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Employee attitudes are one of the many components that contribute to the overall health and well being of an individual within an organization. Think about the best and the worst boss you have ever had (if you have never had a boss, interview a friend or family member who has had one). How did your attitude shape the affective and behavioral components in the workplace? Of the theories we have discussed throughout the course, which one(s) assist in explaining poor leadership/management and its effects in an organization?
Your initial post should be a minimum of 250-300 words. You must use at least one scholarly, peer-reviewed source that was published within the past five years and is cited according to APA guidelines as outlined in the Ashford Writing Center.
I have had the experience of working with a very good boss whom I can call the best one in my work life. He always cared about the employees. His work ethic was completely flawless and so everyone had to respect him. He took care of the employees that they were well trained.
So the job was not satisfying.That is why he handed over all his knowledge and experience to us. Teresa Amabile and Steven Kramer (2012) pointed out progressing through meaningful work is the important factor to engage employees in their work. When we found our boss quite positive. We felt engaged in the work with open communication that was fostered by positive outlook. . I also worked under a boss who was quite negative and he always exposed his stresses. Moreover without equity employees will feel demotivated and frustrated. That is why I also felt negative about the job and did not have any satisfaction though my attitude is to stay positive even in negative situations. Process theories related to motivation in workplace can explain why some leadership traits are more effective for an organization. He also participated in the work we did. However. productivity rises. Youssef & Noon (2012) argue that right share of input from the employees help make the organization successful. There should be expectations as well as challenges to create a satisfying work environment. He always looked for his interest and put down all the employees. In fact. He was the worst one. this job asked us to do the same task again and again without any praise or appreciation. The setting of goals is necessary. There is also more performance and interpersonal interactions. Carolyn Youssef and Andrew Noon (2012) state that when employees are engaged and happy. we also followed the same with the customers. it was too difficult to stay positive while working with that boss.
com/ehost/detail?vid=8&hid=110&sid=7a1041224500-415f-bb92f302cdc337d9%40sessionmgr111&bdata=JkF1dGhUeXBlPWlwLGNwaWQm Y3VzdGlkPXM4ODU2ODk3JnNpdGU9ZWhvc3QtbGl2ZQ%3d %3d#db=bsh&AN=70981187 Youssef.ebscohost. (2012). Inc. CA: Bridgepoint Education.Amabile. Mckinsey Quarterly. T. San Diego... Retrieved from http://web. How leaders kill meaning at work. . Industrial/organizational psychology. & Kramer. C. (2012). and Noon. (1). 124-131. A.. S.