- The document discusses work-related attitudes like job satisfaction, organizational commitment, and organizational citizenship behavior. It explains that these attitudes influence an organization's priorities and outcomes. - Organizations can shape favorable attitudes at work by realigning employee behavior to what is considered desirable, managing individual perceptions and motivations, and adopting measures like job redesign, incentives, and feedback. - Measures include reinforcing desired behaviors, punishing undesirable ones, using individual and group incentives, setting goals and providing feedback, ensuring pay equity, and offering stock ownership plans to increase employee commitment.

1. • Learning Objectives:
– Discover what are work related attitudes
– Explain the meaning of Job Satisfaction, Commitment
and Organisational Citizenship Behaviour
– Discuss the influence of work related attitudes for
organisations on organisation’s priorities
– Present what measures can organisations adopt in
order to shape favorable attitudes at work

2. “…Reflect an individual’s persistent tendency to think, feel and behave towards an
object in a particular way involving favor or disfavor.”
• Always towards
something or External Environment: Changing external Environment,
Managerial challenges
someone Managerial
inter pretati on of
‘desirable’
• Do not change be havior
Inte rnal Environment: Aligning
without effort employee behavior to what is considered
‘desirable’ as organizations act through
and willingness employees
Aligning
empl oyee attitude
to desirable
• ‘Tendency’
be havior
Managing Dynamics of
suggests a individual behavior:
Perception, Personality,
default response Motivation and Learning
to a given trigger

3. • The two most researched Work Attitudes
• Job satisfaction is an emotional state
generated by evaluation or appraisal of one’s
job experiences
– An employee who is satisfied with his/her job is said to
derive happiness or pleasure from his/her job or
experience at the job
– It is also a psychological state represented by thoughts
and feelings as its indicators

4.  Organisational commitment has been found to be a
more direct measure of turnover intentions than
satisfaction as it reflects the extent to which an
employee shares the organisational values and
goals, wanting to continue membership of the
organisation and willing to work hard for it
Figure: 5. 2: Attitude at work and its outcomes. Adapted from Harrison (2006)

5.  Individual behaviour that is discretionary, not
directly or explicitly recognized by the formal
reward system, and in the aggregate
promotes the efficient and effective
functioning of the organisation

6. • Encouraging Citizenship Behaviour
– Dimensions of OCB: Sportsmanship, Organisational
Loyalty, Individual Initiative, Civic virtue and Self
Development
• Two work attitudes relevant to India:
Karmayoga and Work Dedication
– Karmayoga means a tendency to discharge one’s duties
without lusting for the outcomes
– Work Dedication is the disposition of the employee to
voluntarily engage in affectively unpleasant, non-
rewarding organisationally relevant behaviours. It is a
more relevant concept in India.

7.  The Redesigning of Jobs
Figure 5.4.3: Components of Job Design for motivated job Performance. Based on:
Hackman and Oldham (1975)

8. • Reinforcement: Anything that increases the
frequency or intensity of a desired behaviour
• Punishment : Aimed at mainly to stop or
reduce the frequency of undesirable activities
• Individual Incentive Systems
– Usually in the form of money
– They can strengthen goal commitment

9. • Gainsharing or Group Incentive
– When incentives are spread at group level, the best
results are found when employees participate in
decisionmaking and later share group incentive
• Goal Setting, Feedback and Bonus
• Pay Dispersion and Equity
• Employee Stock Ownership Plan (ESOPs)
– The employee-owners are more committed to the
success of the enterprise because business success is
transferred directly into personal wealth. Incentive
Stock Options (ISOs) allow ownership of stock
contingent upon meeting specific performance criteria