoe and tie policy, employees can be a little more
personalized in their outfit choices and dress more comfortably for the work day.

13. Stock the Break Room.

One of the simplest ways to keep your employees happy is to stock your kitchen or break
room with delicious goodies to snack on.

Oftentimes, people might not have enough time between meetings and tasks to grab lunch,
so providing the opportunity to grab a quick bag of chips and soda on their way to the
conference room will keep them – and their stomachs – satisfied.

Try to accommodate everyone at the office and fill the cabinets with a variety of snacks – not
everyone enjoys Doritos and Pepsi, so be sure to provide some healthier alternatives for
those who prefer it.

14. Create a Positive Work Environment 

The environment and surroundings people work in can affect their happiness and
productivity.
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This is why it's important to create and build a positive work environment for your employees
who are coming in every day to help deliver results for your business.

Hostile or negative work environments will only distract and discourage employees from
accomplishing daily tasks. You should keep your employees focused on the positive things to
motivate them and increase satisfaction.

To build a workplace that overflows with positivity, consider:

Encouraging open communication between employees and leadership.

Highlighting what is going right rather than harping on what's going wrong.

Telling the truth and not beating around the bush about company issues.

Lightening up on strict work hours to accommodate people's personal lives and commutes.

15. Focus on the Long Term.

While quick wins and short-term goals have their benefits, they also can create frustration
among employees who think their hard work and effort has only a short-term effect on the
company's growth.

Keep your company focused on one main, long-term goal to encourage a united front.
Consider what your mission statement and vision statement means to your staff, and let that
message resonate through your business to motivate and encourage high-value results.

All in all, let your employees know that all the hard work is worth it.

The 9 Key Benefits of an Engaged Workforce

Even though improving employee engagement has been a common goal for many

organizations for decades, employees aren’t feeling it. In fact, the lack of workforce
engagement remains one of most persistent organizational challenges in business
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today. Research is also clear that organizations doing a better job of engaging their
workforce see a significant improvement in overall productivity within the company. 

And the benefits don’t stop there. As Gallup has found, organizations with highly effective
engagement experience several positive outcomes. In our work with countless organizations
around the globe and through independent research, we’ve also identified some key benefits
from boosting engagement. 

1. More Highly Motivated Workers.

Employees who report feeling valued by their employer are far more likely to report
they are motivated to do their very best for their employer. A workplace
survey conducted by the American Psychological Association with Harris Interactive
found that employed adults who feel valued by their employer are significantly more
likely to report being motivated to do their very best for their employer (93% vs. 33%).
They are also more likely to report they would recommend their workplace to others
(85% vs. 19%).

2. Better Overall Healthcare Outcomes.

In an article for the Harvard Business Review, researchers Emma Seppala and Kim
Cameron reported on the high cost of stress and disengagement in the workforce.
“Although there’s an assumption that stress and pressure push employees to perform
more, better, and faster, what cutthroat organizations fail to recognize is the hidden
costs incurred,” the authors wrote. They reported that health care expenditures at high-
pressure companies are nearly 50 percent greater than at other organizations.

3. More Effective Leadership.

The most effective leaders connect with their employees and inspire them to do more. By
engaging with team members, leaders boost morale, engagement and excitement. People
don’t listen to leaders until they know and understand that those leaders care.
Furthermore, Gallup has found that manage

1. More Highly Motivated Workers.

rs who focus on employees’ strengths can “practically eliminate active disengagement

and double the average of U.S. workers who are engaged nationwide.”
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4. Lower Absenteeism

Engaged employees make it a point to show up to work—highly engaged business

units realize a 41% reduction in absenteeism. 

5. Lower Turnover

Engaged workers are more likely to stay with their employers. In high-turnover
Organizations, Highly Engaged Business Units Achieve 24% Lower Turnover.

6. Less Theft

Highly engaged business units experience a 28% reduction in inventory loss and a 40%
reduction in quality defects.

7. Fewer Injuries

Engaged workers are more mindful of their surroundings. Work groups with
engagement scores in the top quartile realize a 70% decrease in employee
safety incidents in the workplace. 

8. Higher Customer Scores / Sales

Work groups with higher levels of engagement achieve 10% higher customer
scores and a 20% increase in sales than those on the lower end. 

9. Higher Productivity / Profitability

Work groups in the top quartile of engagement are more present and productive; they
average 17% higher productivity, and 21% higher profitability.

References

https://www.verywellmind.com/attitudes-how-they-form-change-shape-behavior-2795897
https://oshwiki.eu/wiki/Job_satisfaction:_theories_and_definitions
https://www.vickihess.com/engagement-insights-ideas/employee-dissatisfaction/
https://www.bluleadz.com/blog/how-to-boost-job-satisfaction-at-work
https://www.yourthoughtpartner.com/blog/the-9-key-benefits-of-an-engaged-workforce