Attitude & Behavior-in Workplace

Presented byMr.S.Nesa KumaranAssistant Professor

Knowledge Business School,Salem-637504.

Should poor performance be blamed on “attitude” or “Behavior”?

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Attitudes• An attitude is the mental state of

readiness, learned and organized through

experience, exerting a specific influence

on persons response to people, object

and situation with which it is related.”

• “Attitudes are learned pre dispositions

towards aspect of our environment. They

may be positively or negatively directed

towards certain people, services or

institutions.”

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There is clear differences between one’s attitude and behavior

• Attitude describes the way employee feels inside. These are the feelings toward organization, his/her coworkers and position within the company.

• Every employee has an attitude towards the environment -- either good or bad. This attitude can also influence how one performs.

• Because attitude is an inward feeling, an employee's bad attitude might remain hidden.

• But if employee not careful, his/her bad attitude might show in his/her actions.

• Behavior is the way the employee responds to his attitude. This response is either positive or negative, depending on how the employee views his/her position and the company.

• For example, an employee who disagrees with company might overstep boundaries or ignore office protocol.

• In addition, an employee who dislikes another coworker or has little respect for a coworker might display this attitude by speaking harshly to this individual, being biased or engaging in other inappropriate acts, such as sexual harassment.

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Attitudes- Workplace• “The regularities of an

individual’s feelings, thoughts and predispositions to act toward some aspect of their environment.”

• Can concern almost anything e.g. world, things, constructs and people.

• Represent the “truth” as we see it.

• Components need not be consistent e.g. I may hate my job but think it is socially desirable and so I do not leave.

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The Nature of Attitudes

• Attitudes are the feelings and beliefs that largely determine how employees will perceive their environment,commit themselves to intended actions and ultimately behave.

• Attitudes form a mental set that affects how we view something else, much as a window provides a framework for our view of a building.

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ABC Model of Attitude

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Components of Work Attitudes

Affective component

How a worker feels about his or her job or organisation

Cognitive component

What a worker believes to be true about his or her job or organisation

Behavioural component

How a worker is predisposed to behave in his or her job or organisation

Work attitudes

Collections of feelings, beliefs, & predispositions to behave in one’s job & organisation

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Types of Attitudes

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Personality

The enduring ways a person has of feeling, thinking and behaving

Work situation

The work itself

Co-workers, supervisors and subordinates Physical working conditions Working hours, pay and job security

Attitudes to work

The collection of feelings, beliefs and predispositions to behave in one’s job or organisation

Social influence

Co-workers Groups Culture

Values

Core work values

Extrinsic work values

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Personality and work values

(most stable)

Work attitudes (moderately stable)

Work moods (most changing)

Stronger relationships

Weaker relationships

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Why Might Attitudes Matter at Work?Because attitudes to work and/or employing organisation might affect:

• Whether a person seeks a new job

• How co-operative they are with others at work

• Whether they present a positive image of the organisation to clients or customers

• How they react to change

• How hard they work (motivation)

• Their psychological or physical health

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Different types of workplace attitudes: job satisfaction

A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences (Locke, 1976). Components include:

• pay and benefits

• co-workers

• supervision

• recognition

• the work itself

• career opportunities

• job security

• working conditions

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Organisational Commitment Meyer and Allen (1997)

1. Affective commitment - personal attachment to

organisation

2. Continuance commitment - perception and risks

associated with leaving the organisation

3. Normative commitment - moral dimension,

obligation and responsibility to your

organisation

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Work Attitudes

Job satisfactionOrganizational

Citizenship Behavior

Job dissatisfaction

Workplace deviance behavior

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Individual behavior• Organization success depends not only

on the functional departments.• People begin a working relationship

with an organization formulate psychological contact with their employer.

• An individual makes a variety of contribution to an organization in the form of efforts, skill ability, time and loyalty.

• Both Individual & organization consider the psychological conflict fair and equitable they will be satisfy with relationship and are likely to be continue.

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Nature of Individual Behavior

• It will vary from person to person• May be Physical and psychological.

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Factors influences Individual Behavior

Individual Behavior

Personal Factors• Age• Education• Creativity,etc.,

Organizational System

• Physical facilities

• Reward system

Environmental Factors

Psychological Factors

• Personality• Perception• Attitude

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Impact in Work Place• Attitudes and behaviors displayed in

the workplace can directly affect the atmosphere and productivity within an organization.

• As an employee, you want to create an environment that's professional and safe. This keeps you motivated, wherein the likely to work hard and successfully complete each assignment. But if you begin to develop a negative or bad attitude, this might translate into poor behavior.

• Several situations within the office affect attitude and behavior. For an employee to consistently display good behavior in the workplace, he must maintain a positive attitude towards his job.

• If employee develops a dislike for his job, he might lose interest in his assignments or lack motivation. These negative feelings influence his behaviors and might trigger low productivity. In addition, an employee's negative attitude can become evident with other actions, such as poor performance, regularly staying away from work, poor business ethics and perhaps favoring one supervisor over another.

• To the contrary, employees who feel respected by company and other coworkers, and those who maintain a good attitude, typically respond differently and exhibit appropriate behavior in the workplace.

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