Organizational Behavior & Management for Attitude

Question: Discuss about theOrganizational Behavior Management for Attitude. Answer: Impact of Attitude on Behaviour at Work Attitude influence the behaviour of people but it does not completely rely on it. Saying that attitude of the person is directly related to the behaviour will be a false statement. Attitude is termed as the belief, feelings and behaviour of a person towards anything or a situation. Many times there occurs a situation where an individual is in the dilemma. The conscious of person allows them to perform certain activity about due to some external factors behaviour does not go as per the attitude. For example: If a person is in the favour of decentralisation to be adopted at work but because of their position in the workplace they would agree with the bosses and in such situation behaviour is opposed to the attitude (Sharma, 2016). Attitude influences the behaviour such that, if one person likes something and behaves positively towards it then the other persons attitude towards the particular product changes, they might like the product just because of the positive behaviour of other. Attitude changes the decision of a person to an extent. Attitude can be positive as well as negative; even the people themselves cannot predict what will be their attitude at the particular point of time. If an employee is carrying a positive attitude and is highly enthusiastic towards the work, they might influence the behaviour of other employees as well. Also, there are chances that some employees get positively motivated with fellow persons attitude and this may change their attitude and behaviour towards work. While there are some negative people as well these has the tendency to pull back the other employees so that they can gain the better position in the organisation. Therefore these people might change the positive attitu de of others through their negative behaviour. Now, this is contradictory situations that need to be understood. The senior person behaves negatively to portray a dull image whereas in the inner corner of their mind they carry positive attitude towards work. This is the scenario where attitude do not influence the behaviour of a person (Open textbooks, 2016). Use of Attitude for a Person Attitude is an important factor that plays a vital role in an individuals life. There are two aspects of attitude positive and negative. A positive attitude is a generous one and it spreads happiness in the surrounding while the negative attitude turns an angle into the demon (Vogel Wanke, 2016). It depends on the capacity of the person to handle any situation if the person is highly motivated and enthusiastic then they would fight back to achieve success. If any person is not much daring and low heartened then they might give up in such situation, these people carry fixed growth mindset and thus cannot face the anxious situations. Such people might influence others as well not to perform the difficult task. Therefore, for every person to lead a successful life there is a need to carry out the positive attitude, though there are times when positive attitude and behaviour could not always be carried. But in such situations also never go negative, one can stay neutral and try hard to make certain changes to the extent it is possible (Time management ninja, 2017). Attitude is used in the workplace to influence other people. The employees with a positive attitude are considered to be the gem for the organisation because their attitude impacts the working of others as well. Such employees spread generosity and positive energy in the surroundings. The manager with the good behaviour and pleasing personality carries a humble attitude and they are most preferable leaders as they listen to the problem of employees and try the best to solve the complaint. Also, they act as the arbitrator for the company to resolve issues between the colleagues. The human resource manager of a company needs to have patience behaviour and calm personality as they are the one that solves the redressal and handle the tantrums of the employees and deal with many people on the daily basis. Thus, the attitude of the person differs from person to person, organisation to organisation and lastly position to position. Higher the post a person holds in the workplace more positivity they need to carry so that they could be set as an example and acts as the role model in the company. It not only affects the attitude, behaviour and personality of other people but also upgrades a person into a better individual (Nag, 2012). Factors Determining Either job Satisfaction or Organisational Commitment Job satisfaction is the result of positive attitude and feelings that a person pertains to them in relation to their job. If the employee is highly committed towards the work there will be job satisfaction. Job satisfaction is not connected with how big the company is but it depends on how much the employee is interested in the job and what all could they add to the company as well as self-development. Those employees that are just working but are not interested in their position and activities they perform, such employees contains negative attitude towards work and this kind of situation is of job dissatisfaction (Ismail, 2012). Organisational commitment is the involvement of an employee within the particular company. The employee feels connected with the organisation and there is a sense of belongingness among the employees. The employees willingly contribute towards the goal of the organisation and engage themselves in acquiring quality performance to increase the goodwill of the enterprise. When the employee is committed towards the organisation simultaneous growth of employer, employee and organisation take place. Organisational commitment is directly proportionate to job satisfaction if the employee is satisfied with their job and highly motivated to perform better every day then it is likely to stay committed to the employer and their organisation. The dissatisfied employee would never adhere to the organisation for the longer period of time (Canrinus, Helms-Lorenz, Buitink, Hofman, 2012). Employee commitment contains three attributes, namely, affective commitment, continuance commitment normative commitment. Affective commitment is a positive commitment which is psychologically related to the organisation. Continuance commitment is concerned with the cost that is incurred on leaving the organisation, as nature depicts it is the negative commitment that retains the employee and lastly the normative commitment comprises of perceived obligation that has implications on the organisation and they are positive in nature. As stated commitment is directly proportionate to job satisfaction whether it is a positive or negative commitment (Mind tools, 2017). For instance, in a company where the staff consist majority of male candidate over female candidates and privilege to the majority is given then the female employees feel left out and they could not attach themselves with the organisation which loses the commitment and bonding with the organisation and dissatisfaction increases. This may result in a high turnover of female employees in the organisation. The female candidates were way more efficient than the male candidates and this might result in loss of the companys efficiency due to the discrimination process going on. Job satisfaction is crucial for the development of the organisation, if there is lack of job satisfaction there are chances that low organisational commitment will be there. The attitude towards work should also be focussed if the employees attitude towards the work is positive then high job satisfaction will be recorded which would at last lead to better organisational commitment. Therefore efforts need to be made to satisfy employees that could be done by motivating the employees and increasing the zeal to work which would enhance the interest towards the job and appropriate training program will automatically attach the commitment towards the organisation (Brunetto, Teo, Farr-Wharton, 2012). Managers Responsibility to Build Commitment within the Staff Commitment within the staff could be constructed when the employees are motivated and influenced by the managers to work smart. Though in todays technological scenario there are machines that perform half of the work effectively and efficiently still the human resources are the asset for an organisation. Human resources can never be replaced by any machine, it could reduce the time and quality but cannot replace the work that is been accomplished by the employees (Adham, 2017). The thing is employees are not much related to their work and perform 20-80% of the capacity and if they become determined they are likely to attain heights they can achieve the 100% efficiency. It is observed when the senior manager or owner is near the area of workplace efficient working goes on, which if continued daily who led the organisation to the new heights ahead of the competitors. It is the responsibility of the manager to employ the motivational theory to retain the employees and increase the commi tment. Thus, it could be done by imparting timely training and following Herzberg two factor theory where job satisfaction and motivational activity go along simultaneously. Through appreciation and challenging activities employees feel engaged in the employee, there is a sense of belief and faith that employer would render something better and will make them learn along to move along. Through this group, the spirit gets activated and employees move at height taking along the organisation as a whole. Such efforts pay back to the company in the form of organisational commitment and employee turnover decreases with the increase in job satisfaction (Centerod, 2012). References Adham. A., 2017, Employee involvement and its impact on job satisfaction and organisational commitment, International Journal of Sciences: Basic and Applied Research, vol.35, no. 3, p.p. 368-400. Brunetto, Y., Teo, S.T., Shacklock, K. and Farr?Wharton, R., 2012, Emotional intelligence, job satisfaction, well?being and engagement: explaining organisational commitment and turnover intentions in policing Human Resource Management Journal, vol. 22, no.4, pp.428-441. Canrinus, E.T., Helms-Lorenz, M., Beijaard, D., Buitink, J. and Hofman, A., 2012, Self-efficacy, job satisfaction, motivation and commitment: Exploring the relationships between indicators of teachers professional identity, European journal of psychology of education, vol.27, no. 1, pp.115-132. Centerod, 2012, Seven ideas to get the most from your people, viewed on 7th September 2017, https://www.centerod.com/2012/02/getting-most-from-people/. Ismail, N., 2012, organisational commitment and job satisfaction among staff of higher learning education institutions in Kelantan, viewed on 7th September 2017, https://etd.uum.edu.my/3003/1/Norizan_Ismail.pdf. 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Time management ninja, 2017, 21 ways to define a positive attitude, viewed on 7th September 2017, https://timemanagementninja.com/2012/02/21-ways-to-define-a-positive-attitude/. Vogel, T. and Wanke, M., 2016, Attitudes and attitude change, Routledge, New York.