• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

The importance of attitude.

Extracts from this document...

Introduction

Introduction The concept of attitude, although variously defined, is most commonly employed to designate inferred dispositions, attributed to an individual, according to which his thought, feeling, and perhaps action tendencies are organized with respect to a psychological object. Attitudes have three main components: cognitive, affective, and behavioral. The cognitive component concerns one's beliefs; the affective component involves feelings and evaluations; and the behavioral component consists of ways of acting toward the attitude object. The cognitive aspects of attitude are generally measured by surveys, interviews, and other reporting methods, while the affective components are more easily assessed by monitoring physiological signs such as heart rate. Behavior, on the other hand, may be assessed by direct observation. Not much more than a hundred years ago the term 'attitude' was used exclusively with reference to a person's posture. To describe someone as adopting a threatening attitude or defiant attitude was to refer to his physical mien. True, the word can still be used in this manner. But nowadays attitude increasingly connotes the psychological rather than the immediately physical orientation of a person, his mental state rather than his bodily stance (Fleming, 1967). Few, in any, organizational scientists disagree that attitudes play a central role in the discipline. ...read more.

Middle

If they are, then the human resource department becomes of strategic importance to organizations in their plans to develop a more effective work force. Employees' commitment to an organization is a function of the extent to which an organization is committed to them. A third, but by no means separate issue, concerns the financial impact of human resource activities on the organization. Utility analysis provides a perspective within which the potential financial value of human resource activities can be determined. Employee attitudes are a probable contributor to the financial impact of a particular intervention. A single employee attitude, job satisfaction, is again used for purposes of illustration. Job satisfaction has been shown to have a combined effect of significantly reducing turnover (Cotton & Tuttle, 1986) and pro-union voting (Heneman & Sandver, 1983), in addition to slightly affecting absenteeism (Hackett & Guion, 1985) and job performance (laffaldano & Muchinsky, 1985), and is therefore a reasonable variable to account for in utility analysis. Our specific focus is on the perceptions that employees have concerning the commitment the organization has to its human resources program. If these perceptions are positively related to job satisfaction, then by extension, the overall perceived organizational commitment to human resources should have measurable utility. ...read more.

Conclusion

Aggregate citizenship behaviors would improve group performance because they help people work together (Organ, 1988; Podsakoff, Ahearne, & MacKensie, 1997). Employees who help each other would not have to go to supervisors for help, leaving the supervisors free to do more important things. Organizational citizenship behavior would also help coordinate activities among team members and across groups (Podsakoff et al., 1997). On the other hand, employee attitudes cannot influence organizational effectiveness on their own; employees must also behave appropriately. Two employee behaviors that are important to many managers are job performance and retention. Conclusion In conclusion, it can therefore be seen that attitude is an important factor for an organisation. The performance, customer satisfaction and also the finance of the organisation could be influenced by employee attitude. But, Organizational performance is not simply a sum of individuals' performances; therefore it may be influenced by factors other than that affecting individual-level performance. One of these factors may be "shared values." If a unit's employees share positive attitudes, they should have norms of cooperation and collaboration, which in turn enhance unit productivity. An important assumption in management is that employee attitudes and reactions to organizational change are associated with departmental performance. In a service business, customer satisfaction is a critical performance indicator along with measures of unit productivity and administrative effectiveness. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Produce a case study comparing two business organisations, investigating the extent to which each ...

    This year the Tesco Charity of the Year is Barnardo's. During 2003 Tesco staff throughout the UK will be taking part in events and activities to raise funds for the charity, which will receive a 20% "top up" from the Tesco Charity Trust.

  2. Managing Human Resources in Marks & Spencer.

    The external labour market This is a market of potential employees for Marks and Spencer or any particular organisation to choose from when recruiting more workers. The employees are usually listed locally, regionally or nationally whom have the skills and experience required at a particular time.

  1. John Smithers at Sigtek - Organizational Behavior

    In addition, Smithers could award monthly non-monetary awards for runners-up, work teams, etc. The use of monetary rewards will not only capitalize upon the value of setting goals, but also use expectancy theory to indicate instrumentality, meaning the idea that their actions will be rewarded. Recommend changing the work structure.

  2. A study of Asda's personnel performance indicators.

    Personnel performance indicators are measures in labour turnover, absenteeism, labour productivity and waste levels used to find out how efficient a personnel department is. I intend to investigate both labour turnover and absence at Asda in Kendal because these are the only indicators dealt with by the personnel department, the other measures are dealt with by department managers.

  1. Knowledge of the responsibilities covered by the human resources function with in the business, ...

    The quality of the information is very good because the information available on the personal specification is exact and tells precisely what attributes candidates should have essentially, meaning they should have it. What would be desirable and how they are going to identify to Shipley College that they have these attributes.

  2. The human resource function

    For example, new employees will have to be completely trained for their specific job. This will involve induction training which can be done either whilst the business is in working hours of after working hours are over. Either way the business will have to have a professional worker training the new employees, which costs time and money.

  1. Human Resources Assignment - Sainsburys.

    Sainsbury's usually do ask for a CV when a person is applying for a job. RECRUITMENT AND SELECTION AT SAINSBURY'S Identifying future staffing needs and planning for a supply of appropriate labour is what the human resources plan is concerned with.

  2. This report is based on functions of the Human Resource department at HSBC Bank. ...

    Recruitment and selection - to ensure company objectives are met; to bring in new ideas; to appoint employees who are suitably qualified and experienced. Training and development - to allow new employees to settle quickly; to help employees develop and make additional contribution to the work of the firm.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work