Values and attitudes impact managerial actions. Attitudes are applications of values that affect behavior. There are three types of attitudes relevant to management: job satisfaction, job involvement, and organizational commitment. Job satisfaction occurs when employees find their work interesting and enjoy a stress-free environment with appreciation. Job involvement involves internalizing the value of work, which increases satisfaction and commitment while reducing fatigue. Organizational commitment encompasses loyalty to an organization, alignment with its goals, and a willingness to further its goals. Managers must display job satisfaction, involvement, and commitment to inspire these attitudes in subordinates.

1. Values and Attitudes and its impact on Managerial Actions
By: Kyla Marie Ola
Values represent basic conviction that a specific mode of conduct of existence is
personally or socially preferable to an opposite or converse mode of conduct. Attitude is
defined as a learned predisposition to respond in a consistently favourable or favourable
manner with respect to a given object. Attitude and values are important on managerial
actions, but attitudes affect behaviour at a different level than values does, since attitudes are
the application of values. There are three types of attitudes on managerial actions: Job
satisfactions, Job Involvement, and Organizational Commitment.
Job satisfaction essentially reflects the extent to which an individual likes his or her job.
It is an effective or emotional response towards various facets on one’s job. (Jannat,2009)
According to Ray (2014) when employees like their co-workers and find commonalities among
their peers and supervisors, they tend to be more satisfied at work. Employees are most
satisfied when they find their work interesting. While pay may not always be a worker's prime
reason for job satisfaction, it doesn't hurt. Incentives that include bonuses and pay raises often
can help employees overcome poor attitudes toward other, less enjoyable areas of their work.
Job satisfaction increases when employees can enjoy a stress-free environment in which they
know they're appreciated and they're not in fear of losing their jobs if they make a mistake.
Culture, interesting work, rewards and low stress are the factors to have job satisfaction. If you
are satisfied with your job, the you can do your tasks well. You should always have happiness
when working because your moods and attitudes reflects your job, especially if you are a
manager every employee’s eyes are on you. As a manager, they follow you.
Job involvement has been defined as internalizing values of “goodness and importance
of working” among people. It is a subjective condition that makes people devoted to their work
. It is a desirable feature that makes people spend energy and do their best in their work and
organizational roles. Although, it is not associated with a plethora toward job, it causes workers
to enjoy their work and reduces their fatigue (Rahati,2015) . According to Karson (1995) job
involvement not only increases the workers’ job satisfaction, organizational commitment,
organizational citizenship behavior, emotional attachment to the organization, voluntary
actions beyond the job description, and participation in organizational decisions, but also
reduces the desire to leave the job. In every work that we do, we should feel that we are
involve. This is the task of a manager, she/he must make sure that all of the employees are
involved in the workplace, to build unity and fellowship with one another.

2. According to Redmond (2016) commitment is complex and a multi-faceted construct,
and can take different forms. Work commitment has been defined as the relative importance
between work and one’s self . Work commitment is seen as a person's adherence to work ethic,
commitment to a career, job involvement, and organizational commitment. Individuals can feel
committed to an organization, top management, supervisors, or a particular work group.
Commitment has been examined with regard to "career, union and profession". Organizational
commitment is defined as the degree of an individual’s relations and experiences as a sense of
loyalty toward one’s organization. In addition to loyalty, organizational commitment
encompasses an individual's willingness to extend effort in order to further an organizations
goals and the degree of alignment the organization has with the goals and values of the
individual (Mowday, et al.1979). The commitment is essential to one’s job. Managers should
have the commitment not just to his/her job but also to his/her subordinates.
Job satisfaction, Job involvement, and organizational commitment are the applied
values or the attitudes the managers should have. She/he must first have these attitudes then
his/her subordinates will follow. If her/his subordinates seeds that he/she is dedicated,
compassionate, and diligently involves in his/her job then the subordinates will be inspired to
compassionate, diligent, and dedicated too.
References:
CarsonKD, Carson PP,BedeianAG.Developmentandconstructvalidationof acareerentrenchment
measure.JOccup Organ Psych.1995;68(4):301–20
JannatA,F.(2009).Organizational Behavior.Retrievedfrom:Slideshare.com
Mowday,R., Steers,R.,andPorter,L. (1979). The measurementof organizational commitment.Journal
of Vocational Behavior,14, 224-247
Rahati,A.,Arani H.et.al (2015). Job InvolvementandOrganizational Commitmentof Employeesof
Prehospital EmergencyMedical System.PMCID:PMC4733505. Retrievedfrom:
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4733505/
Ray,L.(2014). What are the causesof Jobsatisfactioninthe workplace?.Retrievedfrom:
http://smallbusiness.chron.com/causes-job-satisfaction-workplace-21851.html
Redmond,B.(2016). Workand organizational commitment.Retrievedfrom:
https://wikispaces.psu.edu/display/PSYCH484/12.+Work+and+Organizational+Commitment