University Of Karachi

Organizational Behavior Assignment # 1

Name: Asad Ullah Khan

Class: 4th Semester (A)
Roll. No: 17
Subject: Organizational Behavior
Course Instructor: Sir Riaz Uddin
Seat.No: EB-19542017
Q.1 What are the main Components of attitude? Rae these
Components related or unrelated?
There are 3 Components of Attitude are as Follows:
 Affective component: this involves a person's feelings / emotions about the
attitude object.
 Behavioral: (or conative) component: the way the attitude we have
influences on how we act or behave.
 Cognitive component: this involves a person's belief / knowledge about an
attitude object.

Q.2 Does Behavior Always follow form attitude? Why or Why not?
Discuss the factors that affect whether behavior follow from
attitude?
Behavior does not always follow from attitudes. Behavior follows from
attitudes when a person has choice in how to act.
For example: a person with a positive attitude may take on a different task than a
person with a negative attitude when they are given the choice, but they may both
take on the same task if forced to.

Q.3 What are the major Job Attitudes? In What ways are these
attitudes alike? What is Unique about each other?
There are three important attitudes toward work that OB has traditionally
studied: job satisfaction, job involvement, and organizational commitment.
Job Satisfaction is the level of Contentment a person feels regarding his or her job.
This feeling is mainly based on an individual’s perception of satisfaction.

A person with a high level of job satisfaction holds positive attitudes about the job,
while a person who is dissatisfied with his or her job holds a negative attitude
about the job while Job involvement refers to the degree with which an individual
identifies psychologically with his or her job and perceives his or her perceived
performance level important to self-worth.

High levels of job involvement are related to fewer absences and lower resignation
rates and the last job-attitude refers to organizational commitment. It is understood
as one’s identification with his or her organization and feels proud of being its
employee.

It is defined as a state in which an employee identifies with a particular

organization and, its goals, and wishes to maintain membership in the organization.

Q.4 What do we Measure Job Satisfaction?

Most used approaches to measuring job satisfaction of the employees are:
Single Global Rating & Summation Score. 
The single, global rating method is nothing more than asking individuals to respond to
one question such as; all things considered, how satisfied are you with your job.
It identifies key elements in a job and asks for the employee’s feelings about each.

Typical factors that would be included are the nature of the work, supervision, present
pay, promotion opportunities, and relation with coworkers.

Besides this, in summation score, many researchers used so many ways of measuring
job satisfaction.

Q.5 What Cause Job Satisfaction? For Most People, is Party or the
Work itself more Important?
For most of the People Opportunities for promotion, training programs, and
capacity of career development are other factors that cause job satisfaction.
Employees seek fair promotion policies and practices. Promotions provide
opportunities for personal growth, more responsibilities, and increased social
status.
Q.6 What Outcomes does Job Satisfaction Influence? What
implication Does this have for Management?
High job satisfaction may lead to improving productivity, decreased turnover, and
improve attendance, reduce accidents, less job stress and less unionization. If
employees feel that their jobs are fun and interesting, they will be more willing to
give extra effort to work.

Case Study # 2
Q.1 Why do you think many people are in Jobs that are not
satisfying? Do Organizations help people craft satisfying and
Motivation Jobs, and if not, why not?
Most of the people not satisfying because they are working in those departments
which are not related to them, they should work and those department which are
related to them and they have to work there. Most of the people do not work in the
relevant department that is why they are not satisfied by their jobs and organization
also have this responsibility to fix the employee to his or her relevant department
by which they can work better to give a better performance and than other more
thing here to know this is that by this act organization or from can get more better
results as compared to the previous situation. Organization should it helps the
employee in job crafting by job crafting more employees know that they can work
better to give better performance by which the chances of loss and the chances of
productivity and profit rise and the company will rise if the whole individual work
properly. Firms should consider this job crafting as a essential part of the firm
because without this the chances of human error and loss will be less and most of
the firms don't give proper focus on that because firm's only want the employee to
do work without any problem and another more thing is that to motivate the
employee is more essential than the job satisfaction because without motivation
employee is unable to do work properly with devotion.

Q.2 Think about how you might reorient yourself to your own job.
Are the principals of Jobs Crafting described above relevant to your
work? Why or Why not?
We can Reorient ourselves by job crafting and one more thing we have to follow
the rules and regulations and the principles of job costing by which we can select
our work properly by selecting our work properly we can do work better and when
we do better work it will give a better performance and individually a person can't
rise the whole form but if the whole form management work according to the job
crafting and the selected departments then the firm will makes more profitable
assets as compared to the previous situation.

Q.3 Some Contend that Job Crafting sounds good in principle but I
s not necessarily Available to Everyone. What type of Jobs are
Probably not amenable to Job crafting activities?
For individuals, it may be tempting to take task crafting a little far.
Understandably, if we add on tasks that are overly demanding, or give ourselves
excessive tasks while crafting our roles, we risk taking on too much.

If employees aren’t sufficiently informed about the risks of doing so, job crafting
can bring with it all the increased dangers of overwork stress, exhaustion, burnout,
and unhappiness. In light of this, some authors argue that managers should get
more involved in their employees’ job crafting initiatives.

Q.4 Are their any Potential Drawback to the Job Crafting

approach? How can these Concern be minimized?
Essentially, job crafting aims to benefit the employee it’s neither advantageous nor
a pitfall for the company when an employees’ goals are consistent with those of
their organization that alignment is critical in understanding how it plays out in
practice, meaning when individual goals and organizational goals are misaligned,
we can see negative impacts of job crafting.

In other words, if someone is employed to carry out a certain task, job crafting
shouldn’t be a means of changing up the job beyond recognition. It is clearly a
pitfall for the organization if a chef creates beautiful cuisine that’s essentially
inedible or unsafe. 

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