The organizational behavior plays an important role to determine the settings of organization. The theory of attitude is one of the important theories to be discussed here. The purpose of the topic is to state about the link between behavior and attitude which can be established in an organizational environment. The way the implementation of the link would happen which would lead to the success of the organization in the future. Ultimately, the environment of the organization would frame out the attitude of an employee with his co-workers and also towards the organization (Greenland 2013).
The purpose about the topic further elaborates about the different factors which would indicate the job satisfaction of the employees. The leadership of the manager would also play an important role to determine the environment of the workplace (Greenland 2013). He carries the sole responsibility to supervise the staffs who are working under him and also looks forward to bring success to the organization where they are working.
Balancing attitude and behavior
Attitude and behavior are the inevitable terms which have to be balanced properly. The main actor is the attitude which further determines the behavior of the employee and the employers. The attitude of the person influences the character of a person. The person who is carrying a positive attitude would win the behavior of the other people who are working with him (Albarracin et al. 2014).
The attitude of a person may vary with the time and situation. However, by following the theory of change, it can be determined that a person undergoes certain changes which further affect the behavior of the person might be in a more at times in a disruptive manner. The attitude of a person brings final shape to the behavior of the person towards his co workers and other employees (Albarracin et al. 2014; McLeod 2014).
Attitude can be classified and pressurized under the different terms of characters such as, if a person is capable of handling things properly by using his rational mindset, it would become easier for the person to change the set of his behavior and keep his attitude fixed towards any kinds of situations (Yucel 2012). Over here the importance of knowledge is being showed which determines that a person carrying a rational mind and a set of knowledge which would further determine the attitude of a person.
The organization needs to take the responsibility to make the employees understand about the changes which are brought forth by the organization. If the way of making understand to the employees carrying certain positive reflections, then it would be easier for the person to reply upon the strategy of the task in a more positive manner (Shin et al. 2012)
A person in the organization must be happy with his job and the positive elements which would grow in his attitude would be determined by the raise of income and number of holidays which would be given to the employees by the organization. The employees at times tend to behave negatively in the organization because due to the attitude being shown by the manager to the employees (Yucel 2012).
If the manager fails to explain the drawbacks of the employees in a more positive manner, this would further affect the behavior of the employee and he would tend to behave negatively with the other employees in the organization. It is the responsibility of the managers to understand the values of the individuals and also the organization and also to align them properly to make the environment of the office conducive (Yucel 2012).
Attitude tends to influence the behavior of the person as mentioned before. Therefore, in this regard, it is the sole responsibility of the organization to determine the success of the organization. This could only happen through the raising of the income of the employee, giving rewards to the employees. These are the important aspects of the organization which are needed to be followed accordingly to bring job satisfaction to the workers of the organization
Usefulness of Attitude
Attitude acts as a guiding principle of a person in order to guide him to cross the several obstacles of life. It is the attitude of the person who carries out the potentiality to influence the behavior of the person in an extent way (Goetsch 2014). It also affects the people working in the organization. People who are determined by their positive character leaves a greater and good effect on the administration of the organization. The work performances and also the co-workers are being determined by the implementation of the attitude of a person. Attitude depends upon certain elements which incorporate Satisfaction of job, a person’s positive involvement in the performance in the organization and a person’s hard core commitment with his positive attitude would determine the character of his personality and how much hard working he is to give his best to the organization.
Important factors which are affective the job satisfaction
Job satisfaction would indicate an employee’s satisfaction with the working of the organization. It is the most important element which would determine the character of the person (Thompson 2012). The manager must support the working of the employees so that the employees can work more with the job satisfaction that they would carry while implementing their function. It is the job satisfaction which would determine the true spirit of the employees. The Job satisfaction is being supported by the organizational factors which are further inculcated into the level of occupation, happiness in job, conditions of work, and positive relations with the supervisors (Thompson 2012).
If a person gets the promotion and gets the ability to work at a higher position in the office, this would further bring satisfaction to the employees. The employees would be happy if they get a greater amount of payment at right time. The employee would be much more happy if he gets the promotion and succeeds in achieving the level of organization that he is opting for. The job satisfaction of the employee would incorporate the happiness that an employee would achieve with the work he is going to do (Eslami and Gharakani 2012).
The functions of his work would further elaborate on the attitude and behavior of the employee and this would leave a positive impact over the environment of the organization as a whole. The environment of the work also plays an important role in determining the behavior and attitude of the person. The employees must also be recognized for the works that they are doing for the betterment of the organization. If they are not recognized in a more justified manner, this would lead to the job dissatisfaction and a monotonous life of the employees. Therefore, the rewards and recognitions by the organization to the employees would bring them job satisfaction and induce in them a positive behavior (Mowday et al. 2013).
Finally, if the person is happy with the job and this would lead to a positive vibe in a person. The person would encourage the person to improve more in his given field.
Responsibility of Manager
It is the responsibility of the manager to look after the workings of the staff and how the employees are committed to their works for the organization. The satisfaction of the job further elaborates the workings of the employees (Nielsen 2013). It is the effective leadership of the manager who would take care of the job that his staffs are performing. It is the sole responsibility of the managers to encourage the employees properly in terms of their success to the organization (Nielsen 2013). According to the views of the employees, a job security, good pay for them are the elements of motivators in their working. Even the managers do agree on the point that a good salary, renummeration would be enough to give satisfaction to the employees. However, a good manager always looks forward to communicate with the team and always make sure that the employees are working in a more justified manner.
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. Employee—organization 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.
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.
Yücel, ?., 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.
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