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    LESSON 9. EMPLOYEE ATTITUDES AND THEIR EFFECTs

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    Elia Kim Fababeir
    Employee attitudes, whether positive or negative, have significant impacts on organizations. Negative attitudes can lead to issues like declining performance, absences, and turnover. Positive attitudes are preferred as they correlate with outcomes managers want, like job satisfaction and productivity. Conducting job satisfaction surveys is important for understanding employee attitudes and identifying issues to address in order to improve performance and reduce turnover.

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    LESSON 9. EMPLOYEE ATTITUDES AND THEIR EFFECTs

    Uploaded by

    Elia Kim Fababeir
    186 views27 pages
    Employee attitudes, whether positive or negative, have significant impacts on organizations. Negative attitudes can lead to issues like declining performance, absences, and turnover. Positive attitudes are preferred as they correlate with outcomes managers want, like job satisfaction and productivity. Conducting job satisfaction surveys is important for understanding employee attitudes and identifying issues to address in order to improve performance and reduce turnover.

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    Employee attitudes, whether positive or negative, have significant impacts on organizations. Negative attitudes can lead to issues like declining performance, absences, and turnover. Positive attitudes are preferred as they correlate with outcomes managers want, like job satisfaction and productivity. Conducting job satisfaction surveys is important for understanding employee attitudes and identifying issues to address in order to improve performance and reduce turnover.

    Copyright:

    © All Rights Reserved
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    Download as pptx, pdf, or txt
    186 views27 pages

    LESSON 9. EMPLOYEE ATTITUDES AND THEIR EFFECTs

    Uploaded by

    Elia Kim Fababeir
    Employee attitudes, whether positive or negative, have significant impacts on organizations. Negative attitudes can lead to issues like declining performance, absences, and turnover. Positive attitudes are preferred as they correlate with outcomes managers want, like job satisfaction and productivity. Conducting job satisfaction surveys is important for understanding employee attitudes and identifying issues to address in order to improve performance and reduce turnover.

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    of 27

    LESSON 9

    EMPLOYEE ATTITUDES
    AND THEIR EFFECTS

    Dr. Mario A. Fetalver, Jr.


    ATTITUDES - are the feelings and beliefs and largely determine how
    employees will perceive their environment, commit themselves to intended
    actions, and ultimately behave.

    Employee attitudes are clearly important to organizations.

    Negative attitudes
    *symptom of underlying problem
    * contributing cause of forthcoming difficulties
    *declining attitudes result in:
    *strike
    * work slowdowns
    * absences and
    *employee turnover)
    * a part of grievances
    * low performance
    * poor product ability
    Favorable attitudes, on the
    other hand are desired by
    management because they tend
    to be connected with many of
    the positive outcomes that
    managers want. Employee
    satisfaction, along with high
    productivity
    THE NATURE OF EMPLOYEE ATTITUDES

    *positive affectivity
    *optimistic
    *upbeat
    *cheerful
    *courteous
    *negative affectivity
    *pessimistic
    *downbeat
    *irritable
    *abrasive
    Four Types of Attitudes that Managers
    Particularly Concerned
    Job Satisfaction
    *Job satisfaction is a set of favorable or unfavorable feelings
    and emotions with which employees view their work.
    *affective attitude – a feeling of relative like or dislike toward
    something.

    Elements of Job Satisfaction

    1. Individual focus
    *job satisfaction typically refers to the attitudes of a single employee
    2. Overall or Multidimensional
    *job satisfaction can be viewed as an overall attitude, or it can apply to the
    various parts of an individual’s job.
    *Importance aspects of job satisfaction include:
    *pay
    *one’s supervisor
    *the nature of tasks performed
    *an employees co-workers or team
    *the immediate working condition
    3. Stability of job satisfaction
    *attitudes are generally acquired over a long period
    of time.
    *Job satisfaction is dynamic for it can decline even it
    develop.

    4. Environmental Impact
    *job satisfaction is one part of life satisfaction. It
    influences general life satisfaction.
    Some Related Elements of Life
    Satisfaction
    Family

    Job Leisure

    Life

    Politics Religion
    Importance
     Supervisors need to be alert to subtle clues about employee
    satisfaction levels.
     Managers should also systematically study the job satisfaction of their
    employee and seek to improve it where appropriate.

    Level of Job Satisfaction


     Only about 50 percent of those in the workforce that they are reasonably
    satisfied with their jobs.
     The other 50 percents of millions workers are unhappy
     Other 50 millions are probably dissatisfied with some specific aspect of
    their jobs.
    Variety of factors that can influence a person’s
    level of job satisfaction:
    *level of pay and benefits
    *the perceive fairness of the promotion system
    within a company
    *the quality of working conditions
    *leadership and social relationships
    *the job itself (the variety oft asks involved
    interest and challenge the job generates, and
    the clarity of the job description/requirements).
    *The happier people are within the their job, the more satisfied they
    are said to be.
    *Job satisfaction is not the same as motivation, although it is clearly
    linked.
    *Job designs aims:
    *to enhance job satisfaction and performance
    *methods include job rotation
    *job enlargement
    *job enrichment
    *Other influences on satisfaction include:
    *the management style and culture
    *employee involvement
    *autonomous work groups
    Job Involvement

    *is the degree to which employees


    immerse themselves in their jobs and
    invest time and energy in them, and view
    work as a central part of their overall
    lives.
    Organizational Commitment

    *or employee loyalty, is the degree


    to which employee identifies with the
    organizational and one wants continue
    actively participating in it.
    Work Moods

    *employees also have feelings


    about their job that are highly dynamic,
    they can change within a day, hour, or
    minute. This variable attitudes towards
    their jobs are called work moods.
    Effects of Employee
    Attitudes
    *dissatisfied employees may engage in
    psychological withdrawal (e.g. day-
    dreaming on the job.
    *physical withdrawal (e.g unauthorized
    absences, early departures, extended
    breaks, or works slow down.
    *or even overt acts of aggression and
    retaliation for presumed wrongs.
    Employee Performance
    *Some managers cling to an old
    myth-that high satisfaction always leads
    to high employee performance-but his
    assumption is not correct.
    *A more accurate statement of
    casual relationship is that high
    performance contributes to high job
    satisfaction.
    Figure 9.3 The Performance-Satisfaction-Effort Loop

    Rewards Perception of Satisfaction or


    Performance
    equity in rewards dissatisfaction
    Economic
    Sociological Fair

    Psychological Unfair

    Greater of Greater of lesser


    lesser effort commitment
    Turnover
    Absenteeism
    Tardiness
    Theft
    Violence
    Poor
    organizational
    citizen
    Turnover

    *as might be expected, higher job


    satisfaction is associated with lower
    employee turnover, which is the
    proportion of employees leaving an
    organization during a given time period
    (usually one year).
    Relationship of Job Satisfaction to
    Turnover and Absences
    High
    Job Satisfaction

    Turnover

    absences

    Low
    Turnover and absences High
    *Excessive employee turnover can have several negative
    efforts on an organization. They include:
    Separation costs
    Training cost for new employees
    Vacancy costs
    Replacement costs
    Morale effects
    *Turnover may have functional effects.
    Four Products of Employee-
    Organization Attitudes
    Employee’s attitude toward organization

    positive Employee Stays Employee is


    terminated

    a b
    c d
    negative
    Employee Employee leaves by
    leaves voluntary mutual agreement

    positive negative
    Organization’s attitude toward employee
    Absences and Tardiness
    *Employees who have low job
    satisfaction tend to be absent more often. The
    connection is not always sharp, for a couple of
    reasons. First, some absences are caused by
    legitimate medical reasons; therefore a
    satisfied employee may have a valid absence.
    Second, dissatisfied employees do not
    necessarily plan to be absent, but they seem to
    find it easier to respond to the opportunities to
    do so.
    Theft

    *Others forge checks or commit other


    types of fraud. All these acts represent
    theft, or the unauthorized removal of
    company resources.
    *Employee theft is part of a much
    broader ethical problem in organizations
    that involves bending the rules.
    Violence

    *One of the most extreme


    consequences of employee
    dissatisfaction is exhibited through
    violence, or various forms of verbal or
    physical aggression at work.
    STUDYING JOB
    SATISFACTION
    *In order to make sound decision in
    both preventing and solving employee
    problems.
    *A job satisfaction survey is a
    procedure by which employees report
    their feelings toward their jobs and work
    environment.
    Other Effects
    *Low productivity, turnover, absenteeism,
    tardiness, theft and violence are all typically
    negative behaviors, for they harm the
    organization and sometimes its members.
    Many employees, however, hold positive
    attitudes toward their work organization, and
    these pay off in both obvious and more subtle
    ways. In particular, employees sometimes
    demonstrate organizational citizenship
    behaviors, which are discretionary actions
    above and beyond the call of duty that promote
    the organization’s success.
    Benefits of Job
    Satisfaction
    *If job satisfaction studies are properly and
    administered, they will usually produce a number of
    important benefits, both general and specific.
    *Monitoring attitudes
    *is that they give management and indication of
    general levels of satisfaction in a company.
    *Additional Benefits
    *Training needs
    Major Steps in a Systematic Approach to
    Conducting Surveys
    Identify reason for survey

    Obtain management commitment

    Develop survey instrument

    Administer survey

    Tabulate results

    Analyze results

    Provide feedback to participants

    Identify reason for survey

    Identify reason for survey

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