The Importance Of Work Behavior

In the case study titled Walt Henderson, Walt Henderson works for a drafting company along side thirty other technicians that are supervised by two inspectors. Walt is demonstrating issues of a negative or unfavorable attitude at work. According to this class’s textbook “Attitudes are evaluative statements – either favorable or unfavorable – about objects, people, or events” (Robbins, and Judge 66). The study at hand, shows that Walt is a hard working individual that at times takes his work home to ensure projects are completed on time. In doing so, he finishes work quickly at the job and proceeds to work on personal matters in the office. Walt believes that because he completes his work early by using his personal off time that he has the right to work on personal matters in the work place. Doing personal work at the work place violates some of the rules of the work place and has been instructed to him by his supervision on the matter in the past. This paper will answer a few questions that are: What is Walt Henderson’s attitude toward work? What are the main components of Walt Henderson’s attitude toward work? If Walt Henderson becomes dissatisfied in his work, what is he likely to do about it: exit the organization, voice his dissatisfaction, remain loyal, or neglect his work? And lastly, what can Walt Henderson’s supervisor do to ensure Walt’s job satisfaction without endangering

Working relationships are based on formal policies and procedures and agreed ways of working. They are bound by contracts of employment and also have codes of practice to be followed so they are professional based.

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

Observation is an effective way of assessing people’s behaviour in their working environment, this gives detail and analysis of current behaviours.

Give examples of how the Behaviour and actions of individuals could affect others within the workplace.

It is commonly believed that people differ in various ways, and these individual differences play a detrimental role on their behaviour at work. To be more specific, individual differences include two kernel factors which refers to intelligence and personality. It is clear that individual differences are important in determining behaviour, however, there are other external factors which are equally important, such as working environment or culture within an organisation.

What’s more, the author explained the transformation of the meaning in the term “workaholism” and poses the different working attitude between Americans and Europeans again (Clausen 121). The word “workaholism” seems like

In this assignment I will be explaining how employee performance within my chosen business, Tesco, is measured and how the results can help with the development of the staff, as well as assessing how the importance of measuring and managing employee performance.

Employee performance is a performance criteria standard of an employee, they must have good behaviour and mustn’t do anything bad like waste time. Employees are rated on how well they do their jobs compared with a set of standards determined by the employer.

The above model draws form ORGANIZATIONAL BEHAVIOR, Understanding and Managing Life at Work, EIGHTH EDITION by Gary Johns and Alan Saks and has been trifurcated stage wise in relation to the game, Forbidden Island.

Chad Brooks, in his article entitled, “Workers Gone Wild!? The Things That Make Employees Behave Badly”, appears to contribute counterproductive work behavior to upsetting circumstances that occur in the workplace. The greater part of these workers are not participating in this counterproductive work behavior initially while the upsetting circumstance is

The third goal, appropriate behavior, may seem simple and obvious, however it seems many of the minute details are easily overlooked as an employee. Many small behaviors during the day may seem job irrelevant or unimportant, yet data has consistently pointed out that employees are viewed as more professional if they can maintain a positive attitude, avoid office gossip, assist others as needed, ask questions or communicate concerns or disagreements calmly and with

Colquitt, J., Lepine, J., & Wesson, M. (2013). Organizational behavior: Improving performance and commitment in the workpla

factors included in the job description, as stated in the text. SAS constantly reports good performance from their employees. The recorded 2.31 billion in revenue in 2009 and 2.8 billion in 2012. They entrusted their employees with the daily task coupled with the trust and confidence they place in them. This kind of leadership boast the morale of the employees. They see that their boss believes in them and they want to ensure that their performance matches up or even surpass the target set. The comfortable environment in which they have to perform their task is conducive to their spectacular performance. The employees were shown how much they are valued and unlike any other company they know or have ever worked, they have not seen such interest in their benevolence.

Job analysis can provide a realistic job preview about what the job will be and therefore reduces early employee dissatisfaction and turnover (Fisher et al., 2003). Job analysis is also important for the assessment of job performance in for example 360 degree feedback since a job analysis can set performance criteria. In this feedback subjective measures are used which are vulnerable to measurement rating errors like halo-effects (Viswesvaran, Schmidt & Ones, 2005). Nevertheless, subjective measures might be very useful to assess organizational effectiveness, especially in relation to HR practices since subjective measures are mainly used to assess HR or organizational outcomes which are more directly related to HR practices (Dyer & Reeves, 1995). Objective measures involve actual percentage figures for sales growth or profitability which measure financial and capital market outcomes and these are more distal and indirectly related outcomes (Dyer & Reeves, 1995).