...Emotions, Attitudes, and Job Satisfaction BUS 520 – Leadership and Organizatinal Behavior . Emotion, attitude and job satisfaction can influence decision-making. A poor decision-making is an effect of negative behavior or mood and can interfere with a person’s job or decision-making. Job satisfaction is another way whereby employees can be influence. Emotions determine job satisfaction (and vice-versa) and how employees attitude influence the performance of the organization. Having all these traits can be asset to all the managers and directors in a company whose job is to entail the planning and decision-making. Making sense on how people behave can depend on understanding their attitudes. Some people can have emotional attachments toward the company they work for (and some don’t). Managers can have some strong influence over the satisfaction of employees and how they are treated fairly. Managers have a collection of feelings and beliefs that can be strongly attached to job satisfaction. I have come to notice that ambition can negatively influence job satisfaction more so in making decisions in part of the roles that the employees play. Job satisfaction in other words, can be placed as a positive emotional state resulting from a great culture to another, providing better chances to employee’s participation in decision-making. Job satisfaction can be one-dimensional if it comprises evaluation in the interest of employee’s attitudes. Later in life job satisfaction...
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...Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction Leadership and Organizational Behavior (BUS 520) Dr. Antoinette Bridges KB Gause January 26, 2015 Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction When grocery stores come to mind, we often tend to think of the typical family-friendly environments we’re accustomed to—like our local Publix or Food Lion supermarkets. They are generally set up the same way, they offer almost all the same products, and they’re management operates in almost the same or very similar fashions. The employees are usually pleasant and friendly, their hours of operation are about the same, and most local supermarkets tend to sell products grown or manufactured locally. So what sets these regular supermarkets apart from one another? Aside from price differences and a few differing product offerings from store to store, there aren’t very many differences. This is where stores like Whole Foods and Trader Joe’s come in and break the “boring” grocery store mold. Unlike other chain supermarkets and grocery stores, Whole Foods and Trader Joe’s are specialty foods stores. They offer a variety of the freshest foods and ingredients grown both locally and from around the world. These stores are also very popular for their sustainability efforts that range from the organic products they sell to the paper bags they use when bagging customers’ purchases. These companies are also very well known for not only satisfying...
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...Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction Trader Joe’s By: Earl Kenneth Remo Jr. Dr. Christopher McGrath Business 520 Leadership and Organization Friday, October 24, 2014 Trader Joe's once began with the founder Joe "Trader Coulombe, while vacationing in the Caribbean, he launched a very unique store brand to compete against 7-Eleven and Pronto Markets. Based in my hometown of Los Angeles, California, Joe decided to revamp his business from Pronto Markets to Trader Joes in Pasadena back in 1967. Now, Trader Joe's is one of the best produce markets in all of Los Angeles. Me and my family have been shopping there since 1997. Matter of fact, our favorite location is 3rd Street and Fairfax Avenue in Farmers Market. They have the best fresh produce that you cannot even think of. I see how employees continuously stay consistent within the company. Trader Joe's uses a friendly, flashy, aggressive, customer-oriented approach to promote a positive work environment for its employees. Employees where Hawaiian shirts, great customer service in which employees will demonstrate and sample the product to its customers on a daily basis from their workstation. The employees have a "Do what we do" mentally at every store, every day and the employees do not have to change prices of the products regardless what holiday or special day it is. The culture of the company, its product knowledge, customer and community involvement is what management cultivates its store...
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...Research paper on Worker Attitude and Job Satisfaction Published by admin at 11:14 am under Example of Research Papers Thesis Statements: Attitude and Job Satisfaction: A worker attitude towards work is directly linked to the job satisfaction; a worker who is satisfied with his job performs better and excels at what he does. It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity. Introduction Worker attitude and job satisfaction deals with how an organization behaves. It involves the management directing employees into improving organizational and personal effectiveness. It plays an enormous role in determining the attitudes of employees and their job satisfaction. When an employee is happy, it is usually because they are satisfied with their work. This also improves the quality of their work. Attitude and job satisfaction may not fall completely on the management but also on the employees. If employees enjoy their work, they will not need external motivation from management, but instead the satisfaction they attain from completing their work will motivate them (Robbins, 2004). Job satisfaction is an individual’s contentment with their work. Its effect on productivity is either positive or negative. The relationship between job satisfaction and job productivity is however not consistent. An individual may still obtain high job productivity without...
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...EMPLOYEE ATTITUDES AND JOB SATISFACTION Lise M. Saari and Timothy A. Judge This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. © 2004 Wiley Periodicals, Inc. “Happy employees are productive employees.” “Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction— even at a time when employees are increasingly important for organizational success and competitiveness. Therefore, the purpose of this article is to provide greater understanding of the research on this topic and give recommendations related to the major practitioner knowledge gaps. As indicated indirectly in a study of HR professionals (Rynes, Colbert, & Brown, 2002), as well as based on our experience, the major...
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...between Job Satisfaction, Job Performance Attitude towards Work and Organizational Commitment Habib Ahmad Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan E-mail: habib.msfin26@iiu.edu.pk Tel: +92-03335339752 Khursheed Ahmad Lecturer in Department of Management Sciences, University of Swat, Pakistan E-mail: khursheed66@yahoo.com Tel: +92-03088787874 Idrees Ali Shah Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan E-mail: idree.as1985@gmail.com Tel: +92-033491093119 Abstract Many attempts are made to find determinants of job satisfaction and its relationship with other variables but most of the study is done in the west. This paper utilizes survey data collected form 310 employees of 15 advertising agencies of Islamabad (Pakistan) to test interdependency of job satisfaction and job performance, effect of organizational commitment and attitude towards work on job satisfaction and impact of organizational commitment and attitude towards work on performance. Response patterns, analyzed by gender, education, department, income and age are also discussed. Results show a weak relation between job satisfaction and performance where as organizational commitment has strong positive relation with performance and attitude towards work has a strong positive relation with job satisfaction. The study identifies insignificant impact of organizational commitment on job satisfaction and attitude towards work on job performance...
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...employee attitudes and job satisfaction. Research has been done on this subject, and it has been determined that there are 3 major knowledge gaps between HR practice and the scientific research. The article by Saari and Judge , “Employee Attitudes and Job Satisfaction” (2004), discusses not only what those gaps are but what could be done to bridge those gaps. Employee Attitudes The first of the 3 knowledge gaps between HR practice and the scientific research is finding out what the causes of employee attitudes are. The most crucial of the employee attitudes is job satisfaction. The definition of satisfaction as seen by E.A. Locke in his 1976 published article was “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Saari & Judge, 2004). We tend to use both feeling and thinking when we appraise our jobs, just like when we evaluate something of importance to us in our lives,. One of the influences that is usually overlooked by HR specialists when considering job satisfaction is the work itself (Saari & Judge, 2004). There have even been a number of studies that show how one’s job satisfaction can be influenced by one’s temperament. It has also been indicated that the differences in temperament or disposition of some employees can be linked to their differences in job satisfaction, although that relationship has not been fully understood yet. An employee’s culture can also have an impact on their attitude or job satisfaction...
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...Y * Categorized by different ages, but also distinguished by growing up under different socialization experiences; which in result could cause different values. * Such values differences might underlie the differential workplaces assets and preferences of leadership style. * Some indication that Gen X and Y are more inclined to value money, status, and rapid career growth than are boomers. * Also evidence that Gen X and Y, compared to boomers, see work as less central, value leisure more, and are more inclined toward work-life balance. * Research conducted by the Center of Creative leadership concluded that all work generations share the same values but express them differently. * Organizations may have to tailor jobs designs, leadership styles, and benefits to the generational mix of their workforces. Cultural Difference in Values Work Centrality * Work itself is...
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...JOB SATISFACTION INTRODUCTION According to Yang (2012) job satisfaction is deemed an attitude rather than a behaviour. It is the most and frequently studied and widely discussed work attitude Mc Clenney (1992). Robbins (2001) defined it as a general attitude toward one’s job; the difference between the level of reward workers receive and the level of reward they believe they should receive. Moreover, Locke (1976) defined job satisfaction as an enjoyable or positive emotional state as a result of evaluating one’s job and job experience. In empirical studies, researchers have often measured job satisfaction as having two distinct facets: intrinsic, that is, level of satisfaction with features associated with the job itself and extrinsic, that is, level of satisfaction with various facets associated with the environment in which the work is performed (Bogler, 2001) Job satisfaction is said to be a vital factor of productivity at work along with having the appropriate training, interests and motivation. Frustrations at work may derive from different aspects of the job itself or the work environment Tomina & Sorana (2011). Satisfied employees are more likely to stay with their organisation and contribute to the success of the company rather than unsatisfied employees. “Employee attitudes and intentions have impacts on employee effectiveness, customer satisfaction and organisational performance” Tomina & Sorana (2011). FACTORS THAT CAN LEAD TO SATISFIED AND DISSATISED EMPLOYEES ...
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...Employee satisfaction is an important factor for managers within any organisation, creating and obtaining satisfied employees not only increases job performance but also undoubtedly increases the performance of the organisation (Abu-Shamaa, Al-Rabayah & Khasawneh, 2015). An employee’s satisfaction is usually derived from job satisfaction and personal attitudes towards the organisation and its superiors. The debate is whether managers can create happy, productive and satisfied employees or if this notion of employee satisfaction is based upon biological makeup. Research has suggested that managers can create satisfied employees and that having an authentic leadership style in relation to attitudes and job satisfaction is effective in creating a happier and healthier work environment (Wong & Laschinger 2012). Employee satisfaction and job satisfaction are closely interrelated, Job satisfaction is defined by Locke (1983) as being a positive statement about employee’s thoughts related to assessments of job and job experiences (Tepret & Tuna 2015) and can be obtained by mentally challenging work, extrinsic and intrinsic rewards, supportive working conditions and supportive colleagues (Robbins et al 2014). Job satisfaction is an attitude and is distinguished with cognitive evaluation, which include affect (emotion), beliefs and behaviours (Ali, Edwin & Tirimba 2015). Attitudes reflect how we feel about something, they are evaluative statements that can be either positive...
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...Work-Related Attitudes: Prejudice, Job Satisfaction, and Organizational Commitment 1. Define attitudes and work-related attitudes, and describe the basic components of attitudes. Attitudes are the stable clusters of feelings, beliefs, and behavioral tendencies directed toward some aspect of the external world. Work-related attitudes involve such reactions toward various aspects of work settings or the people in them. All attitudes consist of a cognitive component (what you believe), an evaluative component (how you feel), and a behavioral component the tendency to behave a certain way). Attitudes: Relatively stable clusters of feelings, beliefs, and behavioral intentions toward a specific object, person, or institution. Work-Related Attitudes: Attitudes relating to any aspect of work or work settings. Evaluative Component: Our liking or disliking of any particular person, item, or event. Cognitive Component: The things we believe about an attitude object, whether they are true or false. Behavioral Component: Our predisposition to behave in a way consistent with our beliefs and feelings about an attitude object. 2. Distinguish between prejudice and discrimination, and identify various victims of prejudice in organizations. Prejudice refers to negative attitudes toward members of specific groups, and discrimination refers to treating people differently because of their prejudices. Today’s workforce is characterized by high levels of diversity, with many groups...
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...approaches and job satisfaction are similar in each. Charles Emery and Katherine Barker’s article, “The Effect of Transactional and Transformational Leadership Styles on Organizational Commitment and Job Satisfaction of Customer Contact Personnel”, assess the effect of transactional and transformational leadership styles on job satisfaction and the accountability of customer service personnel. The research suggests that some styles of management, such as transformational leadership, may be more effective in the dedication of customer service employees. Daniel Koys’ article, “The Effects of Employee Satisfaction, Organizational Citizenship Behavior, and Turnover on Organizational Effectiveness: A Unit-Level, Longitudinal Study”, addresses the issue of whether business outcomes are influenced by employee attitudes and behaviors or vice versa. In addition, the researchers concentrate on organizational citizenship as well as employee turnover. Each research study in this paper will be addressed as Article 1 and Article 2 respectively throughout this paper. Comparison of Research Questions Both of these topics examine employee outlook and job gratification in the workplace as well as the impact employees have on customer mindsets and business outcomes. In article 1, transformational leadership and its relationship with employee attitude was also questioned. These researchers further hypothesized that transformational leadership would result in a positive employee attitude and overall...
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...Attitudes Attitudes, Job Attitudes, Personality and Values Attitudes Evaluative statements or judgments concerning objects, people, or events Cognitive Component The opinion or belief segment of an attitude Affective Component The emotional or feeling segment of an attitude Behavioral Component An intention to behave in a certain way toward someone or something 1 2 Nature of Evaluations Underpinning Attitudes • Attitudes not represented on single continuum e.g. totally +ve to totally –ve • Rather, evaluate attitude objects on both positive and negative dimensions (Cacioppo et al 1977) – – – – positive attitude = Hi +ve reaction & Lo -ve reaction negative attitude= Lo +ve reaction & Hi –ve reaction indifference = Lo +ve reaction & Lo –ve reaction ambivalence = Hi +ve reaction & Hi –ve reaction The Theory of Cognitive Dissonance Cognitive Dissonance Any incompatibility between two or more attitudes or between behavior and attitudes Individuals seek to reduce this gap, or “dissonance” Desire to reduce dissonance depends on: • Importance of elements creating dissonance • Degree of individual influence over elements • Rewards involved in dissonance 4 • Since evaluations of attitude objects ‘automatic’ some consider attitude formation to be a reflex e.g. Chaiken et al., 1996 – But range of personal and social factors influence nature of our evaluations Measuring the A-B Relationship Recent research indicates that attitudes (A) significantly predict...
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...really been satisfied with their chosen job, career choice, and an anticipated promotion or being bored with certain levels of achievement? It is difficult dealing with employee’s attitude and wondering if he or she is or is not satisfied on the job and also wondering if his or her level of motivation toward success is being achieved to produce at the level the company needs to succeed. These areas are studied in what is called the three gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal is employee attitude in particular what promotes job satisfaction. I will attempt to explain the three gaps described in HR practices according to the article by Lise M. Saari titled “Employee Attitudes and Job Satisfaction” are the causes of employee’s attitudes, the results of positive or negative job satisfaction, and how to measure and influence employee attitudes. This paper will also explain how and to which extent research on job satisfaction resolves each of the three gaps, and I will use at least two examples to show where do the gaps still exist and how future research on job satisfaction can help to close these gaps? GAP ONE: ATTITUDES The dispositional influence correlates to Maslow’s theory of an individual needs. Other than the principles needs of a human, food, water, shelter, and spiritual needs, a person needs to fulfill other outside need and advocates of job enrichment have argued that most work tasks...
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...Chapter -IINTRODUCTION1.1Job Satisfaction:Job Satisfaction is the favorableness or un-favorableness with which the employeeviews his work. It expresses the amount of agreement between one’s expectation ofthe job and the rewards that the job provides. Job Satisfaction is a part of lifesatisfaction. The nature of one’s environment of job is an important part of lifeas Job Satisfaction influences one’s general life satisfaction.Job Satisfaction, thus, is the result of various attitudes possessed by anemployee. In a narrow sense, these attitudes are related to the job undercondition with such specific factors such as wages. Supervisors of employment,conditions of work, social relation on the job, prompt settlement of grievancesand fair treatment by employer.However, more comprehensive approach requires that many factors are to be includedbefore a complete understanding of job satisfaction can be obtained. Such factorsas employee’s age, health temperature, desire and level of aspiration should beconsidered. Further his family relationship, Social status, recreational outlets,activity in the organizations etc. Contribute ultimately to job satisfaction.1.2 FACTORS INFLUENCING JOB SATISFACTION The major factors influencing job satisfaction are presented below:SUPERVISIONTo a worker, Supervision is equally a strong contributor to the job satisfactionas well as to the job dissatisfaction. The feelings of workers towards hissupervisors are usually similar to his feeling towards the company...
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