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 should display job satisfaction, involvement, and commitment as attitudes to inspire these behaviors in subordinates.
Know about self and how to be self aware, importance of self awareness, the various theories of human relations, and ideas to maintain good human relations
Bella’s A Case Study In Organizational Behavior Lova Raju Balam
Bella’s A Case Study In Organizational Behavior
Given your understanding of job satisfaction and employee engagement, discuss/describe why each is important in organizational settings?
Discuss/offer your insights regarding the results of the employee survey. As you study the results, what stands out? What conclusions can you draw?
Offer general suggestions/recommendations to Kris Jenkins regarding how to improve the job satisfaction and employee engagement of Bella’s workforce.
Evaluate Kris Jenkins’ decision to accept the general manager’s position. Given the information available, did she make the right decision? Why or why not?
Know about self and how to be self aware, importance of self awareness, the various theories of human relations, and ideas to maintain good human relations
Bella’s A Case Study In Organizational Behavior Lova Raju Balam
Bella’s A Case Study In Organizational Behavior
Given your understanding of job satisfaction and employee engagement, discuss/describe why each is important in organizational settings?
Discuss/offer your insights regarding the results of the employee survey. As you study the results, what stands out? What conclusions can you draw?
Offer general suggestions/recommendations to Kris Jenkins regarding how to improve the job satisfaction and employee engagement of Bella’s workforce.
Evaluate Kris Jenkins’ decision to accept the general manager’s position. Given the information available, did she make the right decision? Why or why not?
Current Issues in Education - Meeting the Challenges of the 21st Century Todaypolchan
Current Issues in Education - Meeting the Challenges of the 21st Century Today, a Powerpoint presentation for the subject Current Issues in Education, Graduate Studies.
Classroom instruction needs to be evaluated from time to time so as to check whether it continually provide the desired information and knowledge to its target clientele.
Current Issues in Education - Meeting the Challenges of the 21st Century Todaypolchan
Current Issues in Education - Meeting the Challenges of the 21st Century Today, a Powerpoint presentation for the subject Current Issues in Education, Graduate Studies.
Classroom instruction needs to be evaluated from time to time so as to check whether it continually provide the desired information and knowledge to its target clientele.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
Teamwork and team building capacity of Nepalese managers: An Analysis of Emer...scmsnoida5
The roles of teaming in any organization do not
require any lengthy expression. Without teaming
up of the employees hardly organizations achieve
any success. The major purpose of organizations to
meet competitive challenges of these days, become
far from reach in the absence of effective teams led
by efficient manager. This article addresses issues
on how far Nepalese managers are successful
in building teams in their organizations, what
factors are responsible for successful operations of
teams, how Nepalese managers are different from
managers of other Countries in this regard. The
methodology uses both primary and secondary
data. Research approach is qualitative as well as
quantitative (mixed approach).
Catherine GA values-based organization is comprised of emplo.docxcravennichole326
Catherine G
A values-based organization is comprised of employees that share the same core values of an organization. This form of structure operates under a different approach than the traditional structure which is more mechanical. A values-oriented organization structure is fashioned by a clear set of regulations and guidelines that assist in decision-making and generate a sense of togetherness. In a values-driven culture, workers find an alliance between their values and the organization’s values which produce a unified and motivated workforce (Tsa, 2011). Therefore values, attitudes, and personalities of employees play a significant role in work satisfaction and motivation.
According to Berg and Feij (2003), “Personality is not only relating to job performance criteria but is a determinant of attitudinal on effective job outcomes such as job satisfaction (p326).” It is crucial to hire applicants are the correct fit for a business (Berg & Feij, 2017). The idea that “happy workers are productive workers” was established in the 1930s and 1940s, mainly as an outcome of the Hawthorne studies at Western Electric. Based on those assumptions, managers concentrated on working conditions and the work environment to make employees happier. Then, in the 1980s, an analysis of the research proposed that the relationship between job satisfaction and job performance was not unusually high. A review of 16 studies that assessed job performance and satisfaction over time also linked job satisfaction to job performance and suggested the relationship mostly works one way: Satisfaction was a probable justification of better performance, but higher performance was not a factor of higher job satisfaction. It is not evident whether satisfaction causes productivity or productivity causes satisfaction. In other words, if an individual does a good job, they will by nature feel right about it. Also, higher productivity should increase your recognition, your pay level, and your likelihood of promotion. Cumulatively, these rewards, in turn, increase your level of satisfaction with the job. Satisfaction and commitment can lead to high levels of performance for some people, while for others, high performance is satisfying. When data were examined for satisfaction and productivity within organizations, it was discovered that organizations with more satisfied employees incline to be more efficient than organizations with less happy employees (Values, attitudes, and their effects in the workplace, n.d.).
Personality has an impact on all areas of a person's performance, even on reactions to situations at home as well as on the job. Not every personality is appropriate for every job position, so it's vital to identify personality traits and match employees with the tasks that relate to their characters. This can lead to higher productivity and job satisfaction while assisting the business to function more efficiently (Munroe, n.d.). It has been proven even when subordinate ...
Understand about the attitudes
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Compare and contrast the major job attitudes.
Define job satisfaction
Importance of employee behavior in an organization
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
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Values and attitides and its impact on managerial actions
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