Generally speaking, the paper "Work Attitudes and Work Behaviour" is a good example of business coursework. In the past, Human Resource professionals have argued that “ happy employees are always productive” while other Human Professionals have that “ Happy employees are not always productive employees” . These are just but some of the conflicting debates that Managers, as well as Human Professionals, have had in relation to job satisfaction and employee attitudes. This has been the debate even at this time when organization employees are increasingly being seen to be a source of competitiveness and company success.
The purpose of this essay will be to explore job attitudes and the outcome of job satisfaction. The essay will focus on three job attitudes: job satisfaction, job involvement and job engagement as exhibited in the Billy’ s Building Supplies Inc. case study. The outcomes of job satisfaction relate to workplace behaviour or performance indicators and they will include the following: job satisfaction, absenteeism, and turnover and workplace deviance. This essay will argue on what Billy could have done to improve these job attitudes and the associated work behaviour. According to Stephen P, (2007), the term attitude refers to the point of view of a person or the way they look at something.
It is a person’ s mental state that prepares them to act or behave in a particular way. It is an integration of feelings and beliefs that people have about particular people, situations or towards other people. We do have an attitude towards people we meet, the courses we take, the food we eat and the things we do. At the place of work, some of the major attitudes include job satisfaction, job engagement, job involvement, Perceived Organizational Support (POS), organization commitment and psychological empowerment.
Job attitudes and job satisfaction are like the two sides of a coin where both of them have to be valued equally so as to create a successful organization. Job attitudes are proportional to job satisfaction whereby if the employees of a company are overperforming or underperforming, it is as a result of deviations in gaining job satisfaction. As a manager with a strong desire to run a successful company, it is important that attention is paid to changes in employees attitudes.
If a company values its employees, then it is possible to have a loyal team of workforce and be able to gain profits (Stephen P, 2007). This essay will focus on the three major attitudes and how they are related to workplace behaviour. Job satisfaction refers to an attitude that reflects the extent to which a person is fulfilled with their work. Past researches have shown that job satisfaction is brought about by factors such as aspiration and individual needs, relationship with the co-workers which greatly affect attitude and their supervisors, working conditions, compensation as well as working policy.
In the case of Ted, he felt that the job was becoming monotonous due to the repetition of tasks and he felt the need to have a change of the working conditions. He felt the need for being promoted to the level of being a partner which means that he feels that he has no self-actualization. In the theory of Maslow about the hierarchy of needs, Maslow assumes that people are usually motivated to satisfy 5 levels of needs which are physiological, security, belongingness, esteem and self-actualization needs (Stephen P, 2007).
This is as shown in the diagram below
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