Name ID

Md.Nazmul Hossain 082 444 030

qbal Aziz Muttakee 082 661 030
Mirza Farhat Anjum 082 252 530
LvaluaLlve sLaLemenLs or [udgmenL concernlng ob[ecLs people or
evenLs
CognlLlve ComponenL
AffecLlve ComponenL
8ehavloral ComponenL
lig: Component of attitude
Attitudes
Adjustment
Knowledge
Ego
Defensive
Value
Expression
Managerial Style
Technology
Noise
Peers
Reward System
Career opportunities
eliefs & values
Feelings & emotions
Intended ehavior
Stimuli
Work Related Factors
Cognition
Affecting
Stage
ehavior
My supervisor is unfair
Having a fair supervisor
Is important to me
I dont like my supervisor
I am going to request for
a transfer
Any lncompaLlblllLy beLween Lwo or more aLLlLudes or
beLween behavlor and aLLlLudes
Desire to reduce dissonance:
mportance of elements creating dissonance
Degree of individual influence over elements
Rewards involved in dissonance
Chang|ng att|tudes of the Lmp|oyees
lve feedback on a regular basls
AccenLuaLe poslLlve aLLlLude
8e Lhe role model
rovlde new lnformaLlon
use fear coerclon
use rewards
lnfluence of frlends/peers
Applylng coopLlng approaches
A poslLlve felllng abouL one's [ob resulLlng from an
evaluaLlon of lLs characLerlsLlcs
ueslres and deserves maLch LogeLher
%he way the individual reacts to unpleasant situations,
%he facility with which he adjusted himself with other person
%he relative status in the social and economic group
%he nature of work in relation to abilities, interest and
preparation of worker
Security
Loyalty
ecognlLlon as an lndlvldual
Meanlngful Lask
An opporLunlLy Lo do someLhlng worLhwhlle
!ob securlLy for hlmself and hls famlly
ood wages
AdequaLe beneflLs
CpporLunlLy Lo advance
SaLlsfacLory worklng condlLlons
ig: Curve showing reIationship between job satisfaction and rate ig: Curve showing reIationship between job satisfaction and rate
of turn over and absenteeism. of turn over and absenteeism.
@he work lLself
ay
romoLlons
An important indicator of how employees feel
about their job
Can partially mediate the relationship of
personality
Job satisfaction and job performance is directly
related to one another
Satisfied worker likely to work longer with the
organization
Conflict between co-workers.
Conflict between supervisors.
Not being opportunity paid for what they do.
Have little or no say in decision making that affect
employees.
Fear of loosing their job.
HGH ABSEN%EESM:
When there is low job satisfaction among the employees
the rate of absenteeism will definitely increase.
HGH %&RNOVER:
f employees are less satisfied with the job, they are
tend to elope from the job frequently.
%RANNG COS% NCREASES:
f an employee leaves the job, the firm needs to hire new
employee which results in low job satisfaction.
http://www.livestrong.com/article/84349-changing-attitude-after-
disappointment/
http://discover-your-mind.co.uk/5a-changing%20attitudes.htm
http://www.highbeam.com/doc/1O18-affectivecomponent.html
http://www.blurtit.com/q795659.html
http://findarticles.com/p/articles/mi_g2699/is_0000/ai_2699000027/
http://www.acrwebsite.org/volumes/display.asp?id=7001
http://managementhelp.org/prsn_wll/job_stfy.htm
http://www.mayoclinic.com/health/job-satisfaction/WL00051
http://www.mindtools.com/pages/article/newCDV_94.htm