The Impact Of Our Attitude On Our Work

Ann Wood the current director of marketing for the Consumer Products Division in Norwich Enterprises faced many challenging obstacles during this particular day; she is in charge of three different groups. She supervises the market research in which Joe Jackson is the current manager. She also foresees the marketing strategy and administration department where Brooke Carpenter is the manager, and the Advertising and public relations department.

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

Work is a huge part of people’s lives and a salient source of meaning and self-definition for most individuals. Work helps people transform and modify how they define themselves. It helps people find their strengths and weaknesses, and it is also a tool to improve people’s attitude and views in life. Laura Roberts tackled the issue of building people’s positive identities and why it is important through “Cultivate Positive Identities.” According to Roberts, leaders have the ability

The joy and moral stimulation of work no longer must be forgotten in the mad chase of evanescent profits."

A main point that is proven in many different ways is the idea that dedication usually leads to negativity. For example Christopher Morley states, “It is the bustling man who always get put on committees, who is asked to solve the problems of other people and neglect his own. " This shows that if you are hardworking then you will have to take on the problems of not only yourself but the people around you as well. In the future this could lead to unhappiness and disappoint in oneself. He also uses a broad statement and says, “We have been hustling for a number of years now, and it doesn't seem to get us anything but tribulation.”

From the 1950's love to labor to the 2015's love to hate work. According to Daily News the Gallup report shows that 70% of Americans polled either hate their job or are "disengaged" from their work, and even perks don't work if they're unhappy with management. This statement was published in 2013 by the Daily News, however; in a post-recession market I believe that number has flipped and over 70% of workers love their jobs and have found new ways to communicate and interact with their coworkers/bosses. This the Raeanna Survey sets out to prove that as Americans we have grown to love and appreciate our jobs, bosses and coworkers for their individualisms. I Surveyed various areas of a local hospital in order test my theory that Americans attitudes have changed to now embrace and love their place of employment. The job market has not improved much around the US but Americans have found ways of moving forward in these tough times while staying positive. In the study “BMC Family Practice” 15 (Nov. 18, 2014): p180. From Academic OneFile, overall job satisfaction was higher than extrinsic job satisfaction and lower than intrinsic job satisfaction. This finding is consistent with previous research on job satisfaction in Chinese community health workers [35]. Rick Nelson states in his article “Seeking job satisfaction with a mix of skills”, Work continuously evolves, and for many the point to which jobs have evolved is not a happy one. Nelson quotes the Gallup report in his study

The primary goal of Influencer is to change the company, the workers in that company, and ultimately to change the world humans inhabit. In addition, this book strives to create drastic change to inject positivity into employees and employers. The primary goal of The Three Signs of a Miserable Job is to help individuals increase personal satisfaction in their workplace. The simple reminders in this book helps readers make personal improvements in order to elevate themselves and their work environment. Both books discuss the importance of empowering employees and helping to increase an employee’s overall satisfaction with their job.

In order to cultivate everything we must also know how to relax because nothing must be excess. Also, it is a duty. It tells that when you fulfil your mission you are a great man so just accept it. If our work is successful it causes us happiness due to our great efforts we did. Joy is the reward in doing a good job in work.

At a time when corporations are calling on employees for more creativity, dedication, and adaptability, and workers are trying desperately to balance home and work, this revised edition of The Heart Aroused is the essential guide to reinvigorating the soul.

Job satisfaction involves an individual’s attitude and emotions resulting from their job. If their attitude and emotions are positive, they are satisfied, but if attitudes and emotions are negative, they are dissatisfied. The Hawthorne study in the late 1920s found that workers

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Hard work is much appreciated but most always avoided. I've learned from personal experience and from coaches that if hard work was easy, everyone would do it." I find that when I take the easy way out, it does not produces, quality, satisfactory work. When I worked harder towards my objective, I found that the result was sweeter or more desirable, experiencing things this way changed my attitude on life. When I've taken the hard approach to something, the outcome of the situation has been sweeter, therefore becoming motivation. The harder way isn't necessarily the best way, sometimes, quality work can be made easily, instead of doing something difficultly.

Organizations are human systems. As such, each member of the system brings to bear the full range of psychological and emotional behavior while also applying themselves to their work which is highly prescriptive and presumably rational. Because of this, human systems experience high levels of inefficiency as emotions, personality, and unconscious impulses interfere with the objectivity and logical processes at work (cite). This study emphasizes to understand the extent at which habits can interfere with individual expectations of their performance. It focuses also to see any managerial tools to ease such forces among employees while at workplace.

Does existing theory and research in work psychology help with the successful management of people at work? If so, in what way? If not, why not?

Thesis Statement: Mood has a strong effect on job performance. Positive mood results in higher quality of work and negative mood reduces task performance. Employers/employees should do everything they can to maintain a positive mood at the workplace.