The document discusses the concepts of attitude and competency within a workplace context, emphasizing the importance of job involvement, organizational commitment, and job satisfaction. It highlights the correlation between job attitude and performance, differentiating between in-role and extra-role behaviors. The conclusion suggests that individuals lacking adequate role competencies must either develop their skills or consider resigning, stressing the role of HR in ensuring competency alignment.

1. ATTITUDE AND COMPETENCY
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3. CONCEPT OF COMPETENCY
Attitude
• An employee has a passion for the
organization and what it is trying to
accomplish and is excited about being
a part of the organization.
Talent
• Inherent ability (Potency)
Competency
• Underline characteristics that give rise
to skill accomplishment.
• Knowledge, skill and Ability

4. JOB ATTITUDE
Three types of work related
attitudes:
• Job involvement: Identifying with
one’s job.
• Organizational Commitment :
Identifying with top management
and organization .
• Job satisfaction : Result of the
above two and indicates the overall
attitude towards job.

5. CONCEPT OF ROLE
Expectations of significant
others and self.
Linking concept
 Individual
 Team
 Organization
Different from position

6. DEFINITION
First popularised by Boyatzi (1982)
with research on clusters of
competencies :
“ A capacity that exists in a
person that leads to behaviour
that meets the job demands
within parameters of
organizational environment ,
and that, in turn brings about
desired results .”

7. JOB INVOVEMENT
Time Orientation :
• Spends enough time to plan
and get the work done .
Work Orientation :
• Priority of job over other
activities.
People Orientation :
• Disposition towards people in
getting the work done

8. ORGANIZATIONAL COMMITMENT
• Organization
Sense of pride and obligation towards
the organization . Willing to do
anything make the organization
successful.
• Top management :
Ability to identify, support and
contribute with people responsible at
the organization .This will not change
with the change of top management.
• Team Orientation :
Disposal toward work with others in
terms to realise organizational goals.

9. ATTITUDE COMPETENCY
A capacity that exists in a person that
leads to behaviour that meets the job
demands which brings in desired
results beyond knowledge and skill.
Is the sum total of a person’s
disposition towards the job seen in
his behaviour of job involvement,
organizational commitment and
overall satisfaction to meet the job
requirements and the ability to
bring in desired results.

10. JOB ATTITUDE AND PERFORMANCE
Co-relation between job
involvement and In-role
behaviors.
Co-relation between job
commitment and extra role
behavior.
Job satisfaction a resultant
variable.

11. JOB SATISFACTION
• Recognition :
Utilization of my expertise and
services by the organization .
• Development :
How well am I growing with the
organization .
• Benefits:
My personal gains out of my
work in this organization .

12. JOB PERFORMANCE
• In-role behaviour :
 What an employee does in his
role.
 Activities carried out as part
of the description.
• Extra –role behaviour :
 What an employee does beyond
his role.
 Activities are not part of his
job specification.

14. CONCLUSION
• Inadequate Role competencies
–Two options :
Development attitude and
competencies with a time
frame.
Quit the role.
• No option other than to
perform .
• HRD function to ensure
competencies in each role.

15. Learning and Giving
for Better
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