Attitude

Group Members
M. Yasir Ijaz
Nabeel Zafar Syed Sarmad Ahmed

Attitude

A learned predisposition to respond in a consistently favorable or unfavorable manner with respect to a given object

The Nature & Dimensions Of Attitude

Persistent tendency to feel and behave in a particular way towards some object Characteristics of Attitudes
They can fall anywhere along a continuum from very favorable to very unfavorable. They are directed toward some object about which a person has feelings and beliefs.

Component Of Attitude

ABC
Affective
I dislike my supervisor
My supervisor gave promotion to my co-worker who deserved it less than me. My supervisor is unfair.

Cognitive

Negative attitude towards supervisor

Behavioral

I am looking for some other job

Attitude Formation
Direct experience Social learning
The process of deriving attitudes from family, peer groups, religious organizations, and culture.

Acquired from parents, teachers, and peer group members

There are genetic predispositions.

Observations, attitudes that we imitate.

Formation Of Attitudes
Formation Of Attitudes

Social Learning

Direct Experience

Positive

Negative

Family

Peer Group

Culture

Sources Of Attitude

Work Related Attitudes

Loyalty, Satisfaction, Absenteeism, Sense of self-worth, Sense of belonging, Social behavior, Corporate culture, Attitudes toward employees, Style of leadership, Type of work, How work is set up, Environmental conditions, Discipline, Corporate structure

Attitude Types
Job Satisfaction A collection of positive and/or negative feelings that an individual holds toward his or her job. Job Involvement Identifying with the job, actively participating in it, and considering performance important to self-worth. Organizational Commitment Identifying with a particular organization and its goals, and wishing to maintain membership in the organization.

Job satisfaction

An affective or emotional response toward various facets of ones job

Determinants of Job Satisfaction

Outcomes of Job Satisfaction

Satisfaction and Productivity
Satisfied workers arent necessarily more productive. Worker productivity is higher in organizations with more satisfied workers.

Satisfaction and Absenteeism

Satisfied employees have fewer avoidable absences.

Satisfaction and Turnover

Satisfied employees are less likely to quit. Organizations take actions to cultivate high performers & to weed out lower performers.

Organizational Commitment
Strength of an employees involvement in and identification with the organization
Strong organizational commitment entails:
Strong belief in/acceptance of an organizations goals and values Willingness to exert considerable effort on behalf of the organization Strong desire to maintain membership in the organization

Higher commitment is negatively related to absenteeism and turnover, and positively related to productivity

Kinds of Organizational Commitment

Affective Commitment The type of organizational commitment that is based on an individuals desire to remain in an organization.

Normative Commitment The type of commitment that is based on an individuals perceived obligation to remain within an organization.

Continuance Commitment The type of organizational commitment that is based on the fact that an individual cannot afford to leave.

Why Positive Attitude?

Increases productivity

Reduces stress
Increases profits Makes a congenial atmosphere

Fosters team work

Solves problems

Improves quality

Employee Responses To Dissatisfaction

Exit
Behavior directed toward leaving the organization

Voice
Active and constructive attempts to improve conditions

Neglect
Allowing conditions to worsen

Loyalty
Passively waiting for conditions to improve

Cognitive Dissonance

A state of tension that is produced when an individual experiences conflict between attitudes and behavior

Cognitive Dissonance Theory

Introduces by Leon Festinger Any incompatibility between two or more attitudes or between behavior and attitudes.

Internal state that results when individuals notice inconsistency between two or more of their attitudes or between their attitudes and their behavior.

Factors Affecting Dissonance

1. In its simplest form, dissonance increases as the degree of discrepancy among cognitions increases. 2. Dissonance increases as the number of discrepant cognitions increases. 3. Dissonance is inversely proportional to the number of consonant cognitions held by an individual. 4. The relative weights given to the consonant and dissonant cognitions may be adjusted by their importance in the mind of the individual.

Dissonance Reduction
Attitude or Behavior Change. Adding new information. Trivialization: downplaying the importance of the inconsistent attitudes or behavior

Desire to reduce dissonance depends on the following factors: Importance of the elements creating the dissonance. Degree of influence the individual believes he / she has over the elements Rewards that may be involved in dissonance.

Self-Perception Theory
Developed by psychologist, Daryl Bem. It asserts that we develop our attitudes by observing our own behavior and concluding what attitudes must have caused them

Changing Attitudes
Employees attitudes can be changed and sometimes it is in the best interests of managements to try to do so. For example, if employees believe that their employer does not look after their welfare, the management should try to change their attitude and help develop a more positive attitude in them. However, the process of changing the attitude is not always easy.

Ways Of Changing Attitudes

Providing New Information. Use of Fear Resolving Discrepancies Influence of friends and peer Co-opting

Quote

Attitude is a little thing that makes a big difference. f

Winston Churchill