Importance Of Attitudes In Relation To Behavior At Individual Level

Components of Attitudes

Question:

Discuss The Importance Of Attitudes In Relation To Behavior At The Individual Level?

The purpose of the essay is to shows that attitudes predict the behaviour of the individual. Though, there is a presence of some of the variables that seem to be in place before the prediction of the likelihood of employee behaving as per the attitudes. Attitudes can create a positive as well as a negative effect on the person’s behaviour.

Normally, whenever we talk about the personal behavior we throw light on his or her behavior. Attitudes are a diverse grouping of things that we tend to call beliefs, personality, values, motivation, and behaviors. We comprehend when somebody says, “She has a constructive work attitude” versus “She has a poor work mentality.” When we talk about if somebody’s state of mind, we are alluding to the individual’s feelings and practices. An attitude is comprised of 3 components such as cognition which is a belief or thought, an effect which a feeling and a behavior which is an business action. 

A worker in the organization might not know that his or her attitude or the effect on his or her behavior occurs because of attitude. A specialist who has an unfriendly mentality, for example, misrepresenting collaborator’s slip-ups in the group, spread gossipy tidbits, not appreciating the great work of partners, the method for expressing (rude), no responsibility for, and so forth. A specialist with these sorts of state of mind will act in like manner and in all likelihood influence people around them and act in a way that will straightforwardly put an effect on work effectiveness.

Similarly, if a specialist is having an ideal disposition toward work and partners at work, for example, announcing the issues convenient and professionally, become a close acquaintance with collaborators, defining objectives that would be beneficial for you and the association in general, and so on. These confident attitudes can positively inspire the colleagues around you. Workers with the positive attitude are more efficient and productive. These workers try to do their best from their side for their co-workers and the organization.

According to the article from the academic journal ₁CI (continuous improvement) is one of the most effective ways to enhance the excellence of the operation in any organization. The essential factors that identify the significance of the continuous improvement strategy in an organization are an environment of the commitment and participation of the workers. An updated study has an emphasis on determining the factors that can influence the participation of the employees in the organization. The objective of the article is to determine the trustworthy behavior of the middle management in the organization that can create an impact the level of participation and commitment in the collection of line employees in a specific continuous improvement environment.

Attitudes and Workplace Efficiency

Is behavior in the organization is depended on the attitudes? Yes or may be no, to some extent. While discussing the effects of the attitudes for the worker’s behavior always keep in mind that the relationship defines modest correlation. For instance, a person with extrovert personality will always encourage behaviour to sociable person and also seek friendly. This does not mean that this attitude will instance show the effect on the work behavior of the person. Though, gradually with time, it may change the environment in the workplace because of attitude. An employed person has a role to perform along with the job to do. Work at job depends on the personal skills of the employees but the performance of the employees is related to the attitude. Therefore, this shows that the behavior of the person strongly affected by the attitude of the person or his team. These are vital in an association that includes a considerable measure of self-sufficiency, or opportunity. The article from Journal of Applied Psychology states identified with voice. ₂This investigation took place to address the essential holes by concentrating on the impacts of gathering level convictions about the voice on singular voice conduct inside work gatherings. In this article, the author undertook the cross level investigation of voice behavior among the group of 42 employees taken from a chemical organization. Accounting to the findings, the writer says that the voice is formed not by the personal attitudes but also by group-level beliefs. 

Another article from Group and Organization Management uncovered that ₃group errand fulfilment has been conceptualized as the gathering level partner to singular employment fulfilment and speaks to the gathering’s shared state of mind toward its assignment and workplace. Measures of gathering assignment fulfillment clarified exceptional fluctuation in evaluations of citizenship conduct and truancy standards yet did not clarify the extraordinary difference in appraisals of gathering execution.

Another article which was written in Journal of occupational & organizational psychology says that ₄harassing is principally conceptualized in the writing from an individual or relational viewpoint with an emphasis on the casualty. Creator receives a gathering level point of view to hypothetically talk about and clarify the procedures associated with the event and upkeep of work-put tormenting practices. Social rules theory and social identity theory is 2 conceptual frameworks that present the consideration at work-place bullying at the Inter-group and intra group levels. A few recommendations are advanced with respect to the probability of tormenting in work gatherings.

Group Activities for Addressing Attitude Issues

Assessment of attitudes

1. Identification: – Identification of the common workplace attitude problems.
2. Environment: – Identification of the challenges in the workplace environment.

Group activities in the organization help the way to handle diverse types of attitude challenges. The focus is on to assess the impact of negative attitudes on employee and recognize the reasons for challenges.

1. Listening, providing reliable feedback and guiding are tools that play a vital role in changing the attitude.
2. Identify rewards and payoffs.

To acknowledge the attitude problems in the organization; employees of the company should learn how to use open-ended questions, tactful confrontation, and active listening.

1. To avoid the negative behaviors continuity one need to be brave.
2. High desires prompt replicating of different laborers cause worry for chiefs and administration orders.

Activities incorporate approaches to break down interchanges to recognize worker styles, arranging the meeting and working cooperatively to find Win/Win circumstance.

1. Analyse problem’s cause.
2. Privately defy with a quiet and non-cautious expert way.

In this point, manager assumes part with their favored style for dealing with troublesome representatives. Chiefs and representatives trade their issues and attempt to defeat the clashing point.

At the managerial level, trust plays a vital factor and trust can make an important impact on the attitudes of the employees in relation to the behaviors. According to the article, ₅in condition administered by a reliable change in all parts of a business, trust speaks to a huge factor in the behavioural examples of associations. Successful communication in the organization is required to create a level of understanding and trust among the management and the employees. In the work group trust are motivation and cohesive factor for the employees. Relationship of the employees with the management is based on the trust. In the organization, special consideration is given to the trust and mistrust. The work in the organization considers a different theoretical concept that helps in creating trust and maintains the trust in the organization along with the various dimensions of the organizational trust.

In another article, authors throw light on the description of the role of the humour on the behaviours; ₆to better comprehend the drivers of assistants’ work results, creator speculate that chief diversion assumes a flagging part identified with understudies that send understood messages about hierarchical and supervisory connections, and in this manner, influences understudies’ dispositions and practices. Utilizing an example of 184 understudies selected in temporary job programs, through basic condition displaying, creator ponder experimentally analyzed the connection between boss cleverness utilize and assistant fulfillment, an expectation to stay, and careless conduct at work.

Authors outcome advise that the practice of the positive attitude is connected with the high level of the intern pleasure. On the other hand, the practice of the negative has the opposite effect. Intern pleasure is identified to mediate the connection between the interns’ attitude and humor at the workplace. It is suggested with the use of the appropriate humor of the supervisor will reduce negligently; improve willingness to accept permanent employment in the business.

Hence, according to the findings attitudes create an impact on the individual and individual cannot disagree with the truth that attitude is more important at the organizational level as well as at the team level. The reason being the attitude of the person can directly create an impact on the person either negatively or positively. In other words, with the rapid change in the working environment of the companies, now companies concentrate on the employee attitudes. They check whether the person attitude is acceptable for the team and organization or not.

References:

1 Lleo, A., Viles, E., Jurburg, D. and Lomas, L., 2017. Strengthening employee participation and commitment to continuous improvement through middle manager trustworthy behaviours. Total Quality Management & Business Excellence, [e-journal] 28(9), pp. 974-988. Available through: <https://web.a.ebscohost.com/ehost/detail/detail?vid=0&sid=1360b38f-5926-44a5-9fd9-8ab902f665ea%40sessionmgr4010&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=123927936&db=bth> [Accessed 25 July 2017].

2 Morrison, E., Wheeler-Smith, Sara L. and Kamdar, D., 2011. Speaking Up in Groups: A Cross-Level Study of Group Voice Climate and Voice. Journal of Applied Psychology, [e-journal] 96(1), pp. 183-191. Available through: <https://web.b.ebscohost.com/ehost/detail/detail?vid=0&sid=0cb3d210-3e3a-48f8-86e8-0036affcad80%40sessionmgr101&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=57805150&db=bth> [Accessed 01 August 2017].

3 Mason, Claire M. and Griffin, Mark A., 2005. Group Task Satisfaction. Group and Organisation Management, [e-journal] 30(6), pp. 625-652. Available through: <https://web.b.ebscohost.com/ehost/detail/detail?vid=0&sid=e1ddfbcb-c39d-4b75-80e6-ed8d4fcd0af2%40sessionmgr101&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=18972431&db=bth> [Accessed 01 August 2017].

4 Ramsy, S., Troth, A. and Branch, S., 2011. Work-place bullying: A group processes framework. Journal of Occupational & Organizational operations, [e-jourResolving conflictal] 84(4), pp. 799-816. Available through: <https://web.a.ebscohost.com/ehost/detail/detail?vid=0&sid=65a0baff-3dfb-46a3-86fa-d94ea19f0cc8%40sessionmgr4010&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=67258776&db=bth> [Accessed 13 August 2017].

5 Neši?, A. and Lali?, D., 2016. The Impact of Trust on Job Performance in Organisations. Management, [e-journal] 81, pp. 27-34. Available through: <https://web.a.ebscohost.com/ehost/detail/detail?vid=0&sid=ffb1fd68-6117-40f2-b80b-90584418e7c5%40sessionmgr4006&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=121515184&db=bth> [Accessed 20 August 2017].

6 Sobral, F. and Islam, G., 2015. He Who Laughs Best, Leaves Last: The Influence of Humor on the Attitudes and Behavior of Interns. Academy of Management Learning & Education, [article] 14(04), pp. 500-518. Available through: <https://web.a.ebscohost.com/ehost/detail/detail?vid=0&sid=b9f42cf7-75d2-4563-b283-29ce6176996a%40sessionmgr4008&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#AN=111804996&db=bth> [Accessed 20 August 2017].