Attitude and Job Satisfaction

Effect of Attitude in Organizational Behavior 3 2. Importance of Attitude in Organizational Behavior. Job Satisfaction 5 3. Importance of Job Satisfaction 6 4. Relationship Between Attitudes and Job Satisfaction 7 5. For these employees to produce the ultimate expected results, they must be able to enjoy and derive fulfillment from their duties at work and this depends much on their attitude. Attitude is composed of information that an individual hold about an idea or something which predisposes the person to behave either favorably or unfavorably (Chamorro-Premuzic, 2016).   This paper will consider the relationship between attitude and job satisfaction by discussing how attitude affects organizational behavior and the importance of attitude in organizational behavior and how it affects job satisfaction. Besides, the paper will consider effects and significance of job satisfaction in organizational behavior, the impact of job satisfaction and attitude on motivation and organization behavior as well as the relationship between attitude and job satisfaction.

Attitude The feelings we have, beliefs and the opinion we give about certain areas in our surroundings is what we call attitude. We also find that positive attitude among employees will nurture an environment of comradeship. When the people feel as part of a whole, they feel inclined to assist each other. New workers may be assisted by the workers who have been in the organization and have experience on the daily affairs of the organization without being asked to do so or without asking for any reward whatsoever (Jerome, 2013, p. This in turn boosts the moral of the employees and moral goes very high because when people work as a team, they are more productive and there is the willingness to produce new ideas which promotes creativity and productivity.

Negative attitude on the other hand can be very devastating and when not properly checked, it is very contagious. In addition, attitude is very important because it forms the basis on how we express ourselves. The manner in which we communicate who we are, and the confidence placed in ourselves. The values we attach to an organization is dependent on our attitude. People feel inclined to express themselves because of the attachments they have on the organization. If the values of the organization and that of an individual employee are at par, there is less likelihood of conflicts and frictions in the work place since the values shared are common and apply at the organization (Nagar, 2012, p. On the other hand, if the employees do not feel good about their jobs and themselves being at the workplace, they are bound to engage in self destructive behavior like substance abuse and engage in theft activities while at the work place because they do not feel good working there and find it less compelling to engage in their tasks (Chamorro-Premuzic, 2016).

  This may bring down the organization if not carefully handled because the employees may want to start engaging in union activities. Importance of Job Satisfaction Job satisfaction influences the attitude and beliefs of an individual which will be portrayed by their actions or behavior while at the workplace. The organization needs to work towards ensuring that the employees feel good at the work place and have a sense of pride associating with the organization. If the employees are content and satisfied that the organization is taking care of their needs, they are most likely to give positive talks to other people regarding the company. As indicated in figure 2 (Nsofor, 2009), these factors not only impact on motivation but also affect organizational behavior.

Impact of Job Satisfaction and Attitude on Motivation and Organizational Behaviors People at work or in organizations need to feel appreciated and satisfied so that they can commit themselves to their jobs. Attitude, personality and motivation play key roles to bring about the success of an organization (Thamrin, 2012, p 566). Motivation arouses, brings direction, energizes and helps to sustain the behavior and general performance of individuals. When employees feel positive emotionally and display efforts to stay in an organization based on organization’s strategies and policies, both the company and employee benefit from the variables. Maslow’s Hierarchy of Needs and Organizational Behavior Considering Maslow’s hierarchy as shown in Figure 2 (Neel, 2012), the behavior of people in the organization is likely to be positive if the organization works towards helping the individuals reach their full potential (Jerome, 2013, p.

When management works on improving positive relationships at work, they can stabilize the moods and emotions of employees making them feel good about themselves. The hierarchy of needs according to Abraham Maslow states that people feel the need to a have self-esteem, they want to feel good about themselves which results to reduced stressed levels at the work place (Jerome, 2013, p. This is a great motivation factor especially if there are organizational benefits provided for the employees, they come in a wide range and may be inform of team building activities and retreats, having a gym or meditation classes, having an organization psychologist or therapist for the employees. Alderfer’s ERG Theory and Organizational Behavior Moreover, in figure 3 (Trivellas, 2011), Alfred Alderfer’s theory of personality rationalizes what motivates people.

Management should therefore work towards rewarding and addressing employees without any bias, fear or favor. This serves as a motivational factor when everyone feels valued in the organization for their different roles and treated with equal measures of respect. Organizations can motivate their employees by applying systematic reinforcement towards behavior they find is good and impacts positively to the organization. When employees are rewarded on the basis of their performance and proper accepted behavior according to the organization’s code of conduct and ethical regulations, their job satisfaction is improved, and they may engage in behaviors that promote organizational citizenship. They may feel obliged to work together and actively participate in tasks that together until they create a culture at the workplace where all work towards the good of the company.

John Wiley & Sons. Hosie, P. Jayashree, P. Tchantchane, A. and Lee, B. Maslow’s Hierarchy of Needs, viewed 31st March 2018. psychologytoday. com/us/blog/hide-and-seek/201205/our-hierarchy-needs. Nsofor, A. A. Trivellas, P. December. Work motivation and job performance of frontline employees: the mediating role of organizational commitment. In Industrial Engineering and Engineering Management (IEEM), 2011 IEEE International Conference on (pp. Table, viewed 31st March 2018.