Organizational Behaviour - Attitude Perspective

Attitude refers to a person's settled way of thinking or feeling about something, typically reflected in their behavior. It encompasses an individual’s evaluations, beliefs, and feelings toward objects, people, events, or situations. Attitudes can be positive, negative, or neutral and play a significant role in influencing how we react and interact with the world around us.

1. organizational Behaviour ( ATTITUDES ) Dr DINESH S Assistant Professor Department of Management Sciences Sri Ramakrishna College of Arts & Science (Autonomous) Coimbatore - 641 006 Tamil Nadu, India

2. Attitudes & Values Work-related attitudes are how employees feel, think, and behave in response to their work environment, tasks, and interactions with others in the workplace. Work-related values reflect the beliefs and principles that employees hold regarding their work, its importance, and the way they wish to approach their tasks. Both work attitudes and values play a crucial role in shaping job satisfaction, motivation, and performance. Understanding them is key to improving workplace culture, enhancing employee engagement, and fostering positive organizational outcomes.

3. Components of Work-Related Attitudes: Job Satisfaction : Refers to how content an individual is with their job and work environment. Affects motivation, commitment, and overall well-being. It can be influenced by factors like compensation, work-life balance, job security, and relationships with coworkers. Organizational Commitment : The emotional attachment an individual has to their organization. Employees with high organizational commitment are more likely to be motivated, stay longer, and show greater loyalty to the company. Work Motivation : Represents the inner drive or desire to accomplish tasks and goals at work. Motivated employees tend to be more productive and engage in tasks with enthusiasm and effort. Job Involvement : Refers to the extent to which an individual identifies with their job and views it as a central part of their life. Higher job involvement is often linked to higher job satisfaction and performance. Employee Engagement : The level of enthusiasm and dedication an employee feels toward their job. Engaged employees are more productive, innovative, and less likely to leave the organization. Perceived Organizational Support : How much employees believe their organization values and cares for them. When employees feel supported, they are more likely to display positive attitudes and behaviors at work.

4. Types of Work-Related Values: Intrinsic vs. Extrinsic Values : Intrinsic values are related to the satisfaction employees get from doing their work, such as personal growth, meaningful work, and the joy of completing challenging tasks. Extrinsic values are concerned with external rewards, such as pay, benefits, recognition, and job security. Instrumental vs. Terminal Values : Instrumental values refer to the means or behaviors employees believe are important to achieving their goals (e.g., being honest, working hard, showing leadership). Terminal values reflect the end goals or outcomes that employees aspire to, such as achieving success, having a good work-life balance, or contributing to society. Cultural Values : These are values shaped by cultural background and impact an individual’s approach to work, teamwork, communication, and decision-making. Cultural values influence aspects like hierarchy, innovation, and collectivism vs. individualism. Ethical Values : These are the principles employees use to judge what is right or wrong in a work context. Ethical values often guide decisions on honesty, integrity, fairness, and responsibility at work. Personal vs. Professional Values : Personal values refer to individual beliefs and ideals that may shape work-related behavior, such as a commitment to family, health, or leisure. Professional values reflect standards and principles that are specific to an industry or occupation (e.g., respect for confidentiality in healthcare or adherence to safety standards in construction).

5. Key Points to Consider: Alignment of Attitudes and Values : An employee’s attitudes and values should align with the organization’s goals and culture. A misalignment can lead to dissatisfaction, disengagement, and turnover. Impact on Organizational Outcomes : Positive work-related attitudes and values can lead to increased productivity, reduced absenteeism, better teamwork, and improved performance. Conversely, negative attitudes and values can harm morale and hinder organizational success. Changing Attitudes and Values : Organizations can influence attitudes and values through training, leadership, clear communication, recognition, and fostering a positive work culture.

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