The document discusses several components of attitudes including cognitive, affective, and behavioral components and defines attitude as evaluative statements that are either favorable or unfavorable about objects, people, or events. It also discusses factors that influence attitudes like importance, correspondence to behavior, accessibility, and social pressures. Finally, it examines organizational commitment in employees which can take the form of affective, continuance, or normative commitment and how commitment impacts productivity, absenteeism, and cultural differences.

2. ATTITUDE
• Cognitive component • Changing his attitude
• Changing his behavior
• Affective component
• Developing a rationalization
• Behavioral component • Importance
• “attitude – as „ evaluative • Influence
statements either favorable or • Rewards
unfavorable- concerning :
objects, people or events. They  Importance
reflect how one feels about  Correspondence to behavior
something”  Accessibility
 Social pressures
 Direct experience

3. • Identity • Affective commitment
• Psychological empowerment • Continuance commitment
• Participation • Normative commitment
• High performance and low • Research on OC found that :
absenteeism  Higher productivity
 Lower absenteeism
 Affective commitment has
greater impact
 Cultural differences

4. • Give clear guidelines
• They consider the reward
• Allow control over performance
system in the organization to • Are consistent with their identity and
be fair. training
• Are meaningful
• They are allowed to participate • “ an individual‟s involvement with
in the decision making process satisfaction with and enthusiasm for the
work he or she does”.
and express their opinions and • Short term effects :
share their ideas  Involvement
 Effort
• The managers or immediate  Persistence
superior are thought of as • Long term effects :
supportive and understanding  Good physical & mental
 Heath & well being

5. • JOB PERFORMANCE
 When we do a good job, we feel good
intrinsically
 Besides high productivity results in greater
MEASURES : economic, sociological & psychological
Single global rating rewards in the form of pay raise, greater
recognition, promotion etc this in turn
Facet rating increases job satisfaction
DETERMINANTS : • CUSTOMER SATISFACTION
Work itself  Training employees
Pay  Rewarding employees
Personality  Creating a positive work environment
IMPACT :  Conducting regular employee satisfaction
Exit surveys.
• ABSENTEEISM
Voice
• EMPLOYEE TURNOVER
Loyalty
• WORK PLACE DEVIANCE
Neglect • ACROSS CULTURES