Role of Attitudes and Job Satisfaction †MyAssignmenthelp.com

Question: Discuss about the Role of Attitudes and Job Satisfaction. Answer: Introduction The happier the employees are, the more productive they tend to be. It is one of the key arguments stated by number of authors and researchers in their researchers based on developing a relationship between the performance of the employees and their attitude. There is a big confusion and argumentative discussions among the researchers on the subject of employee attitudes and job satisfaction. The most important factor for any business organisation is to make huge profits and enhanced global reach. But these objectives are completely dependent on one key factor i.e. the human resources or the organisational employees. To attain the desired goals, it is required to have highly motivated workforce in the organisations which is probably possible by analysing the attitude of the employees and their respective job satisfaction (Ashkanasy and Humphrey, 2011). Enormous researchers and the studies validate that there is a strong reaction between both the aspects i.e. the motivation of the emp loyees and their attitude and job satisfaction. Organisational behaviour on the other hand also gets influenced with the attitude of the employees and the job satisfaction they possess. For the organisations to achieve rapid growth and long-term sustainability, it is essential that there must be strong and positive organisational behaviour as it is the key factor that boosts the morale of the employees and helps the organisations to retain them for a much longer time period. The key emphasis of the report will be on the impacts of attitudes and job satisfaction on the employees motivation at work and the organisational behaviour (Avey, et al., 2011). Overview of Attitudes and Job satisfaction and Organisational Behaviour Job Attitudes The job attitudes are the significant element of an organisational success and growth. Such type of job attitudes helps in determining the sense of social responsibility, motivation and satisfaction level in an individual. The organisations have a key emphasis on their selection process as it is very essential to be ensured that the employees possess a right and correct attitude. The employee selection is the key house where there is performed an analysis of matching of the job and the attitude of the individual. The performance outcomes of the employees have a key role of their individual attitudes as these job related attitudes either motivates or de-motivate an employee which reflects in the performance outcomes (Aziri, 2011). Job Satisfaction Job satisfaction is multidimensional aspect which has several meanings but from an overall perspective and broader sense, job satisfaction shows the level at which the individuals are contended with their job. The work-related satisfaction is termed as the job satisfaction which the employees gained from their working. It is also identified and analysed by several theorists that the more satisfied the employees are with their jobs delivers more efficient and productive results to the organisations. thus, the organisations take number of initiatives to enhance the job satisfaction of the employees by offering them incentives, work life balance, improved working environment and many other potential things to enhance their motivational level (Bakker and Schaufeli, 2008). Organisational Behaviour Organisational behaviour can be understood as the study of way the individuals have an interaction within the organisational groups. The study of organisational behaviour is more valuable in developing more effective and sound business organisations. The key notion of the study is to develop a scientific approach which can be applied to the management of the employees in an organisation. There are various theories of organisational behaviour which are used for managing the human resources for maximising the output of the individuals from every organisational group (Bowling, 2010). Impact of Attitudes and Job satisfaction on Organisational Behaviour The attitudes of the employees at their workplace or the job attitudes can be understand as the evaluative statements which might be favourable or unfavourable for the organisation depending upon the factors such as the objects, individuals or events. The attitudes show the way in which the employees sense about anything taking place in the organisation. There is vital importance of the attitude of the employees in respect with their jobs as it demonstrates whether the individuals are happy or unhappy with their work. There is a theory which demonstrates the robust relationship among the attitudes and behaviour named as self-perception theory. According to this theory, the people decide upon their attitudes and feelings by performing a self-analysis of their behaviour in diverse situations (Bushra, Ahmad and Naveed, 2011). The attitudes of the employees are highly significant and it is essential that the organisational managers must have their in-depth understanding to manage the wor kforce. It is important to analyse that which employee will be motivated by which specific benefit according to their respective attitudes towards their job for developing a better association with the organisational employees (Colquitt, et al., 2011). Thus, if the organisational managers tends to perform activities which can help in reduction of the differences and conflicts of the individuals and support then in developing a positive work related attitude then it will help in developing a better organisation behaviour as well as enhanced level of employee engagement and increased organisational productivity (Waring, 2016). On the other hand, the attitude possesses by the managers towards the organisational employees also have a key role in defining the attitude of the employees for their jobs which can be either positive or negative. The positive attitude of managers supports a better flow of communication among the employees and the managers which results in faster resolution of the conflicts and issues and developing improved organisational behaviour (Griffin and Moorhead, 2011). There has been identified a direct and strong association between the organisational behaviour and organisational commitment as well as job satisfaction of the employees. There are several times when realised that the job related attitudes and job satisfaction of the employees poses a great impact upon the organisational behaviour primarily on the basis of the perception and attitude of the employees related to level of equity in the organisations. if the employees possess an attitude that the organisational managers do not maintain an equity in their behaviour and fairness in the pay of the employees then it may result in decrease level of job satisfaction which ultimately deteriorates the overall organisational behaviour (Jones and Jones, 2010). Whereas if the employees have an attitude or perception that the managers are highly fair and adopt an equitable approach in managing the workforce then it results in higher job satisfaction among the employees and they strive hard to accom plish the objectives and goals of the organisation which improves the organisational behaviour. Positive attitude reflects improved level of job satisfaction among the employees and higher engagement with the work and workplace for a sustainable period of time. There can be seen that when there is improved organisational behaviour and increased job satisfaction then it results in increased level of organisational commitment which helps the organisation in retaining the employees for a much longer period (Joo and Park, 2010). Impact of Attitudes and Job satisfaction on employees motivation at work As per the concepts of attitude developed by Hertzberg, the motivation of an employee towards work is best explained and understood when there is understanding of the respective attitude of that employee. It is the internal concept of attitude that occurs from a state of mind and at the time of exploring, there is attained most relevant and significant information by the organisational managers in respect with the motivation of the employees. The study of the feeling of the individuals in respect with their work or the attitudes, the theory of Hertzber clearly answers three major questions. The first answer is in respect with the question that in what manner the individuals specify the attitudes of the organisational employees in respect with their job, the causes behind attitudes and the various consequences of the attitudes. According to the two factor theory of Herzberg, there are developed two distinct lists of factors that help in analysing about the attitude of the employees (K han, Dongping and Ghauri, 2014). In the two distinct lists, the first is the set of the factors that demonstrates the factors that may result in good attitude because of the contended feelings and all these factors are majorly related to organisational tasks. The second list contai9ns the factors that are resulted in unhappiness or bad attitude as they are not intended to have a direct relation with the job rather are concerned with the surroundings of the individuals job. According to the first group that is of the motivational factors that leads to higher job satisfaction includes growth possibilities, advancements, increased responsibilities, work itself, recognition for work and achievement (Voon, et al., 2011). The second group as per the theory consist of the hygiene factors that includes association with peer group, salary, working conditions, association with higher authorities, subordinates and supervisors, company policy and supervision. These factors show the attitude of the employees in respect with thei r work. It is identified that the motivational group refers to the factors intrinsic that are within the work only such as recognition gained once the task is accomplished. On the other hand, the hygiene group tends to include the extrinsic factors for example the association with the peer group that exactly is not a specific part of the job (Kim and Brymer, 2011). There can be explained a direct association with the employees job satisfaction and the Hertzberg two factor theory. If the motivation comprises of only those elements that advances action over time, then the motivators are considered as factors which promotes high level of job satisfaction and long-running attitudes (Miner, 2015). According to the theory developed by Hertzberg, the motivators results in development of positive job attitudes among the employees as they tend to satisfy the self actualisation needs of the individuals in the organisations which help them to reach their ultimate goals. And the motivators possess a potential to develop high level of job satisfaction but in the absence of these motivators, there does not ate place any kind of dissatisfaction. But on the other hand, the hygiene factors of motivation has the potential to develop the sense of dissatisfaction among the employees as they just simple move and have a temporary action upon their job attitudes and satisfaction levels (Lumley, et al., 2011). Theoretical framework explaining the Impact of Attitudes and Job satisfaction on employees motivation at work The impact of job satisfaction and attitudes on the employees motivation at work can be better understood with a theoretical framework. The framework explains that there are several factors in the organisation that are linked with each other and those factors include attitude of the leaders and the employees, job satisfaction, job commitment, training and motivation. All these have a combined impact upon the overall performance of thee employees and the organisation. The employee satisfaction and the overall yield are impacted by the performance of then employees. The organisational managers have a developed notion that the competent workers are necessary for the success of the organisations (Nadiri and Tanova, 2010). There has been analysed a direct relation between the attitude of the employees and the performance of the employees. The performances of the employees can be predicted if they are given behavioural significance at workplace. There are vast studies done of the subject o f organisational behaviour in human resource management. Every organisation develops a set of expectations from the workers and formulates their respective trust, behaviour and attitude. The attitude and behaviour of the leaders can also impact the attitude, belief and behaviour of the employees and increase their performance levels. The attitude of the employees is the most influential factors which develops personality traits at the organisational workplace (Naylor, Pritchard and Ilgen, 2013). According to the studies, the transactional leaders were found to proffer a series o performance based rewards and the directional leaders used to distribute work related to duties to the subordinates for having check over the performance level of the individuals. The performance level of the individuals has a direct association with the motivation of the employees. The attitude of the managers play a significant role in managing the job related attitude and behaviour of the employees. The m angers can take use of their unofficial or official influence for shaping the jobs of the employees. For achieving the belief of the employees, it is essential that the managers must pass on confidence to the workers. The managers can have an impact upon the attitude of the employees by psychologically influencing them to erect improved performance and upsurge the job satisfaction of the employees (Reisel, 2010). Once the employees as well as the managers develop a positive set of work related attitudes, there is developed high level of job satisfaction among the employees as they felt contended and happy with their jobs. There are few of the key factors that have a direct role in developing the attitude of the employees such as management political affairs, working environment, uniqueness of job salary. The higher the uniqueness in the jobs of the employees, the higher is the satisfaction of the employees and so they performance levels (Rich, Lepine and Crawford, 2010). A large number of conclusions in various studies have been made regarding the impact of these job attitudes and job satisfaction upon the motivation level of the employees. The better satisfaction results in higher motivation and vice-versa. The attitude of the employees their respective trust, behaviour and thinking towards the organisations enhances the level of co0mmitment as well as the job performance. The committed empl oyees tends to generate better and higher level of performances which offers them several benefits and increases their job satisfaction which turns out to boost the motivation level of the employees (Robbins and Judge, 2012). The organisations have optimistic impacts from the various trainings offered to them as well as also help in formulating the trust, attitude and behaviour by the means of diverse nature of performance tools and training programs. Once the employees possess a positive attitude through such trainings, it becomes easy to enhance their job satisfaction and the motivation level (Tsai, 2011). There are number of researchers who have identified the employees attitude and job satisfaction are the key sources for developing and increasing the employees performances. The organisations that have high level of motivation are more likely to have continuous growth and improved organisation and employees performances. Thus, the theoretical framework explains that positive att itude of leaders and employees enhances the job satisfaction and job commitment of the employees by the means of training programs and the increased motivation emphasis the employees to work better which results in better organisational and employees performances (Robbins, 2009). Conclusion The attitudes of the employees in respect with their work are one of the key factor in analysing their performances and motivation level. There are various aspects and factors that influence and impact these attitudes such as the attitude of the leaders, workplace environment and many other things. If the employees seek a positive attitude then it results in better performance and less number of issues and conflicts at workplace. On the other hand the employees who have a negative attitude towards their work are less effective and deliver lower productivity with continuous issues in their work. Thus, it is essential that the managers as well as the employees themselves must try to have a positive attitude for their work. These attitudes also have their impact upon the employees performances and the job satisfaction. The successful performance of the employees offers a sense of achievement to the employees as well as attainment of benefits such as recognitions, rewards, increased pay, promotion, etc. and all these factors leads to upsurge level of satisfaction among the employees which raises their motivation and emphasis them to deliver more improved results and have a strong organisational commitment too. Thus, from the overall analysis and insights of the study it can be concluded that the attitudes and job satisfaction plays a significant role in impacting and influencing eth motivation level of the employees as well as the organisational productivity. 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