Organisational behavior is the study and evaluation of people’s behavior in an organisational environment. The study of workers behavior assists in increasing the effectiveness of organisational environment. It provides managers information regarding the behavior, thinking and feeling of employees towards the company, which helps them, predicts and formed better managerial policies in the future. The behavior of employees significantly affects the productivity and efficiency of a corporation. In modern organisations, usually managerial personal study their employee’s behavior to provide them better incentives to improve their productivity. This essay will determine the situations which affect the behavior of an employee and the effects of attitude over the performance of the corporation. Further, the essay will focus on the importance of job satisfaction and commitment of staffs, for the benefit of the corporation.
Organisational behavior is the study and evaluation of the behavior of employees and group of employees, to determine future policies which benefit the organisations. As per the book of Wood et al. (2016), there are several benefits of analysing the organisational behavior, such as it helps in maintaining a positive relationship between corporation and employees. It assists managers in better formulation of future organisational policies and marketing policies. It improves the communication between employees and managerial staff. It also encourages employees to improve their productivity.
Attitude is the feelings of a person towards a thing or person. Attitude has a significant impact on the behavior of a person. Attitude is a combination of different things such as character, opinions, values, behaviors, and inspirations. The manager monitors the attitude of their employees in order to improve their productivity. As per the research of Montano and Kasprzyk (2015), a positive attitude employee performs better in tasks and a negative attitude at work leads to employee’s resignation or absenteeism. The positive attitude of employees can be useful for an organisation’s success because the attitude of employees affects their productivity. There are numerous situations in which behaviors at work influence due to the attitude of employees. For example, negative remarks from an employer can influence the attitude of employees towards their works. Negative comments based on performance can reduce employee’s self-confidence.
In case of high stress at workplace, the employees generate a negative attitude towards the works. For example, the regular force of achieving targets or meeting deadlines hinders the performance of employees. As per Bissing-Olson, Iyer, Fielding, and Zacher (2013), the bad relationship between employees also affects the productivity of a worker, for example, if there is a fight between two workers, productivity of both employees will decrease. Negative attitude of one employee can influence the work of other as well. For example, bullying is one of the primary reasons for resignation at the workplace. Positive attitude in the workplace can benefit organisation, for example, a proper appraisal from top management can encourage employees to work even harder to achieve their targets. If an employee is satisfied with his or her job, then they influence the behavior of other employees as well, in a positive way. Therefore, an employee should have a positive attitude towards their work.
Following are the steps which and manager can apply to change the attitude of employees:
Trust between employees and employer can benefit in changing the negative attitude of employees. By communicating with employees, managers can identify their problems and provide solutions to improve their productivity. There are several theories provided by experts to establish trust between employees and employer. The role of humour has been significant in influencing the behavior of employees. The humour of supervisor sends positive vibes to employees, which positively assist the relationship between employer and employee. In the research of Shetty and Gujarathi (2012), a sample of 184 students was taken who enrolled in an internship program. The research was focused on analysing the influence of humour on job satisfaction of employees and their behaviors. As per the conclusion of the research, positive humour at work environment improves the satisfaction of employees, and negative humour has a reverse impact.
As per the research of Galegher, Kraut, and Egido (2014), in case of team work or group projects, the impact of attitude is more significant than individual work. The upbeat and extrovert behavior of one employee has more impact on a team than a single employee. Due to the peer pressure, one positive attitude worker can uplift the behavior of other team members. The negative attitude such as bullying also has similar effects, they can negatively influence the attitude of other team members.
In case of understanding job satisfaction, the theory is given by Maslow called ‘Hierarchy of Needs’ has a significant impact. Maslow divide employees needs into five parts and each part describes the need of a certain employee. Managers can analysis such needs to provide proper motivations to employees which improve their productivity. The needs of employees include most basic needs such as physiological, security, and social needs, and other high-level needs such as self-esteem and self-actualisation. The employer should assess the needs of their employees to provide them better motivation (Jerome 2013).
As per ‘Acquired Needs theory’ provided by McClelland, employees acquired different need through their life experiences. This study believes that people do not born with specific needs; instead, they acquire them through experiences in life. One person can have needs of physical objects and other person’s need could be appraisal from superiors. Many people also require the need for power and desire to control certain task or peoples. Management should analyse their employees to assess their needs (Vassileva 2012).
A model for organisational commitment provided by Meyer and Allen, which divide commitment into three categories, affective, continuance and normative. In affective commitment, the employee has an emotional attachment and involvement with their organisation. In continuance commitment, the employees remain in a corporation because they have no other choice. They face various risks by leaving the corporation such as pension loss, waste of time and losing incentives. In normative commitments, employees remain in the corporation because they have some sort of debt towards the organisations (Brunetto, Teo, Shacklock and Farr-Wharton 2012).
As per the research of Gutierrez, Candela, and Carver (2012), there are several factors which influence the job satisfaction and commitment towards employees. For example, working condition of an organisation can have a considerable impact on an employee’s satisfaction. The negativity in working environment adversely influences the worker’s satisfaction. Another factor is opportunities for advancement, if the corporation does not provide opportunities to its workers for development, the workers cannot commit towards that corporation. The relationship of employees with their superiors and colleague influence their satisfaction at work. Mutual respect is necessary between employees and employer to ensure the commitment of employees. Other financial rewards and incentives provided by the company also assist in job satisfaction and commitment.
According to the research of Mowday, Porter, and Steers (2013), it is important for managerial personnel to establish a high level of employee’s commitment since it helps the organisation in various ways. Employee’s commitment ensures the job satisfaction and high productivity of workers. Committed employees work with high level of productivity and also positively impact the work of other teammates. The retention and recruitment process of organisation become easier since the employees are satisfied with the current situation of the corporation. As per Albrecht (2012), the profitability ratio of corporation increases with the commitment of employees since it eventually enhances the productivity of employees. Therefore, the managers should care and form policies towards high rate of employees commitment in the organisations.
Conclusion
From the above report, it can be concluded that organisational behavior of a workplace is influenced by the attitudes of various employees. The attitude of employees also gets affected due to the organisational behavior. It is necessary for managers to maintain a positive attitude of employees since it affects the organisational growth. The job satisfaction and commitment of employees are also necessary for corporation’s benefits. The committed employees perform their duties with the highest level of productivity which increases the profits of the organisation. Managers are required to monitor their employees’ needs to provide them benefits according to their requirements. It assists in maintaining a positive behavior in the organisation and eventually increases the benefits of the corporation.
References
Albrecht, S.L., 2012. The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), pp.840-853.
Bissing?Olson, M.J., Iyer, A., Fielding, K.S. and Zacher, H., 2013. Relationships between daily affect and pro?environmental behavior at work: The moderating role of pro?environmental attitude. Journal of Organizational Behavior, 34(2), pp.156-175.
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, 22(4), pp.428-441.
Galegher, J., Kraut, R.E. and Egido, C., 2014. Intellectual teamwork: Social and technological foundations of cooperative work. Psychology Press.
Gutierrez, A.P., Candela, L.L. and Carver, L., 2012. The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person?organization fit among nursing faculty. Journal of advanced nursing, 68(7), pp.1601-1614.
Gutierrez, A.P., Candela, L.L. and Carver, L., 2012. The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person-organization fit among nursing faculty. Journal of advanced nursing, 68(7), pp.1601-1614.
Jerome, N., 2013. Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), pp.39-45.
Liu, D., Mitchell, T.R., Lee, T.W., Holtom, B.C. and Hinkin, T.R., 2012. When employees are out of step with coworkers: How job satisfaction trajectory and dispersion influence individual-and unit-level voluntary turnover. Academy of Management Journal, 55(6), pp.1360-1380.
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Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
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