They reflect how one feels about something. I am expressing my attitude about work. You can see this by looking at the three components of an attitude: cognition. people. affect and behavior.ATTITUDES Attitudes are evaluative statements. When I say “I like my job”.either favorable or unfavorableconcerning objects. or events. but the two are interrelated. Attitudes are not same as values. .

their relationship to actual job behavior.In organizations. for example. then it makes sense to try to understand how these attitudes were formed. that supervisors. attitudes are important because they affect job behavior. bosses. auditors. If workers believe. . and time-and-motion engineers are all in conspiracy to make employees work harder for the same or less money. and ho they might be changed.

The behavioral component of an attitude refers to an intention to behave in a certain way toward someone or something. It sets the stage for the more critical part of an attitude. Affect is the emotional or feeling segment of an attitude and is reflected in the statement “I am angry over how little I’ m paid".affective component. Such an opinion is the cognitive component of an attitude.Main Components of Attitudes: The belief that “discrimination is wrong” is a value statement. .

JOB RELATED ATTITUDES  Job  Job Satisfaction Involvement Commitment  Organizational .

. while a person who is dissatisfied with his or her job holds negative attitude about the job.JOB SATISFACTION: The term job satisfaction refers to an individual’s general attitude toward his or her job. and considers his or her performance important to self-worth. A person with a high level of job satisfaction holds positive attitudes about the job. actively participates in it. JOB INVOLVEMENT: The degree to which a person identifies with his or her job.

and wishes to maintain membership in the organization.ORGANIZATION COMMITMENT: The degree to which an employee identifies with a particular organization and its goals. high job involvement means identifying with one’s specific job. while high organizational commitment means identifying with one’s employing organization. So. .


hence. This theory sought to explain the linkage between attitudes and behavior. in which there is a minimum dissonance. Dissonance means an inconsistency.COGNITIVE DISSONANCE THEORY: This theory was proposed by Leon Festinger in the late 1950s. . the discomfort. Cognitive dissonance refers to any incompatibility that an individual might perceive between to or more of his or her attitudes. Therefore. Fastinger argued that any form of inconsistency is uncomfortable and that individuals will attempt to reduce the dissonance and. individuals will seek a stable state. or between his or her behavior and attitudes.

it asserts that people develop their attitudes by observing their behavior and concluding what attitudes must have caused them. When asked about an attitude toward some object. If an employee were asked about her feelings about being a training specialist at Marriott.SELF-PERCEPTION THEORY: Attitudes are used after the fact to make sense out of an action that has already occurred. In other words. “I’ve had this same job with Marriott as a trainer for 10 years. she would likely think. So I must like it!” . individuals recall their behavior relevant to that object and then infer their attitude from their past behavior. Nobody forced me to stay in this job.

3. ---My workload is challenging but not burdensome. ---Employee promotion decisions are handled fairly. . --I have trust and confidence in my boss. 4. 2.Sample Attitude Survey Please answer each of the following statements using the following rating scale: 5=Strongly agree 4=Agree 3= Undecided 2= Disagree 1= Strongly disagree Statements 1. --I understand the various benefits the company offers. 8. Ratings ----------------------------------------------------------------------------------------------- This company is a pretty good place to work. 5. -I can get ahead in this company if I make the efforts. ---My job makes the best use of my abilities. 7. ---This company’s wage rates are competitive with those of other companies. 6.

CONCLUSION Why is it important to know an individual’s values? Values strongly influence a person’s attitudes. . Satisfied and committed employees. Managers should be interested in their employees’ attitudes because attitudes give warnings of potential problems and because they influence behavior. have lower rates of turnover and absenteeism. So knowledge of an individual’s value system can provide insight into his or her attitudes. for instance.


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