Attitude,Job Satisfaction

8/3/2019 Attitude,Job Satisfaction

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ORGANIZATIONAL BEHAVIORORGANIZATIONAL BEHAVIOR

Values, Attitudes and Job Satisfaction


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AFTER STUDYING CHAPTER THREE AND LISTENING

TO MY LECTUER, YOU SHOULD BE ABLE TO:

AFTER STUDYING CHAPTER THREE AND LISTENING

TO MY LECTUER, YOU SHOULD BE ABLE TO:

1. Contrast terminal and instrumental values.

2. List the dominant values in todays workforce.

3. Identify the five value dimensions of national

culture.4. Contrast the three components of an attitude.

5. Summarize the relationship between attitudes

and behavior.

6. Identify the role consistency plays in attitudes.LE

ARNI

N

G

OBJ

E

C

T

IV

E

S


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AFTER STUDYING THIS CHAPTER,

YOU SHOULD BE ABLE TO:

AFTER STUDYING THIS CHAPTER,

YOU SHOULD BE ABLE TO:

7. State the relationship between job satisfaction

and behavior.

8. Identify four employee responses to

dissatisfaction.

LE

ARN

ING

OBJ

E

C

T

IV

ES

(contd)


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Values

Values

Values define what is good or

bad, right or wrong.

They tend to be broad viewsof life and are influenced by

parents, teachers, peer groups

etc.


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Features of Values

Features of Values

Values contain a judgmental element.

They are emotionally charged priorities and are

passionately defended.

They are moralistic in nature.

They are relatively permanent and very difficult to

change.


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Types of Values - Rokeach Value Survey

Types of Values - Rokeach Value Survey


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Values in

the

Rokeach

Survey


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Values in

the

Rokeach

Survey

(contd)


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Mean Value Rankings of

Executives, UnionM

embers,and Activists

Mean Value Rankings of

Executives, UnionM

embers,and Activists


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Dominant Work Values in Todays WorkforceDominant Work Values in Todays Workforce


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Value CongruenceValue Congruence

Value Congruence occurs when individuals express

positive feelings upon encountering others whoexhibit values similar to their own.


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Hofstedes Framework for Assessing CulturesHofstedes Framework for Assessing Cultures


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Hofstedes Framework (contd)Hofstedes Framework (contd)


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Masculinity


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The GLOBE

Frameworkfor

Assessing

Cultures

The GLOBE

Frameworkfor

Assessing

Cultures

Assertiveness Future Orientation

Gender differentiation

Uncertainty avoidance

Power distance

Individual/collectivism

In-group collectivism

Power orientation

Humane orientation

Assertiveness Future Orientation

Gender differentiation

Uncertainty avoidance

Power distance

Individual/collectivism

In-group collectivism

Power orientation

Humane orientation


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AttitudesAttitudes


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Sources of AttitudesSources of Attitudes

Experience

Association

Family

Peer group

Society

Personality factors


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Types of AttitudesTypes of Attitudes


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Organisational CommitmentOrganisational Commitment

The three dimensions of OrganisationalCommitment are:

1. Affective Commitment: Emotional attachment to

organisation and a belief in its values.

2. Continuance Commitment: Perceived economicvalue of remaining with an organisation rather than

leaving it.

3. Normative Commitment: An obligation to remain withthe organisation for moral and ethical reasons.


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The Theory of Cognitive DissonanceThe Theory of Cognitive Dissonance

Desire to reduce dissonance

Importance of elements creating dissonance

Degree of individual influence over elements

Rewards involved in dissonance

Desire to reduce dissonance

Importance of elements creating dissonance

Degree of individual influence over elements

Rewards involved in dissonance


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Changing AttitudesChanging Attitudes

1. Provide new information.

2. Changing workplace

situation.

3. Employing credible and

knowledgeable

communicators.

4. Using fear-appeals.

5. Using Human Resource

Approach.


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Dealing with Negative AttitudesDealing with Negative Attitudes

Confront negativity

Recognise good performance

Promote loyalty

Communicate well

Glass is half-full


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An Application: Attitude SurveysAn Application: Attitude Surveys


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Sample Attitude SurveySample Attitude Survey


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Job SatisfactionJob Satisfaction

Job Satisfaction is the positive attitude towards onesjob.

How Satisfied Are People in TheirJobs?

Job satisfaction declined to 50.7% in 2000 Decline attributed to:

Pressures to increase productivity

Less control over work


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Sources ofJob SatisfactionSources ofJob Satisfaction

The work itself

Pay

Promotion opportunities

Supervision

Co-workers

Working conditions

Occupation levels


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The Effect ofJob Satisfaction on Employee

Performance

The Effect ofJob Satisfaction on Employee

Performance

Satisfaction and Productivity

Satisfied workers arent necessarily more productive.

Worker productivity is higher in organizations with

more satisfied workers.Satisfaction and Absenteeism

Satisfied employees have fewer avoidable absences.

Satisfaction and Turnover

Satisfied employees are less likely to quit. Organizations take actions to cultivate high performers

and to weed out lower performers.


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Responses to Job DissatisfactionResponses to Job Dissatisfaction


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How Employees Can Express DissatisfactionHow Employees Can Express Dissatisfaction


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Job Satisfaction and OCBJob Satisfaction and OCB

Satisfaction and Organizational Citizenship Behavior(OCB)

Satisfied employees who feel fairly treated by and aretrusting of the organization are more willing to engagein behaviors that go beyond the normal expectations of

their job.

Attitude,Job Satisfaction

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