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The importance of attitude.

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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.

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