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Chapter 9

Employee Attitudes &

Their Effects

Why people hate their jobs?

What do a dissatisfier do ?

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Content

We are going to learn some jargons

- Job satisfaction

- Job involvement

- Organizational Commitment

- Work mood

Effects of employee attidudes:

- Turnover, Absence & Tardiness, Theft, Bending therules, Violence

Can we change employees attitudes?

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Introduction

-ve attitudes are:

a symptom of underlying problems

reduce organizational competitiveness

A key challenge:

dealing with employees who have developed

an attitude of entitlement

(believing they deserve things as society owes it to them)

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Job Satisfaction

Feelings, thoughts, and intentions

spillover effect

Off-the-job environment indirectly influences

feelings on the job

Job satisfaction influences general life satisfaction

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Job Involvement

The degree to which employees:

Invest time and energy in them

View work as a central part of their overall lives

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OrganizationalCommitment

Commitment is stronger among:

Long-term employees

Those with personal success in the organization

Those working within a committed group

Organizationally committed employees:

good attendance

attach to company policies

lower turnover rates

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ways to decrease employee commitment:

Excessive blaming Insincere gratitude

Inconsistencies

Inflated egos and bullying

ways to increase employee commitment:

Clarity of rules & policies

Investments in employees Respect & appreciation for efforts

Employee participation & autonomy

Making employees feel valued

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Work Moods

+ve moods: energy, passion, vitality & enthusiasm

better customer service, lower absenteeism, greater

creativity, & interpersonal cooperation

directly affected by managerial actions

Praise, fun atmosphere, pleasant surroundings,

social interaction

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* Effects of Employee Attitudes

Dissatisfied employees:

Psychological withdrawal

Physical withdrawal

Aggression

Satisfied employees:

Go beyond the call of duty

Have good work records

Actively pursue excellence

High satisfaction does not guarantee high performance

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Turnover

- ve effects:

Separation costs

Training costs

Vacancy & replacement costs

Morale effects

+ ve effects:

opportunities for internal promotion

remove disruptive employees

Recruit new expertise

Satisfied employees are less likely to quit

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Absences & Tardiness (late/ slow to act)

Presenteeism

Working when you shouldnt be (e.g. flu, depression)

Reduces productivity by 33%

Theft & Fraud

Bending the Rules(intentionally interpreting organizationalpolicies for personal gain)

Violence(verbal / physical aggression)

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* Changing Employee Attitudes

Tie rewards to performance

Set challenging goals

Define clear expectations active listening skills

frequent feedback

Show concern for employee feelings

participate in decision making

Show appreciation for effort and citizenship