The paper 'Job Attitudes that Relate to Specific Workplace Behaviors " is a perfect example of business coursework. Organizational Behavior and Management (OBM) concept uses behavior modification guidelines in realizing the most appropriate behaviors at the workplace. These guidelines are important in effectively managing employee behaviors in an organization. The OBM strategies are important tools in developing certain behaviors and attitudes that are perceived to be more effective in advancing organizational performance. Behavioral principles as used in organizations is an old concept that provides different strategies that are important in managing behaviors at the workplace.
OBM develops performance procedures evaluation criteria with regard to behavioral modification in order to positively change the attitudes of employees. This article will in reference to the case study of Billy’ s Building Supplies Inc and Ted discuss workplace behaviors such as absenteeism, employee turnover, job satisfaction and workplace deviance, job-related attitudes such as job satisfaction, Job involvement and Employee engagement, factors that encourage or are associated with these job attitudes as well as controllable and uncontrollable factors. Finally, the discussion will look into some of the performance indicators that tell about the employee’ s attitude which include: Job satisfaction, Job involvement, Employee engagement, Job satisfaction, Absenteeism, Turnover and Workplace deviance (Smith & Hulin, 1999). Job attitudes that relate to specific workplace behaviours There are several attitudes that are revealed in the case study of Billy’ s Building Supplies Inc and Ted.
Given the different situation that the case presents a number of attitudes such as job satisfaction, job involvement and employee engagement are cited. According to this case, it is disagreeable that Billy had nothing to do in order to improve the attitudes that his employee, Ted had towards the business. Job satisfaction Job satisfaction can be explained as the level to which the employee is contented with the work he is doing in terms of the working environment, employment terms and the general relationships that exist between him, other employees and the employer.
Job satisfaction plays a vital role in ensuring that the employee is free to commit his time, experience and skills to the work that he is doing. In reference to the case of Billy’ s Building Supplies Inc and Ted, job satisfaction has been cited as one of the major concern for Billy.
This is due to the fact Ted is not fully satisfied with what he gets from the business given the kind of role he plays for the business. Employees’ satisfaction always attracts employee commitment to the Company and thereby discouraging any kind of behaviours such as absenteeism, turnover and workplace deviance. Billy accepting that there was nothing he could do to rescue the situation is not justified. He could have established a free environment whereby employees could air their grievances in order to create good chances for him to realize the kind of challenge that he is likely to face (Macey, 2008). Job involvement Job involvement entails getting everybody commitment to business activities in order to achieve high-level performance.
Involvement practices within an organization include training, teamwork utilization, and use of flexible employee reward systems. The ultimate goal of using employee involvement is to achieve superior performance for the organization. Job involvement is used to develop more positive attitudes that include trust, company commitment which leads to low rates of employee turnover and workplace deviance.
This is the long-run is likely to create an environment where employees can enjoy doing their work. Billy could have employed this approach in order to solve his problem with Ted rather than permitting that there was nothing he could have done. This concept is important in increasing productivity, employee voice as well as empowerment. As revealed in the case study, Billy failed to practice job involvement thereby allowing employees to move different directions thus affecting the overall performance of the business (Latham & Pinder, 2005).
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