Relation Between The Attitude And Behavior †MyAssignmenthelp.com

Question: Discuss about the Relation Between The Attitude And Behavior. Answer: Introduction In this topic, the relation between the attitude and behavior is established to show how much an employee is committed to the success of the organization. It is the attitude out of the job satisfaction which frames out an employees attitude towards the organization. The importance of the attitude is highlighted in this topic and how it is an important to bring shape to an employees job satisfaction. The topic further discusses about the factors determining the job satisfaction of the employee and also the leadership of the manager to supervise how the staffs under him are committed to the success of the organization The Theories of Attitude and Behavior of the organizational theory is being described here in this topic. Attitude and behavior Attitude and behavior interact with each other which is supported by the attitude in question. A persons attitude with his co workers would influence the persons behavior. The situation is a yardstick which would determine the attitude and behavior of the person. A person generally with a positive attitude would leave a positive effect on the behavior of the person (Pratkanis et al 2014). However if the situation changes, the management might act accordingly with the change in situation. It is advisable that despite the changes of the attitude, his attitude would remain positive which would not change the form of behavior towards the coworkers. Daniel Katz has used for classifications of attitude according to the situation Knowledge: By using logic and rational mindset, are the ways also which help the people to form attitudes. When an organization use its logical power to explain the employers why the assignment is regarded important. This in further would produce positivity towards the assigned task and help the employees to frame out strategy to complete the task (Mcleod 2014). This classification determines the attitude of individual which is derived from the interest of the community. With the raise of income, employers would grow a positive attitude which might affect their behavior at different situations (Mcleod 2014). Defense by ego: People carry the tendency to utilize attitudes in order to protect their own ego which gives birth to the negativity. If the circumstances arise where the manager criticized the work of an employer without giving proper suggestions to the employer for the improvement, the latter would grow a negative attitude in him and would dismiss the manager on the ground of behaving foolishly just in order to protect their work (Mcleod 2014). Expressing value: Managers need to identify the circumstances which require the significance to the employers from the perspectives of the values (Shin, Taylor and Seo 2012). Having the awareness of the circumstances, the managers need the management in order to coincide with the vision of the organizations with the values of individuals, which as a result producing passion in the environment of the workforce. As mentioned before, attitude is a contagious disease which seems to influence the behavior of the people (Shin, Taylor and Seo 2012). Therefore, organizations must acknowledge influencing the attitude of the person and also the behavior of the person. The circumstances of a work environment, system of rewarding the employers, job satisfaction are the main components which encourages positive behaviors of the employers and the workforce of the organization as a whole (Mcleod 2014). Attitude Attitude is regarded as one of the significant factors which guides a person through the highs and lows of life. Attitude influences the person which in turn also leaves effects in the performances (Shin, Taylor and Seo 2012). Attitude in an organization leaves an impact over the people surrounding them. People having positive attitude encourages the co workers while the people having negative attitude discourages the co workers around them (Petty et al. 2014) Attitude tends to affect both the work performances of the employees and the co workers. Some attitudes tend to represent the harmful elements in the workplaces which can affect the employees performances. Attitudes can be either negative or the positive perceptions of the person, place event or a thing which are often regarded as the object of attitude. Attitudes are regarded as the judgments and they are developed on the model of ABC which stands for Affective, Behavioral and Cognitive (Greenwald et al. 2013). The response based on affective is considered as a response based on emotions which represent the preference of an individual for a particular organization. The behavioral attitude is based on the verbal form of indication or represents the typical tendency of behavior of an individual. Cognitive response represents the belief of an individual about the object. Attitudes are depended on Job Satisfaction: It is a assembly of positive or negative feelings that a person has towards the work does. Involvement in job: Actively taking part in the job and regarding the importance of the performance to the self. Commitment made to the organization: A person must carry a positive attitude in order to identify the goals of the particular organization and also a wish must be there in a person whether to maintain the membership in the organization or not (Albarracin, Johnson and Zanna 2014). Attitudes generally support people to get adjusted with their working environment. The well treatment must be given to the employees in order to make them develop the positive attitude towards the organization, management and posts that they are holding. On the other hand, however, the person who is not treated well by the organization develops gradually a negative attitude (Albarracin, Johnson and Zanna 2014). This means that the attitude give support to the employees to get adjusted to their environment in order to form basis for the behavior. Factors determining Job satisfaction Job satisfaction determines the environment of the work is the important factor of the employees job. The attitude of the employee is also determined by the job satisfaction provided to them. The job satisfaction also arises out backup provided by the HR manager to attain high performance levels (Yucel 2012). Factors which determine the job satisfaction are Organizational Factors and The personal factors The organizational factors contain Occupational level Job happiness Payment opportunities Work conditions Establishing relationship with supervisors (Yucel 2012; Eslami and Gharakhani 2012). Occupational level: If the level of the job is higher, satisfaction would be greater for the individual. The reason behind this is that a job of higher level contains good prestige and as a result the individual becomes self determined (Thomson and Phua 2012). Job happiness: If the variation of the job happiness is greater having less repetitiveness on the basis of which the task must be done, the satisfaction of the individual would be more. Opportunities for payment: Job satisfaction comes when the individual is satisfied with the good amount of payments and promotions. If the payment is done on time with the required amount, this in turn brings satisfaction to the individuals (Thomson and Phua 2012). Work conditions: the environment where the individual works is regarded as an encouraging environment if it proves to be conducive having a beautiful workplaces or the better environment. Effective managers must know about the facts that their employees want recognition in terms of the efforts they have given. The employees always look forward to allow wage discussion with the supervisors regarding the problems they are facing in the office works (Thomson and Phua 2012). As far as the personal factors are concerned, the individuals are satisfied with the jobs that suit their interest. If they are satisfied with the job, the individual achieves greater satisfaction in their working sphere (Thomson and Phua 2012). Managers responsibility It is the responsibility of the managers to look into the fact that how important to supervise how the staffs are committed. The job satisfaction of the employers enhances the employees satisfaction of job and their performances. The job satisfaction is the support of the management, job security and most importantly the effective leadership of the managers towards their staffs. The behavior of the managers is to influence give motivation and make the employees enable to contribute in their success of the organization (Goetsch and Davis 2014). The behavior of the leadership of the managers is to utilize their quality of leadership and encourage the employers to contribute in the organizations success. According to a some surveys, it has been stated that the repost which has put forwarded by the Employees stated that showing of loyalty to employees by the managers, job security and good pay for the employees are considered to important motivators for the employees in the organization. The managers are generally happy that the job satisfaction out of the organizational commitment is the sufficient salaries, job security and recognition (Nielson 2013). However, if the Manager recognizes the good performance it increases the satisfaction of the employees. In many organizations, the employers want the managers to communicate them the necessary things to the employees instead of participating as a leader. The good managers always look forward to meet the business goals and also ensure whether the employee is also depending on the same strategic vision. The good manager always tends to pinpoint the required objectives to a team who is leading a project and make sure that the employees are equally committed to the works of the project (Mowday et al. 2013). Conclusion On a concluding note it could be stated that, the importance of behavior and attitude are equally important in terms of mending the character of a person. In an organization, an attitude always works on the behavior of the person. The job satisfaction, organizational commitment and also the importance of attitude are being the important criterion for managing the behavior in the working place. The organizational factors are the determinant factors which influence the employees job satisfaction. Lastly, the managers role as a leadership is important to look into the fact that to what extent the employees are ebing commited to the success of the organization. References Albarracin, D., Johnson, B.T. and Zanna, M.P. eds., 2014.The handbook of attitudes. Psychology Press. Eslami, J. and Gharakhani, D., 2012. Organizational commitment and job satisfaction.ARPN Journal of Science and Technology,2(2), pp.85-91. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Greenwald, A.G., Brock, T.C. and Ostrom, T.M. eds., 2013.Psychological foundations of attitudes. Academic Press. McLeod, S., 2014. Attitudes and behavior.Retrieved on March,10, p.2015. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Nielsen, K., 2013. How can we make organizational interventions work? Employees and line managers as actively crafting interventions.Human Relations,66(8), pp.1029-1050. Petty, R.E. and Krosnick, J.A., 2014.Attitude strength: Antecedents and consequences. Psychology Press. Pratkanis, A.R., Breckler, S.J. and Greenwald, A.G., 2014.Attitude structure and function. Psychology Press. Shin, J., Taylor, M.S. and Seo, M.G., 2012. Resources for change: The relationships of organizational inducements and psychological resilience to employees' attitudes and behaviors toward organizational change.Academy of Management Journal,55(3), pp.727-748. Thompson, E.R. and Phua, F.T., 2012. A brief index of affective job satisfaction.Group Organization Management,37(3), pp.275-307. Ycel, ?., 2012. Examining the relationships among job satisfaction, organizational commitment, and turnover intention: An empirical study.International Journal of Business and Management,7(20), p.44.