Workplace Attitudes In The Workplace

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

This memorandum is a response to Judith Callahan’s Pluto Strategic Initiative Program. Our Employee attitude task force has worked diligently and precisely to determine where the Pluto Candy Company stands in terms of achieving a satisfied and committed workforce. Our results and analysis are based off the Employee Attitude Survey and can be found below. Please feel free to contact any member of our

Table of Contents Veterans Administration (VA) Background 2 Veterans Administration Problems 3 High Level Solution 4 Benefits of Solving the Problem 5 Business Process Changes 6 Technology practices used to Augment the Solution 7 Conclusions and Overall Recommendations 8 Summary of Project 9 References 10   The Veterans Administration (VA) is U.S Government Cabinet position set up to serve those who have borne this country battles. Below I have listed their Mission Statement and Core Values. Mission Statement: To fulfill President Lincoln's promise “To care for him who shall have borne the battle, and for his widow, and his orphan” by serving and honoring the men and women who are America’s Veterans. Core Values: VA’s five core values underscore the obligations inherent in VA’s mission: Integrity, Commitment, Advocacy, Respect, and

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

Financial Advisor (2007) reported that one of the major reasons employees left their jobs was because of job dissatisfaction. Kreitner and Kinicki (2010) defined job satisfaction as “an affective or emotional

Robbins and Judge define "attitudes" as “evaluative statements or judgments concerning objects, people, or events.” Jessica’s attitudes towards her job switched from favorable to unfavorable after a change in policy. Henceforth, she was less productive in her job and expressed signs of low job satisfaction. After leaving her Mental Health Technician position for a job in Counseling, she was able to return to her normal, happy and productive self. This case study illuminates the direct correlation between job performance, job satisfaction, and attitude.

Well-constructed employee attitude surveys can provide insight into organizational characteristics which impact employee behavior and organizational performance (Williams, 1998). Companies may use survey results to modify their management style, organizational culture, workplace characteristics, or incentives in order to improve worker satisfaction and overall productivity (Williams, 1998). Although the link between employee attitudes and actual work performance has been found to be somewhat inconsistent (Schleicher, Watt, & Greguras, 2004), research has confirmed at least a moderate correlation between job satisfaction and rates of employee absenteeism and turnover (Gibson, Ivancevich, Donnelly, & Konopaske, 2012).

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Attitudes are thoughts that you have accepted as true and that lead you to think, feel, or act positively or negatively toward a person, idea or event. They represent an emotional readiness to behave in a particular manner. (Reece) Positive and negative attitudes affect how you work and how you influence other people around you. These attitudes can absolutely be changed though because we are not born with those attitudes. We form them as time passes, depending on the situations that we have been through. For instance, if you had a job where your supervisor was racist toward you, you would begin to form a negative attitude about supervisors thinking that all of them are going to be racist. Instead, you can change your attitude by thinking that not everyone acts the same way. A positive attitude can make a difference between an amazing life and a nonsense one. Therefore, a lot of people should try to change their attitude to a positive one.

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.

Attitudes can affect whether or not an employee is satisfied or dissatisfied with their employer or scope of employment. Workplace attitudes can be triggered by many different components based on interactions, situations, and preferences. Valves and attitudes should mean something to an organization. After all, they will affect all levels of the organization.

Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Attitudes and emotions in the workplace are extremely important because they dictate job performance. The emotions that people go through are something that cannot be avoided; however, they can be manipulated. Managers, leaders, CEO’S of companies learn to do this by experience and training. They manipulate employee’s emotions with the purpose of achieving better performance and satisfy an organization’s goals. Although people have always had different emotions, the notion that managers need to care for employee’s satisfaction and happiness is newly implemented in the workplace. In this paper, I will be explaining the impact of attitudes in the workplace, how mood, emotions, attitudes and behavior affect job performance and I will implement the point of view of the CEO of the Defense Commissary Agency, Mr. Joseph Jeu.

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.