Attitudes And Satisfaction 3 Ppt
Personality can influence job satisfaction Negative people are usually not satisfied with their jobs © 2007 Prentice Hall Inc. How Employees Can Express Dissatisfaction Exit Behavior directed toward leaving the organization – looking for new job, resigning.
Voice Active and constructive attempts to improve conditions- suggesting improvements, discussing problems.
Contrast the three components of an attitude Identify the role that consistency plays in attitudes Summarize the relationship between attitudes and behavior Discuss similarities and differences between job satisfaction and other job attitudes discussed Summarize the main causes of job satisfaction Identify four employee responses to dissatisfaction © 2007 Prentice Hall Inc. Attitudes Attitudes Evaluative statements or judgments concerning objects, people, or events.
( either favorable or unfavorable) Affective Component The emotional or feeling segment of an attitude. ( cognition – the mental action or process of acquiring knowledge through thought, experience and senses) It sets the stage for more critical part of an attitude – its Affective Component.
3- 20 Employee Engagement A new concept- the degree of involvement with, satisfaction with, and enthusiasm for the work he/she does. publishing as Prentice Hall Job Satisfaction One of the primary job attitudes measured. See E X H I B I T 3 –2 3- 23 Copyright © 2011 Pearson Education, Inc.
Engaged employees are passionate about their work and company. Variables may be redundant (measuring the same thing under a different name) While there is some distinction, there is also a lot of overlap. Broad term involving a complex individual summation of a number of discrete job elements. Single global rating (one question/one answer) - Best Summation score (many questions/one average) - OK Are people satisfied in their jobs? publishing as Prentice Hall Pay influences job satisfaction only to a point. S.), there is no relationship between amount of pay and job satisfaction.
Engagement becomes a real concern for most organizations because surveys indicate that few employees— between 17 percent and 29 percent—are highly engaged by their work. Those with positive core self-evaluation are more satisfied with their jobs.So the more you talk about your attitude on a subject, the more likely you are to remember it, and the more likely it is to shape your behavior. Although the traditional attitude-behavior relationship is generally positive, the behavior-attitude relationship is stronger.Discrepancies between attitudes and behavior tend to occur when social pressures to behave in certain ways hold exceptional power, as in most organizations. This is particularly true when attitudes are vague & ambiguous.Normative Commitment – is an obligation to remain with an organization for moral or ethical reasons. High POS is related to higher OCBs and performance.For example , an employee believes his organization would accommodate him if he had a child care problem or would forgive an honest mistake on his part.Neglect Passively allowing conditions to worsen- reduced effort, increased error rate.Loyalty Passively but optimistically waiting for conditions to improve – trusting org.Less important now than in the past – now perhaps more of an occupational commitment , loyalty to profession rather than a given employer. publishing as Prentice Hall Organizational Commitment Three separate dimensions of organizational commitment: Affective – is an emotional attachment to the organization & a belief in its values.For example, a employee may be affectively committed to the firm because of its involvement with animals.They can deny that any clear causation b/w smoking & cancer, for instance, has been established. Attitudes & Consistency Principal Can we assume from this “ consistency principle” that an individual’s behavior can always be predicted if we know his or her attitude on a subject? A views his pay too low, will an increase in his salary will change his behavior, that is, make him work harder? The Theory of Cognitive Dissonance Desire to reduce dissonance depends on Importance of elements creating dissonance Degree of influence individual believes, has over elements Rewards involved in dissonance Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes. Festinger argued that any form of inconsistency is uncomfortable & that individuals will attempt to reduce the dissonance and, hence the discomfort. These attitudes tend to show a strong relationship to our behavior.They can , either, accept the research evidence & begin actively working to make more healthy cigarettes or at least readuce their availability to teenagers. The answer to this is more complex than merely a Yes or No. Individual will seek a stable state where there is a minimum of dissonance. Specific attitudes tend to predict specific behaviors, whereas general attitudes tend to best predict general behaviors.