Job attitude
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Transcript of Job attitude
Adnan Haider 11-arid-803
Muhammad Zakriya 11-arid-829
Shabab Ali Bangash 11-arid-859
Muhammad Zeeshan Khan 11-arid-843
GROUP MEMBERS:-
ORGANIZATIONAL BEHAVIOUR
JOB ATTITUDE
ATTITUDE
Attitudes are evaluation ( جانچ) statement either favorable or unfavorable about object people or
event. They reflect how we feel about something. When I say “I like my job”. I am expressing my attitude about works and another example is “I
don’t like maths” That’s also a student’s attitude about his studies. Attitude is liable to change.
COMPONENTS OF ATTITUDES
COGNITIVE COMPONENT
The cognitive component of attitude is the final component; the belief that has led to the underlying reason for the emotion towards the object or event. for example, “My pay is low” That’s a description of or belief in the way things are.
AFFECTIVE COMPONENT
An affective component of attitude relates to a person's feelings or emotions towards an object. There are hundreds of different emotions that humans can experience and any one of these could be an affective component of attitude. For Example “I am angry over how little I am paid”. In this example emotional state happen.
BEHAVIOR COMPONENT:
An Intension to behave in certain way to word someone or something For exampleI am going to look for another job that pays me better
COGNITIVE DISSONANCE
Cognitive Dissonance
Any incompatibility between two or more attitudes or between behavior and attitudes.
MAJOR JOB ATTITUDES:-
1. Job Satisfaction 2. ORGANIZATIONAL
COMMITMENT.3. JOB INVOLVEMENT.
JOB SATISFACTION
Job satisfaction describes a positive feeling about a job resulting from an
evaluation of its characteristics.
JOB SATISFACTION
Measuring Job Satisfaction◦ Single global rating◦ Summation score
MEASURING JOB SATISFACTION:-
Single Global Rating Method 1) Only a few general questions 2) Remarkably accurate Summation Score Method 1) Identifies key elements in the job and
asks for specific feeling about them
IMPACT OF SATISFIED AND DISSATISFIED
Dissatisfied:- 1) Absenteeism 2) Turnover 3) Exit
Satisfied:- 1) Loyalty 2) More Productivity
IMPACT OF SATISFIED AND DISSATISFIED
NEGLECT LOYALTY
EXIT VOICE
Destructive Constructive
Passive
Active
© 2003 Prentice Hall Inc. All rights reserved.
3–16
HOW EMPLOYEES CAN EXPRESS DISSATISFACTION
THE EFFECT OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE
Satisfaction and Productivity◦ Satisfied workers are not 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.
JOB SATISFACTION AND OCB
Satisfaction and Organizational Citizenship Behavior (OCB)◦Satisfied employees who feel fairly treated by and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job.
BENEFITS OF JOB SATISFACTION:-
Better job and organizational performance Better organizational citizenship behaviors Greater levels of customer satisfaction Generally lower absenteeism and turnover Decreased instances of workplace deviance
CAUSES OF JOB SATISFACTION:
1. ORGANIZATIONAL FACTOR.
2. GROUP FACTOR.3. INDIVIDUAL FACTOR.
ORGANIZATIONAL COMMITMENT
A state in which an employees identifies with a particular organization and its goal and wishes to maintain membership.
ORGANISATIONAL COMMITMENT
Affective commitment• An emotional attachment to the organization and
a belief in its values.
Continuance commitment• The percieved economics values of remaining
with an organization compared to leaving it.
Normative commitment• An obligation to remain with the organization for
moral or ethical reasons.
JOB INVOLVEMENT
Job involvement measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth
ATTITUDE SURVEYS
Eliciting responses from employees through questionnaires on how they feel
about their jobs, work groups, supervisors, and the organization.
employee behaviors are based on perceptions, not reality.
THANK YOU