Attitude is the neural and mental state of a human being that is perceived through experience over a

period of time. the attitude can directly exert the human response to the environment and situation
(Fazio et al. 1989). Attitude differs from human to human as well in many different situations. Attitude
is based on the actions, feelings, and beliefs of a person. The combination of three items makes up
the values of a person over a period. The values also depend on the learning since childhood and
culture of the person where he has grown up. It takes substantial amount of time to understand a
new culture that is different from organization point of view. Organizations often measures the
attitude of people through surveys time to time to improve the workplace. Managers often feel it
difficult to understand the person attitude behavior at the workplace. Managers should avoid the
blame game and focus on correcting workplace behavior that can impact the person behavior.
Sometime the attitude of the person based on many other factors that are clearly visible. The
individual might also have their own perceptions build over the time. That can include social
perception that is based on the how the individual sees others and perceive others (Ng et al. 2019).
That can be further linked with different characteristics such has halo effect, contract effect, projects,
Pygmalion effect and impression management. The perceptions if not corrected at the right times
becomes a reality and the persons start thinking the same. The perceptions might create positive
and negative impact on the overall organizational culture (Johennesse &  Chou, 2017). The
organizational leaders have to take lead on stopping the growth of negative perceptions in the
organization and create a positive working environment. They can do it by communicating with the
workforce time to time and organize surveys to ensure the happiness index of employees is good.
The impact of the negative perceptions and attitude can impact other workers too, which can create
a drastic impact on the overall productivity.

References:
1. Fazio, R. H., Powell, M. C., & Williams, C. J. (1989). The role of attitude accessibility in the
attitude-to-behavior process. Journal of consumer research, 16(3), 280-288.
2. Ng, T. W., Yam, K. C., & Aguinis, H. (2019). Employee perceptions of corporate social
responsibility: Effects on pride, embeddedness, and turnover. Personnel Psychology, 72(1), 107-
137.
3. Johennesse, L. A. C., & Chou, T. K. (2017). Employee Perceptions of Talent Management
Effectiveness on Retention. Global Business & Management Research, 9(3).