Essays on Employee Attitude and Work-Related Behavior Case Study

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The paper "Employee Attitude and Work-Related Behavior" is a great example of a Management Case Study. With the rising level of competition in almost every aspect of the business, institutions are beginning to realize the importance of having satisfied employees. From such background, the essay would be focusing on the analysis of employee and work-related behaviors within Apple Inc. The company boasts of its market position in the manufacturing of quality electrical and electronic products that satisfy the needs of the customers. Apple products are quite expensive; however, the company guarantees the quality of services and satisfaction of the customers.

Through the years, The Company has been focusing on building quality employees, ensuring their high levels of satisfaction, and commitment to ensuring the achievement of the desired results. In Apple Inc, the management of workers is an integral part of the management process. Moreover, to understand the vital significance that employees play within the organization, the company recognizes various human elements (Haile,   2015, 228). The company has a proper management structure that sees average employees as the root source of quality and productivity improvements.

Considering the fact, the company does not major on capital investment rather focuses on employees as a vital source of improvements. Every business is effective to the degree to which it achieves its desired goals. An effective institution often makes sure there is the existence of the spirit of the corporation, a sense of commitment, and a high level of satisfaction with the sphere of influence. With the current high rates of employee turnover and the floating working population, the company has been facing several challenges on the mechanism of knowing the employees to retain and gain their loyalty.

For the analysis of satisfaction and commitment of the employees, Apple Inc. mainly uses the Maslow’ s Hierarchy of Needs theory which involves physiological, safety, social, esteem, and self-actualization needs. Apple Inc. satisfies psychological needs through the provision of reasonable refreshment break, physical comfort, and flexible work hours; safety needs through the provision of base compensation, working environments, and benefits. Moreover, the company could still improve its job security, which eliminates the threats since most workers fear to lose their jobs due to performances.

Apple Inc. satisfies social needs through improving the working environment, communication, and networking among the employees to improve a sense of belonging; esteem needs are satisfied by proving to workers responsibility for vital jobs, offering them promotional chances for higher job status, and recognition from the CEO. The company fulfills self-actualization through the provision of creative and challenging works to the employees through the developed products. Relationship between job satisfaction, organizational commitment, and job performance With the advent of globalization, the major challenge for most organizations is the execution of effective human capital strategies to improve the performance of businesses.

Consequently, due to “ pressure to perform” , the value of satisfied workers is becoming more indispensable. Job satisfaction majorly describes the extent to which the workers are happy with their jobs. Moreover, job satisfaction is a pleasurable and a position state of emotion that results from the appraisal of the jobs and experiences. The level of job satisfaction directly relates to the level f employees' motivation. Most research often assumes that a positive attitude towards work and a greater commitment of the organization increases job satisfaction level which in turn improves the level of performance.

Consequently, with the increment in performance of the workers, there would be great influence on the organizational performance and ultimately the profitability (Babalola,   2016, 935). From simple definitions, organizational commitment refers to the strength of individual’ s identification with and the involvement within an institution while attitude is a hypothetical construction representing the like or dislike of individuals for nay behaviour. The most studied variable is job satisfaction considering its significance within organizational behavior. The satisfaction of the employees is priceless.

Frustrations and discouragements among the employees could influence the willingness to do the job negatively.

References

Babalola, S. S. 2016. The Effect Of Leadership Job Satisfaction, Style, And Employee-Supervisor Relationship On Job Performance And Organizational Commitment. JABR, 32(3), 935.

Darr, W., & Johns, G. 2008. Work strain, health, and absenteeism: A meta-analysis. Journal of Occupational Health Psychology, 3, 293-318.

Haile, G. A. 2015. Workplace Job Satisfaction in Britain: Evidence from Linked Employer-Employee Data. Labour, 29(3), 225-242.

Han, Y. 2008. The Relationship between Job Performance and Job Satisfaction, Organizational Commitment, and Goal Orientation. Acta Psychologica Sinica, 40(1), 84-91.

Lange, T. 2008. Attitudes, attributes, and institutions. Employee Relations, 31(1), 81-97.

Liu, J., & Zhou, J. 2014. The relationship between employee involvement and participation (EIP), organizational commitment and job satisfaction. Modern Engineering Solutions for the Industry (Set), 5(2), 122-132.

Saari, L. M., & Judge, T. A. 2004. Employee attitudes and job satisfaction. Human Resource Management, 43(4), 395-407.

Srivastava, S. K. 2004. Impact of Labour Welfare on Employee Attitudes and Job Satisfaction. Management and Labour Studies, 29(1), 31-41.

Stride, C., Wall, T., & Catley, N. 2007. Measures of organisational commitment, job satisfaction, mental health, and job-related well-being: A bench-marking manual. Chichester, West Sussex: John Wiley & Sons.

Wang, Y., Lin, G., & Yang, Y. 2011. Organizational socialization and employee job performance: An examination on the role of the job satisfaction and organizational commitment. ICSSSM11, 2(2), 97-102

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