Case Analysis: Employee Attitudes

710 Words3 Pages
One of the main problems during a recession is employee attitudes. Excellent management skills are needed in trying economic times in order to boost employee morale and productivity. One of the methods used include Schwartz’s 10 values that guide a person’s behavior. Another method used is affective, cognitive, and behavioral components that influence behavior by increasing organizational commitment. Increasing employee involvement is also important to management. Ajzen’s theory of planned behavior can be used by managers to increase employee performance during a recession. Schwartz proposed that there are 10 values that guide a person’s behavior. The 10 values that he proposed are as follows: power, achievement, hedonism,…show more content…
This increased employee involvement by helping the employees to feel more valued. More than 900 ideas were submitted in the first 3 weeks of the survey. Best Buy’s executive vice president for human capital John Pershing stated, “When you know you can make a difference and you’re part of a solution, it can change your mind completely.” I could not agree more with that statement. Home Depot has increased employee involvement by extending restricted stock grants to assistant store managers and lowering sales and profit targets for hourly employees during a recession. Managers can use Ajzen’s theory of planned behavior to increase employee performance during a recession. Perceived behavior control can be altered by a manger by lowering expectations or goals for a given behavior. An example would be a quota to meet for a bonus. This in turn can also change the attitude of the employee toward the behavior making it perceived as more favorable task at hand. Based on what I learned in this chapter, I would advise managers to set policies that increase the three components of organizational commitment. The three components of organizational commitment are as follows: affective commitment, normative commitment, and continuance commitment. Managers can increase affective commitment by hiring employees that have personal values that are consistent with the organization that the work for. They can increase continuance commitment by offering increased
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