DIVERSITY,

ATTITUDE
AND
JOB SATISFACTION

Presented By:
Santosh Kunwar
Sapana Yadav
Sabi Shrestha
 INTERESTING FACTS

If A B C D E F G H I J K L M N O P Q R S T U V W X Y Z
IS EQUAL TO
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26
THEN
HARDWORK
H +A+R+D+W+O+R+K = 8 + 1+ 18 + 4 + 23 + 15 + 18+ 11 = 98%
KNOWLEDGE
K+N+O+W+L+E+D+G+E = 11+14+15+ 23 + 12 + 5 + 4 + 7 + 5 = 96%
 THEN WHAT MAKES 100%?
Is it Money? …. NO !!!
M + O + N + E + Y = 13 + 15 + 14 + 5 + 25 = 72%
Is it Leadership? ….. NO !!!
L+E+A+D+E+R+S+H+I+P= 12+5+1+4+5+18+19+9+16 = 89%

Every problem has a solution , only if we perhaps change

our attitude.
To go to the top, to that 100%,
What we really need to go further ……. A bit more……..
 IT IS ATTITUDE!!!
A+T+T+I+T+U+D+E
=
1+20+20+9+20+21+4+5 = 100%

IT IS OUR ATTITUDE TOWARDS LIFE AND WORK THAT MAKES OUR LIFE 100%

CHOICE IS YOURS

WITH BAD ATTITUDE YOU CAN NEVER HAVE A POSITIVE DAY.

BUT
WITH POSITIVE ATTITUDE YOU CAN NEVER HAVE A BAD DAY
 ATTITUDES

Evaluating statements or
judgments concerning
objectives, people, or
events.
Reflect how one feels
about something.
Example: “I like my job” .
 COMPONENT OF ATTITUDE
Cognitive=Opinion or
belief segment of an
attitude.
Eg; My salary is low.

Affective= Emotional or
Negative
Feeling.
attitude
towards
Eg; I am paid low.
supervisor
Behavioral= Action or
intention to behave in a
certain way toward someone
or something.
Eg; I am looking another job
that pays me better.
RELATIONSHIP OF THREE COMPONENTS

 Cognitive = Opinion or Belief

Attitude  My supervisor gave a promotion to a coworker who deserved it less
than me. My supervisor is unfair.

 Affective = Feeling
That is
 I dislike my supervisor.

 Behavioral = Action
Negative  I am looking for other work; I have complained about my
supervisor to anyone who would listen.
 COGNITIVE DISSONANCE

Cognitive Dissonance (1957, Leon Festinger): Any incompatibility

between two or more attitudes or between behavior and attitudes. Eg:
Job of Bank/ tobacco company- whether make corrections or leave it.
It is about inconsistency when we hold two thoughts that are
inconsistent with one another.
Example: Someone who smokes cigarettes: Does have two distinct
thoughts which is;
i. I regularly smokes cigarettes.
ii. Smoking cigarettes is unhealthy.
 WHAT PEOPLE DO WHEN THEY
EXPERIENCE COGNITIVE DISSONANCE

Change a thought.
Change of behavior.
Add a new thoughts.
Trivialize the inconsistency.
Negative Consequences.
Example: I should smoke because
I enjoy it and I shouldn’t smoke
because it causes cancer.
 MAJOR JOB ATTITUDES

Job Satisfaction
Job Involvement
Organizational commitment
Perceived Organizational
support
 Employee Engagement
 JOB SATISFACTION

A collection of positive and/or negative

feelings that an individual holds towards
his or her job.
Measurement of job Satisfaction: Two
measures.
Global Rating– an individual’s response
to the question, that is, how satisfied he is
with job(one question – one answer)
CAUSES OF JOB SATISFACTION

Job Condition

Personality Corporate social

Responsibility

Pay
 Absenteeism

Job OUTCOME OF Customer

performance JOBSATISFACTION satisfaction

Organizational
Citizenship
Behaviors
IMPACT OF JOB DISSATISFACTION
 ORGANIZATIONAL COMMITMENT

• The degree to which an employees identifies with a particular organization

and its goals and wishes to maintain membership in the organization.
Three separate dimensions:
Effective commitment: an emotional attachment to the organization and a
belief in its organization.
Continuance commitment: the perceived economic value of remaining
with an organization compared to leaving it.
Normative commitment: an obligation to remain with the organization for
moral or ethical reasons.
 OTHER JOB ATTITUDES

Job Involvement: The degree to which a person identifies with

a job, actively participates in it and consider performance
important to self-worth.
Perceived Organizational Support(POS): The degree to which
employees believe the organization values their contribution
and cares about their well-being.
Employee Engagement: An individuals employment with
satisfaction and enthusiasm for the work they do.
 ATTITUDE SURVEYS

Eliciting responses from

employees through
questionaries' on how they feel
about their jobs, work groups,
supervisors and the
organization.
Employee behaviors are
based on perceptions, not
reality.
INTRODUCTION TO DIVERSITY

• Diversity refers to the existence of

variations of different characteristics in
a group of people.
• It can include race, ethnicity, gender,
age, sexual orientation, religion and
disability.
• It means valuing the differences
between the people and the ways in
which those differences can contribute
to a richer, more creative and more
productive working environment.
 WORKPLACE DIVERSITY

• It is a term used for the

workplace composed of
employees with varying
characteristics, such as
different sex, gender, race,
ethnicity, sexual
orientation etc.
 DEMOGRAPHIC CHARACTERISTICS

• Cultural diversity
• Race diversity
• Religious diversity
• Age diversity
• Sex/Gender/Sexual orientation
• Disability
 LEVELS OF DIVERSITY

Surface level diversity Deep level diversity

• Age • Values
• Gender • Attitudes
• Culture • Beliefs
• Language • Personality
• Disability etc.
 DISCRIMINATION

• Discrimination is the practice of

treating individuals less fairly
than other prople or groups.
• Discrimination in the workplace
is based on certain prejudices .
• It occurs when an employee is
treated unfavourably because of
gender, race, disability and
others.
 TYPES OF DISCRIMINATION

1. Direct discrimination
2. Indirect discrimination
3. Harassment
4. Victimisation
 IMPLEMENTING DIVERSITY MANAGEMENT
STRATEGIES
Diversity management is a pricess and programs by which managers
make everyone more aware of and sensitive to the needs and differences
of others.
• Attracting, selecting, developing and recruiting diverse employees.
• Diversity in groups .
• Effective diversity programs .
 CONCLUSION
Training activities that can reshape employee attitudes concerning diversity:
 Participating in diversity training that provides for self-evaluation and group discussions.
 Volunteer work in community and social serve centers with individuals of diverse backgrounds.

Satisfied workers are more productive and more productive workers are more satisfied.
Satisfied employees increase customer satisfaction.
Satisfied employees have fewer avoidable absences.
Level of satisfaction is less important in predicting turnover for superior performers.
Satisfaction influences OCB but through perception of fairness.
Productivity enhancement, strict deadlines, overload of work etc. contribute to low
satisfaction level.
Negative people are usually not satisfied with their jobs.