• Organisational behaviour
AT T I T U D E
AT T I T U D E - D E F I N I T I O N
• "A PSYCHOLOGICAL TENDENCY THAT IS EXPRESSED BY EVALUATING A PARTICULAR ENTITY WITH SOME
DEGREE OF FAVOUR OR DISFAVOUR"
THE ABC MODEL
COGNITIVE AFFECTIVE
Attitude
BEHAVIOUR
F O R M AT I O N O F AT T I T U D E S
EXPERIENCE
WITH THE
OBJECT
MASS CLASSICAL
C O M M U N I C AT I O N CONDITIONING
ECONOMIC AT T I T U OPERANT
S TAT U S DES CONDITIONING
VICARIOUS
NEIGHBOURHOOD
LEARNING
FA M I LY A N D
PEER GROUPS
F U N C T I O N S O F AT T I T U D E
• The Adjustment Function : Attitudes often help people to adjust to their work
environment.
• Ego-Defensive Function : Attitudes help people to retain their dignity and self-image.
• The Value-Expressive Function : Attitudes provide individuals with a basis for
expressing their values.
• The Knowledge Function : Attitudes provide standards and frames of reference that
allow people to understand, and perceive the world around him.
C H A N G I N G AT T I T U D E S
WAY S O F C H A N G I N G
AT T I T U D E S
Attitudes need to be changed at two fronts: Changing
one's own attitudes and Changing the employee's
attitudes
C H A N G I N G AT T I T U D E S O F S E L F
1. Be aware of one's attitude.
2. Think for self.
3. Realise that there are few, if any, benefits from harbouring negative attitudes.
4. Keep an open mind
5. Get in to continuous education programme.
6. Build a positive self-esteem.
7. Stay away from negative influences.
C H A N G I N G AT T I T U D E S O F E M P L O Y E E S
1. Give feedback
2. Accentuated positive conditions
3. Positive role model
4. Providing new information
5. Use of fear
6.influence of friends or press
7. The co-opting approach
8. Group membership
9. Rewards
10. Others
M E A S U R E M E N T O F AT T I T U D E S
Self Report technique
Likert scale
Extremely unsatisfied Neutral Extremely Satisfied
Unsatisfied Satisfied
Osgood's Scale
Sociometry
EXAMPLE OF SEMANTIC DIFFERENTIAL SCALE
W O R K R E L AT E D
AT T I T U D E S
W O R K - R E L AT E D
AT T I T U D E S
• Job Satisfaction
➡ A collection of positive and/or negative feelings that an individual holds towards
his/her job.
• Organisational Commitment
➡ Identifying with a particular organization and its goals, and wishing to maintain
membership in the organization.
J O B S AT I S FA C T I O N
• A collection of attitudes that workers have about their jobs.
• Two aspect of satisfaction
• Facet satisfaction refers to the tendency for an employee to be more or less satisfied with
various facets of the job:
➡ The work itself
➡ Compensation
➡ Career opportunities
I LIKE/DISLIKE
E VA L U AT I V E
MY JOB
MY WORK IS
JOB
COGNITIVE CHALLENGING&
S AT I S FA C T I O N INTERESTING
I'M RELIABLE &
B E H AV I O U R A L WORK HARD
M E A S U R I N G J O B S AT I S FA C T I O N
• Likert Scale
• Interviews
• Using existing information
• Critical incidents - Developed by Herzeberg
• Rating Scales Method
➡ Tailor-made scales, Only a few general questions
➡ Standardised scales, Remarkably accurate
Eg: Job Descriptive Index.
Fulfilment/
Employee Employee
Commitment/
Satisfaction Engagement Dissatisfaction
FA C T O R S L E A D I N G T O FA C T O R S L E A D I N G T O
S AT I S FA C T I O N D I S S AT I S FA C T I O N
• GOOD LEADERSHIP PRACTICES • POOR PAY
• GOOD EMPLOYEE • POOR WORKING CONDITIONS
RELATIONSHIP • LACK OF EMPLOYEE
• RECOGNITION MOTIVATION
• ADVANCEMENT • LACK OF PROMOTIONS
• PERSONAL GROWTH • LACK OF JOB SECURITY
• FEEDBACK AND SUPPORT • POOR BENEFITS OFFERING
WHEN THESE FACTORS ARE WHEN THESE FACTORS ARE
OPTIMAL JOB SATISFACTION OPTIMAL JOB DISSATISFACTION
WILL INCREASE. WILL BE ELIMINATED.
T H E O R I E S O N J O B S AT I S FA C T I O N
LOCKE'S THEORY
• Also known as Range of Affect Theory (1976)
• Developed by Edwin A. Locke
• The theory states that how much one values a given facet of work (e.g., the degree of
autonomy in a position) moderates how satisfied/dissatisfied one becomes when
expectations are/aren't met.
TWO FACTOR THEORY
• Also known as Herzberg's motivation-hygiene theory and dual-factor theory
• It was developed by psychologist Frederick Herzberg
• The presence of one set of job characteristics or incentives leads to worker satisfaction at
work, while another and separate set of job characteristics leads to dissatisfaction at work.
• Two-factor theory distinguishes between:
• Motivators
• Hygiene factors
O R G A N I S AT I O N A L C O M M I T M E N T
• Organisational commitment is the bond employees experience with their
organisation.
• Employees who are committed to their organisation generally feel a connection
with their organisation, feel that they fit in and, feel they understand the goals of
the organisation.
• The added value of such employees is that they tend to be more determined in their
work, show relatively high productivity and are more proactive in offering their
support.
TYPES OF COMMITMENTS
Affective commitment Continuance commitment
Normative commitment
SO LETS DO A RECAP!
THANK YOU !
