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JOB SATISFACTION & POSITIVE EMPLOYEE ATTITUDES AND BEHAVIORS
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Introduction Introduction
Job satisfaction is based on attitudes, which in turn are shaped by values and ethics
Self-concept is one’s attitude about oneself
Values do tend to influence, not necessarily affect, behavior, including whether or not behavior is ethical
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Attitude Attitude
Attitude – a strong belief or feeling toward people, things, and situationsThey are not quick judgments we change easily
but we can change our attitudesPeople interpret our attitudes by our behaviorEmployers place great emphasis on attitudeEmployee attitudes affect customer attitudes
Attitudes are primarily developed through experiences
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Management Attitudes Management Attitudes
Theory X and Theory Y
Theory X – the attitude that employees dislike work and must be closely supervised to get them to do their work
Theory Y – the attitude that employees like to work and do not need to be closely supervised to get them to do their work
Pygmalion Effect
Supervisors’ attitudes and expectations of employees and how they treat them largely determine their performance
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Changing Your Attitudes Changing Your Attitudes
1. Be aware of your attitudes
2. Do not harbor negative thoughts
3. Keep an open mind
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Shaping and Changing Employee Shaping and Changing Employee AttitudesAttitudes
Do not harbor negative thoughts
Changing Your Attitudes
Be a positive role model
Provide consequences
Give employeesfeedback
Be aware of Your attitudes
Keep an open mind
Shaping and Changing Employee Attitudes
Accentuate positive conditions
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Job Satisfaction Job Satisfaction
Job satisfaction – a set of attitudes toward work
It is what most employees want from their jobs
Job satisfaction affects absenteeism and turnover, which affect performance
Job satisfaction survey – process of determining employee attitudes about the job and work environment
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Improving job satisfaction may lead to better human relations and organizational
performance by creating a win-win situation.
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Determinants of Job Satisfaction Determinants of Job Satisfaction
4. Supervision 5. Coworkers6. Attitude
toward work
2. Pay3. Growth and
upwardmobility
1. The workitself
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Self-Concept Self-Concept
Self-concept – your overall attitude about yourself
Also called:Self-esteemSelf-image
Self-concept includes perceptions about several aspects of oneself
Having a positive self-concept is part of emotional intelligence
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Self-Efficacy Self-Efficacy
Self-efficacy – your belief in your capability to perform in a specific situation
Self-efficacy affects your-effortpersistenceexpressed interestthe difficulty of goals you select
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Self-Fulfilling Prophecy Self-Fulfilling Prophecy
Your expectations affect your performanceSelf-fulfilling prophecy – occurs when your
expectations affect your success or failureIf you think you will be successful, you will beIf you think you will fail, you will, because you will
fulfill your expectationsYour self-efficacy becomes your self-fulfilling
prophecy
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Attribution Theory Attribution Theory Attribution – the perception of the cause of
behavior as being internal or externalInternal behavior – is within the control of the
personExternal behavior – is out of the person’s control
We make judgments about why people do the things they do by using: distinctiveness, consistency, and consensus
Attribution theory is how we perceive the causes of behavior, which in turn affect our subsequent choices and behaviors.
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General Guidelines to Improve Your General Guidelines to Improve Your Self-Concept Self-Concept
1. View mistakes as learning experiences
2. Accept failure and bounce back
3. Control negative behavior and thoughts
4. Use any religious or spiritual beliefs you have that can help you develop a more positive self-concept
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Action Plan for Building a Positive Action Plan for Building a Positive Self-Concept Self-Concept
Step 1. Identify your strengths and areas that need improvement
Step 2. Set short and long term goals and visualize them
Step 3. Develop a plan and implement it
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Values Values (1 of 2) (1 of 2)
Values – are the things that have worth for or are important to the individualConcern what “should be”Influence the choices we make among alternative
behaviorsValue system – the set of standards by
which an individual lives
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Values Values (2 of 2) (2 of 2)
Values direct the form that motivated behavior will take
Values help shape your attitudesValues are developed in much the same way
as attitudesValues are more stable than attitudes
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Spirituality Spirituality (1 of 2) (1 of 2)
One’s spirituality is the essence of who he or she is
It defines the inner self-separate from the bodyincluding the physical and intellectual self
The quality of being spiritual, of recognizing the intangible, life-affirming force in self and all human beings
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Spirituality Spirituality (2 of 2) (2 of 2)
It is a state of intimate relationship with the inner self of higher values and morality
It is a recognition of the truth of the inner nature of people
It does not apply to particular religions, although the values of some religions may be part of a person’s spiritual focus
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Spirituality in the Workplace Spirituality in the Workplace (1 of 2) (1 of 2)
It is about people seeing their work:as a spiritual pathas an opportunity to grow personallyas a way to contribute to society in a meaningful
wayIt is about learning to be more caring and
compassionate with:fellow employeesbossessubordinatescustomers
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Spirituality in the Workplace Spirituality in the Workplace (2 of 2) (2 of 2)
It is about integritybeing true to oneselftelling the truth to others
Can refer to an individual’s attempts to live his or her values more fully in the workplace
Can refer to the ways organizations structure themselves to support the spiritual growth of employees
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Guidelines for Leading from a Guidelines for Leading from a Spiritual Perspective Spiritual Perspective
1. Know thyself
2. Act with authenticity and congruency
3. Respect and honor the beliefs of others
4. Be as trusting as you can be
5. Maintain a spiritual practice
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Ethics Ethics
Ethics – the moral standard of right and wrong behavior
Ethical behavior is affected by:Personality traits and attitudesMoral developmentThe situation
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Levels of Moral Development Levels of Moral Development
3. Postconventional
Behavior is motivated by universal principles of right and wrong, regardless of the expectations of the leader or group. One seeks to balance the concerns for self with those of others and the common good.
2. Conventional
Living up to expectations of acceptable behavior defined by others motivates behavior to fulfill duties and obligations. Common for followers to copy the behavior of the leaders and group.
1. Preconventional
Self-interest motivates behavior to meet one’s own needs to gain rewards while following rules and obedient to authority to avoid punishment.
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Moral justification is the process of reinterpreting immoral behavior in terms of a
higher purpose.
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Justifications for Unethical Behavior Justifications for Unethical Behavior (1 of 2) (1 of 2)
Displacement of responsibilityThe process of blaming one’s unethical behavior
on othersDiffusion of responsibility
The process of the group using the unethical behavior with no one person being held responsible
Advantageous comparisonThe process of comparing oneself to others who
are worst
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Justifications for Unethical Behavior Justifications for Unethical Behavior (2 of 2) (2 of 2)
Disregard or distortion of consequencesThe process of minimizing the harm caused by
the unethical behaviorAttribution of blame
The process of claiming the unethical behavior was caused by someone else’s behavior
Euphemistic labelingThe process of using “cosmetic” words to make
the behavior sound acceptable
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Human Relations Guides to Ethical Human Relations Guides to Ethical DecisionsDecisions
When making decisions, try to meet the goal of human relations by creating a win-win situation for all stakeholders
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Global EthicsGlobal Ethics
Different countries have different levels of ethical standards
Managers typically have two choices:Universalism – make the same ethical decisions
across countriesRelativism –decisions to be made based on the
ethical standard of the country MNCs can choose their level of global
corporate social responsibility (GCSR)
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Levels of Global Corporate Social Levels of Global Corporate Social Responsibility (GCSR) and ActionResponsibility (GCSR) and Action