Discuss About The Evidence Generational Differences In Work?
The paper talks about the attitude and behavior of the people. It explains that how attitude determines the behavior of the people at the workplace. It explains the significance of the job satisfaction and organizational commitment. Positive attitude and behavior play a vital role in providing job satisfaction to the employees in the organization. An organization cannot achieve the long-term goals and objectives without positive attitude and behavior of the employees.
Attitudes play a vital role to determine the behavior of the people at work. Attitudes and behaviors both are mandatory in order to achieve the long-term goals and objectives. Behavior is the part of the work. There are two aspects of attitude such as positive attitude and negative attitude. The positive attitude helps people to gain the success and growth of the organization while negative attitude influences the work adversely. So people should maintain a balance between positive attitude and negative attitude (Yukl, 2012). In this way, the company can meet its organizational goals and objectives. The people behavior depends upon the attitude of other people. Attitude refers to the beliefs, opinions, and feelings of the people. A positive attitude helps to the employees to gain the long-term goals and objectives in the workplace. Through positive attitude, people enjoy the work and they try to meet the organizational goals and objectives. If the people have the negative attitude then it affects the business activities and operations negatively. Attitude evaluates and analyzes the potentials, capabilities, and efficiency of the employees. After various researchers, it has been analyzed that an organization can not accomplish the targets and objectives without positive attitude and behavior (Miller & Rollnick, 2012).
Attitude and behavior are the imaginary and hypothetical approaches that are important to gain the long-term success and growth of the company. It helps to maintain coordination and communication at the workplace. The planned theory has been developed to determine the attitude and behavior of the people. If the people have a negative attitude then they avoid from the work and they do not perform the job very well and effective way. The job satisfaction, organizational commitment, and job involvement are the part of the attitude. Positive attitude towards the work provides job satisfaction to the employees. Therefore, attitudes determine the behavior at the workplace (Johnson, Morgeson, and Hekman, 2012). If the managers and top management maintain positive attitude and behavior at the workplace then the company can easily meet its long-term mission and vision. The work attitude strongly related to the behavior of the people as well as the organization. If the persons have more positive attitudes then they may have performed the task and duties better way. Through positive attitude, people like the job and working environment of the company. The organization should conduct the training and development programs and coaching for the employees to enhance and improve the attitude and behavior of the people. Thus, it helps to reduce the high employee turnover in the organization. The companies provide better customer services in the market through positive attitude and behavior of the people. It will also enhance and improve the performance of the employees and organization. There are some positive circumstances where attitudes determine the behavior of the people at the workplace which have been discussed below (Twenge, 2010).
The social, economic and cultural and technological factors also determine the behavior of the people at the workplace. A positive attitude helps to reduce the stress and frustration of the employees. It provides job security and satisfaction to the people. If the people have negative attitude and behavior then it disrupts the teamwork and collaboration. The positive attitude provides support to reduce and remove the various key issues and challenges that are existing in the organization. Through positive attitude, people gain excellent knowledge, experience and it also improves the quality of the work. Attitude and behavior also evaluate and analyze the financial position of the company. The people maintain trust, faith, and coordination through positive attitude and behavior. It determines the right path to do the work with more effectively and efficiently. If the managers and supervisors maintain the good behavior then it motivates and guides the employees to improve the efficiency and performance of the employees. An attitude and behavior are the most valuable assets of the company to gain the competitive advantages. The company can predict the growth and success of the organization through the positive attitude and behavior. Now it can be said that attitude plays a significant role to determine the behavior of the people at the workplace (Petty and Brinol, 2010).
The job satisfaction and organizational commitment are the important aspects of the positive attitude. It provides the motivation to the workers for doing the work effectively and efficiently. It will also help to improve the productivity and efficiency of the employees. Another side organizational commitment is the individual psychological approach for the association. It also influences the working capacity and productivity of the employees (Steger, Dik and Duffy, 2012). The positive attitude provides high job satisfaction to the workers. There are various factors that determine the job satisfaction and organizational commitment which have been discussed below.
After various researchers, it has been analyzed that personality determines the job satisfaction and plays a significant role in an organization. The company should build and develop the strong relationship with employees at the workplace which would help to increase the job satisfaction and morale of the workers (Shin, Taylor and Seo, 2012).
There is a close relationship between job satisfaction and organizational commitment. Thus, the company should maintain the effective relationship with managers and coworkers. If the manager will listen to the workers, and care about their values and work then they will feel happy at the workplace. In this way, it will help to provide job satisfaction to the workers.
The company should fix the job timings of the employees to perform the task effectively and efficiently. It will enhance and improve the quality and productivity of the workers.
The employees come to the work with a certain set of the requirements and expectations. In this way, they understand the rules and regulations of the organization. In other words, they maintain a psychological contract with the association.
The persons and environment both are interconnected with each other and influence the work attitudes of the people at the workplace. Therefore, it is positively related to the job satisfaction and organizational commitments (Yucel and Bektas, 2012).
The job satisfaction also depends on the salary, compensation, bonus, and incentives. It affects the behavior and attitude of the employees at the workplace. Thus, the organization should grant the essential benefits to the employees for providing motivation and job satisfaction to employees. It is a very important factor that determines the job satisfaction and organizational commitment. The compensation and salary help to enhance and increase the capabilities and potential of the employees (Colquitt, Lepine, Wesson and Gellatly, 2011).
Superior support is one of the biggest significant factors to provide job satisfaction to the workers. The managers and supervisors must provide support to the workers to enhance and improve the efficiency and productivity of the employees. They should maintain the reciprocal relationship with the employees to provide job satisfaction.
There is a reciprocal relationship between job satisfaction and job security. After various researchers, it has been evaluated that job satisfaction is not possible without the proper job security. Thus, the company should ensure the job security to every employee to provide job satisfaction and motivation (Machery, 2010).
All these factors provide job satisfaction to the employees at the workplace. The company should also provide training to the employees to improve their quality and performance. Another side, the top management, and managers should take care the values and feeling of the employees. They should understand the key issues and problems of the workers. Excellent and fair commitment should be done by the top management and supervisors of the company to provide employment satisfaction to the workers. They should not do the wrong and fake commitment with the employees. They should fulfill the needs and requirements of the employees (Kuhl and Beckmann, 2012).
Conclusion
The essay is based on the people attitude and organizational behavior at the work. Another side, it talks about the job satisfaction and organizational commitment. It explains that how positive attitude and behavior influence the growth and success of the company. If the company wants to accomplish the goals and objectives of the organization then it should provide motivation and job satisfaction to the employees.
References
Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011. Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin.
Heberlein, T.A., 2012. Navigating environmental attitudes. Conservation Biology, 26(4), pp.583-585.
Johnson, M.D., Morgeson, F.P. and Hekman, D.R., 2012. Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior. Journal of Organizational Behavior, 33(8), pp.1142-1167.
Kuhl, J. and Beckmann, J. eds., 2012. Action control: From cognition to behavior. Springer Science & Business Media.
Machery, E., 2010. Explaining why experimental behavior varies across cultures: a missing step in “the weirdest people in the world?”. Behavioral and brain sciences, 33(2-3), pp.101-102.
Miller, W.R. and Rollnick, S., 2012. Motivational interviewing: Helping people change. Guilford press.
Petty, R.E. and Brinol, P., 2010. Attitude change. Advanced social psychology: The state of the science, pp.217-259.
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.
Steger, M.F., Dik, B.J. and Duffy, R.D., 2012. Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), pp.322-337.
Twenge, J.M., 2010. A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), pp.201-210.
Yucel, I. and Bektas, C., 2012. Job satisfaction, organizational commitment and demographic characteristics among teachers in Turkey: Younger is better?. Procedia-Social and Behavioral Sciences, 46, pp.1598-1608.
Yukl, G., 2012. Effective leadership behavior: What we know and what questions need more attention. The Academy of Management Perspectives, 26(4), pp.66-85.
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