Various concepts are applied by the management of the organization so that the desired result of the policies can be achieved. Some of the approaches and policies include restructuring the members of the groups, modifying and implementing a resource friendly method of performance evaluation and upgrading compensation policies and many more (Shafritz, Ott and Jang 2015).
Management and the executives of an organization along with the human resource department can take decisions and policies to make the work culture more efficient for the employees. Organizational behavior helps the management understand the culture of the business and paves the way to find out the facilities or hindrances in the productivity of the resources of the origination. It also influences the hiring process of the enterprise as it helps the human resource department to clearly state the prerequisites of the vacancy. Organizational behavior helps the management lay down guidelines for the smooth operation on a daily basis (Pinder 2014).
Some of the importances of organizational behavior are: it provides a set of guidelines for the management to operate. Study and analysis of organizational behavior have a major influence on significant organizational events, it can also help to predict future events and take precautionary measure when and if necessary. Motivation is one of the key factors in organizational behavior theory; it helps the managers of the human resource to inspire and to understand the challenges and grievances faced by the staff. It also helps in maintaining pleasant relation with third parties and customers of the organization. It is very important for an organization to develop goodwill both with the customers and the people of the industry in order to do that (Demirtas and Akdogan 2015).
Attitude is the emotional and behavioral pattern of an individual or a group of people to reciprocate towards any object, incident, idea or any other people or person. It is generally a persistent propensity to behave in a certain manner. The ABC model of attitude explains that there are three basic components of attitude: Affective, behavioral and cognitive. Affective attitude is can be referred to as the way one is affected by a situation, circumstance, idea or any other person. For example: Sally is scared of dogs. In this example we discuss about how dogs affect sally. Behavioral component is the tendency if an individual to act towards an attitude. For example: if sally is scared of dogs she will run away from it. Cognitive Component is the thought that is associated with an attitude (Demirtas and Akdogan 2015). Formation of attitude is due to the influences of various kinds in the lives of an individual like family and friends, colleagues at workplace, socio economic state of the person, religious and cultural background of the person and many more. Attitude does not predict the behavioral outcome of a person unless there are specific circumstances like when attitude is observed on behalf of the behavior of a third person (van Harreveld, Nohlen and Schneider 2015).
As attitude may have positive or negative influence in a situation, Commitment, content, friendliness are some of the positive attitude of an individual at work place which reflects in the way they behave like talking in polite manner, not loosing temper easily, enjoying work and encouraging people around. On the other hand, boredom, irritation and discontentment leads to negative behavior of like losing temper and screaming at people, lack of dedication and negatively influencing people. Attitude and behavior are two different aspect of a human being. Attitude is the inner conception and ideas he or she has about something. Behavior on the other hand is the outer portrayal of the attitude he or she has (Biggs, Brough and Barbour 2014).
At the work place there are certain circumstances where attitude determines the behavioral pattern of an individual like: when there is a change in some policies of the company. If a person has a cynical attitude towards everything he or she will defiantly not be able to implement changes in the organization in a welcoming way. For example: the management has taken a decision to change the shift timings, a person with poor attitude will discourage this decision and at the same time discourage others who are considering the shift timings change in a positive way. Many times poor attitude and negative outlook towards organizational decisions give rise to internal conflict which in turn decreases productivity (Gin Choi, Kwon and Kim 2013).
Attitude is important and useful for a person when the attitude of positive in nature it drives a person to work better and ensures high performance without any external push or influence. A resource with positive attitude will also make others around him or her gather a positive outlook towards any situation in the organization (Baldonado 2015). Attitude helps an employee adapt to the policies and the environment of the company he or she is working in, it makes the adjustment process way easier for both the parties. Attitude is also important because it helps an individual build and maintains a self-image which in turn helps in promoting the process of growth of an individual in the organization. Values are another significant aspect of attitude a person with values will counteract with a person who has no value and that may be productive or harmful for the organization based on the hierarchy of the people involved (H?lsheger et al. 2013).
Job satisfaction is the level of content that a person has achieved while working for an organization, it is the degree of optimistic attitudes that an individuals have towards their jobs. It is the one of the main reasons as to why a resource is retained or is leaving his or her job. Some of the factors that affect job satisfaction are as follows: organizational factors- remuneration and incentive plans, growth and developmental scope and the decisions and the policies that are made by the company. Work environment- peers and colleagues, relation with the seniors as well as the juniors, physical and mental conditions of that are required by the employee. Nature of the job- if the work that the employee is engaged in is not pleasing him or her; or doesn’t cater to his or her forte then it may be difficult for him to continue with the job. Lastly personal reasons- there can be a lot of reasons why a certain job does not satisfy an individual like mental stress, physical stress, age of the person and many more. Hence, there is a lot of scope to gather knowledge about the factors that determine a person’s job satisfaction or organizational commitment level of a person (Braun et al. 2013).
It is very important for the managers to ensure that the employees are committed towards the institution where they are working. If the attitude of an individual does not reflect positivity towards organizational commitment then motivational and inspirational events has to be arranged for the improvement and betterment of the morale of the employee. The managers have to understand and research about the reasons as to why an employee is unsatisfied with the work which factor in the above list is absent form that particular employee (Wong and Laschinger 2013).
Job satisfaction or organizational commitment is a positive attitude of an employee that manifests in the better productivity, improved adjustments, and enhanced motivational outlook of the employee along with encouraging others towards positivity. Usually in an organization an individual works in a team that is lead by one or more managers a positive attitude is very essential to be a team player and to be on the same page as the management of the organization so that there is a mutual benefit from the equilibrium situation. Organization behavior study allows the managers to understand and get an insight about the level of job satisfaction and the way to bring out the positive attitude of an employee so that there is better productivity form the resource.
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