It has been seen that the attitude of a person working in the company is related to job satisfaction and also has a very large impact on the behavior of any organization. For bringing any positive change related to the present business environment, a satisfied employee plays a very important role (Avey, Wernsing and Luthans, 2008). A positive employee is always self-motivated and hence spreads positive energy in the organization working environment and thus automatically enhances the productivity of the organization. From years many researchers have contributed in the employee motivation by providing theories like Herzberg`s two-factor theory, Lawler`s theory of expectancy, Vroom`s expectancy and Maslow`s needs of hierarchy theory. As per Adam, 2010 the leader and manager of any organization has a very important duty to keep their employees motivated in order to gain effective and efficient outcomes (Oreg, Vakola and Armenakis, 2011). As per the study, it has been found that there are some aspects by which the management of any organization can find out the particular behavior of the employee and can reshape it according to the organization need.
It has been seen that for enlarging the success range in relation to efficiency, attitude plays a very important role by acting as a life partner. In present time many companies and organizations are struggling in retaining their experts for a long time and the main reason behind high leaving rate is dissatisfaction related to the job. According to many studies, the overall performance of any organization is directly related to the amount of attitude and job satisfaction (Klassen and Chiu, 2010). Higher the percentage of attitude and job satisfaction, higher will be the overall performance of the organization. Attitude is mostly connected with the choice related to some aims, actions or related persons. There are three main components which are related to the attitude and also are very important for bringing proper impact that is a cognitive component, effective component, and behavioral component. In most of the cases, attitude generate a force which motivates to conduct the business process in a particular direction. The growth of any organization is totally dependent on the positive environment it is carrying in their business operation which is related to the employees. According to many researchers, it has been discovered that understand of the workforce with the job satisfaction is always a first priority (Nadiri and Tanova, 2010). Any organization is always revolved with many attitudes like job involvement, commitment made by the organization, involvement of the employees, job satisfaction and support needed by the organization. For any organization, it is the prime duty of the management department to explore the satisfaction level of the employees related to the concerned job because it is very common that dissatisfaction from job generates a negative impact on the growth of any organization. It has been found out that job satisfaction can be related with the two aspects one is global rating and other is the summative score.
If the attitude of the employees is negative towards his/her manager, then the efficiency and effectiveness of the work will automatically move towards lower performance of the organization (Valentine and Fleischman, 2008). It is very significant for the organization to involve their employees in every process in order to create a unique image in the market. For any job there are only two sides of the coin either satisfied or dissatisfied so a significant amount of focus should be made in order to enhance the satisfaction level of the employees so that they may not leave the organization because leave organization means loss of money and time invested on their training. In case of dissatisfaction the employees their self-display some kind of behavior like showing less interested, accepting without any suggestion or sometimes neglecting (Kafetsios and Zampetakis, 2008). For achieving higher growth each employee must contribute their best which can be possible with the help of strong attitude.
The association between attitude and behavior has a robust influence on the connection between job fulfillment and organizational promise. Attitude and behavior also have mediators like a purpose to alter one’s attitude, which in return alter one’s behavior. Attitude heads behavioral accomplishment (Mahmoud, 2008). In positions of the association between job gratification and organizational promise, there are numerous aspects that can inspire the association.
The first aspect has to do with decision stages. Take one example, a person is working in an organization and feel fairly devoted to the organization as a partial, but not feel satisfied with the extent of salary that is obtained for this work. Hence, the equilibrium among employees behavior and person attitude are not in link with each other. The second aspect that impacts the association between organizational promise and job gratification has to link with the substitute choices (Hulsheger, Alberts, Feinholdt and Lang, 2013). Which will give rise to doubt that this organization is good for my growth or is there something which I can reshape to improve performance? One example is, person’s approach toward his or her task may be gratification, but the person might not sense dedicated to the group. If the person is not dedicated to the group by their behavior, then person might initiate to contribute in pledge creative effort behaviors because of person lacks dedication in their respected work.
The third aspect that inspirations the association between organizational promise and job gratification has to do with the speculation that one was located in their respective job. A person might sense that they have devoted various years functioning in this organization, but they might not feel pleased in this organization (Card, Mas, Moretti and Saez, 2012). In some case, the person may evaluate whether or not it is a sensible decision to exit the particular organization and risk likely significances or to stay with the job even with dissatisfaction.
These three aspects have an important part in whether or not person attitudes and behaviors will remain align with each other. If there is an inconsistency, cognitive disagreement is probable to happen (Giallonardo, Wong and Iwasiw, 2010). One example, the person that is dedicated to their organization but not pleased with his or her job might sense that the only mean to raise the knowledgeable sensation of cognitive disagreement would be to exit such organization.
There are many types of motivational theories that assist in offering the chosen concepts relating to the situation of the employee’s motivation. For achieving the desired outcome leaders and managers of the related organization plays a significant role in raising the performance of the employee because it has been seen that in most of the cases the performance of the employee is kept as a benchmark for the growth of the organization (Bright, 2008). In such situation training provided by the manager to their concern employees helps them to raise their performance in their respective workplace which in return impacts the effectiveness of the business operation of the organization. As per study job satisfaction and attitude are the two players which help the organization to achieve profitability because when a person joins an organization, they have to go through number of processes related to their development and if they feel they are getting it, and then they will put their full efforts to achieve the organization goal (Judge, Piccolo, Podsakoff, Shaw and Rich, 2010). In present time many corporates are actually motivating their employees to go for some startup in order to gain necessary skills and abilities which will help the organization to gain some competitive advantage over other companies present in the market. Organization and managers are known as the role model for motivation in the eyes of the employees and so assists employees to find out pleasure and responsibility in their concern work. Though motivating employees actually requires some amount of theories which are related to the motivation at the workplace to create a base for practice, actions which can generate positive results in the work process.
Maslow described that the wants of the employees need to be analyzed correctly in command to raise their job pleasure. It actually indicates the steps which a common person follows for attaining happiness in their lifespan and the same theory is used by the organization in order to motivate their employees. Maslow predictable that needs is satisfied in a positive way also those high-level needs might only be pleased before low-level needs are met. The wants of the workforces are, as of foundation to the top of the hierarchy: functional needs, security as well as defense, social, value and position along with the requirements for self-actualization or prevailing up to persons completes potential. Inside the concerned workstation, great amount workforce physiological needs are met. Safety then goes out to be an anxiety, with the confident kind of task which have additional security encounter than the others. For aggregate the presentation of the employees as well as the whole association, the greatest vital is to understand the required structures of the Herzberg’s two-factor theory.
There are some features which assistance in emphasizing the obligation and the wants of the employees concerning their gratification connected to the task. There are certain of the decisive points which are comprised inside the job gratification which are accomplishment, gratitude; work itself, accountability, progression, and the anticipated growth. The executives of the concerned company need to recognize or distinguish the presence of the workforces and then they must offer the anticipated wisdom of motivation in command to upsurge the efficacy of the connotation. Job satisfaction and attitude generate an enormous influence on the motivating the particular employees inside the apprehensive place of work (Braun, Peus, Weisweiler and Frey, 2013). There are dissimilar kinds of the approaches used by numerous of the known corporates to inspire their respected workers like inducements, gratifying programs, evaluation programs and elevation of the post of the workers to the upper posts. The previous investigators have critically recognized that these aspects generate a great influence on the productivity of the work offered by the respected personnel of the specific corporate. Abundant workers want desire beginning their manager to produce fineness work. Gratitude, as well as worker reward system, identifies employees who performed well (Li, Liang and Crant, 2010). Recognize an employee for their better performance will help in exploring methods along with the needed encouragement. Employer identifies staff by pursuing expansion along with offering replies concerning their development over the period. Employee gratitude is one of the reasons in increasing the efficacy of the complete process.
There is additional aspect like the behavior of the workers produces a conclusive influence on the implementation of the corporate technique of the anxious organization. The offering of the dissimilar kinds of the inducements as well as the gratifying program’s assists in carrying out the anticipated efforts and the results from the related workers which lastly improve the general enactments of the organization (Ahsan, Abdullah Fie, and Alam, 2009). The present dynamic business environment also encourages the management of the organization to keep their employees satisfied and motivated. Herzberg censoriously estimated the point that in command to offer whole means of gratification to the workers, the most critical, is to improve their eager control by offering inducements and satisfying. Hence, the two opinions available are the satisfaction of job and attitudes which must be involved for providing inspiration to the individual workers of the firm and this can be done in numerous methods.
Conclusion
The attitudes and the comprehensive gratification of the workers play an important place in measuring the effectiveness of the respected company. The previous investigators have established that there endure a robust relation association among the attitudes of the workers and the job satisfaction with that of the administrative behavior. If any organization wants to create a respected image in this world of competition then it must first their respected image in the minds of their employees in the form of satisfaction and motivation. If the employees will believe in their work they will automatically put their all effort to make their organization successful in the business market.
References
Ahsan, N., Abdullah, Z., Fie, D.G. and Alam, S.S. (2009) A study of job stress on job satisfaction among university staff in Malaysia: Empirical study. European journal of social sciences, 8(1), pp.121-131.
Avey, J.B., Wernsing, T.S. and Luthans, F. (2008) Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), pp.48-70.
Braun, S., Peus, C., Weisweiler, S. and Frey, D. (2013) Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), pp.270-283.
Bright, L. (2008) Does public service motivation really make a difference on the job satisfaction and turnover intentions of public employees?. The American Review of Public Administration, 38(2), pp.149-166.
Card, D., Mas, A., Moretti, E. and Saez, E. (2012) Inequality at work: The effect of peer salaries on job satisfaction. American Economic Review, 102(6), pp.2981-3003.
Giallonardo, L.M., Wong, C.A. and Iwasiw, C.L. (2010) Authentic leadership of preceptors: predictor of new graduate nurses’ work engagement and job satisfaction. Journal of nursing management, 18(8), pp.993-1003.
Hulsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W. (2013) Benefits of mindfulness at work: the role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), p.310.
Judge, T.A., Piccolo, R.F., Podsakoff, N.P., Shaw, J.C. and Rich, B.L. (2010) The relationship between pay and job satisfaction: A meta-analysis of the literature. Journal of Vocational Behavior, 77(2), pp.157-167.
Kafetsios, K. and Zampetakis, L.A. (2008) Emotional intelligence and job satisfaction: Testing the mediatory role of positive and negative affect at work. Personality and individual differences, 44(3), pp.712-722.
Klassen, R.M. and Chiu, M.M. (2010) Effects on teachers’ self-efficacy and job satisfaction: Teacher gender, years of experience, and job stress. Journal of educational Psychology, 102(3), p.741.
Li, N., Liang, J. and Crant, J.M. (2010) The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective. Journal of applied psychology, 95(2), p.395.
Mahmoud, A.H. (2008) A study of nurses’ job satisfaction: the relationship to organizational commitment, perceived organizational support, transactional leadership, transformational leadership, and level of education. European journal of scientific research, 22(2), pp.286-295.
Nadiri, H. and Tanova, C. (2010) An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International journal of hospitality management, 29(1), pp.33-41.
Oreg, S., Vakola, M. and Armenakis, A. (2011) Change recipients’ reactions to organizational change: A 60-year review of quantitative studies. The Journal of Applied Behavioral Science, 47(4), pp.461-524.
Sadri, G. and Bowen, C.R. (2011) Meeting employee requirements: Maslow’s hierarchy of needs is still a reliable guide to motivating staff. Industrial engineer, 43(10), pp.44-49.
Valentine, S. and Fleischman, G. (2008) Ethics programs, perceived corporate social responsibility and job satisfaction. Journal of business ethics, 77(2), pp.159-172.
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