Job Satisfaction and Employee Attitude

The assignment content highlights the importance of job satisfaction in an organization, which is determined by factors such as employee commitment, positive attitude, and organizational support. Job satisfaction leads to a sense of happiness and fulfillment, leading to increased motivation and productivity. The role of managers is crucial in fostering job satisfaction by recognizing employees' efforts, providing rewards and recognition, and creating a positive work environment. Ultimately, job satisfaction leads to a positive vibe in an individual, encouraging them to improve and excel in their field.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
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1ORANIZATIONAL BEHAVIOR
Introduction
The organizational behavior plays an important role to determine the settings of
organization. The theory of attitude is one of the important theories to be discussed here. The
purpose of the topic is to state about the link between behavior and attitude which can be
established in an organizational environment. The way the implementation of the link would
happen which would lead to the success of the organization in the future. Ultimately, the
environment of the organization would frame out the attitude of an employee with his co-
workers and also towards the organization (Greenland 2013). The purpose about the topic further
elaborates about the different factors which would indicate the job satisfaction of the employees.
The leadership of the manager would also play an important role to determine the environment
of the workplace (Greenland 2013). He carries the sole responsibility to supervise the staffs who
are working under him and also looks forward to bring success to the organization where they
are working.
Balancing attitude and behavior
Attitude and behavior are the inevitable terms which have to be balanced properly. The
main actor is the attitude which further determines the behavior of the employee and the
employers. The attitude of the person influences the character of a person. The person who is
carrying a positive attitude would win the behavior of the other people who are working with
him (Albarracin et al. 2014). The attitude of a person may vary with the time and situation.
However, by following the theory of change, it can be determined that a person undergoes
certain changes which further affect the behavior of the person might be in a more at times in a

2ORANIZATIONAL BEHAVIOR
disruptive manner. The attitude of a person brings final shape to the behavior of the person
towards his co workers and other employees (Albarracin et al. 2014; McLeod 2014).
Attitude can be classified and pressurized under the different terms of characters such as,
if a person is capable of handling things properly by using his rational mindset, it would become
easier for the person to change the set of his behavior and keep his attitude fixed towards any
kinds of situations (Yucel 2012). Over here the importance of knowledge is being showed which
determines that a person carrying a rational mind and a set of knowledge which would further
determine the attitude of a person. The organization needs to take the responsibility to make the
employees understand about the changes which are brought forth by the organization. If the way
of making understand to the employees carrying certain positive reflections, then it would be
easier for the person to reply upon the strategy of the task in a more positive manner (Shin et al.
2012)
A person in the organization must be happy with his job and the positive elements which
would grow in his attitude would be determined by the raise of income and number of holidays
which would be given to the employees by the organization. The employees at times tend to
behave negatively in the organization because due to the attitude being shown by the manager to
the employees (Yucel 2012). If the manager fails to explain the drawbacks of the employees in a
more positive manner, this would further affect the behavior of the employee and he would tend
to behave negatively with the other employees in the organization. It is the responsibility of the
managers to understand the values of the individuals and also the organization and also to align
them properly to make the environment of the office conducive (Yucel 2012).

3ORANIZATIONAL BEHAVIOR
Attitude tends to influence the behavior of the person as mentioned before. Therefore, in
this regard, it is the sole responsibility of the organization to determine the success of the
organization. This could only happen through the raising of the income of the employee, giving
rewards to the employees. These are the important aspects of the organization which are needed
to be followed accordingly to bring job satisfaction to the workers of the organization
Usefulness of Attitude
Attitude acts as a guiding principle of a person in order to guide him to cross the several
obstacles of life. It is the attitude of the person who carries out the potentiality to influence the
behavior of the person in an extent way (Goetsch 2014). It also affects the people working in the
organization. People who are determined by their positive character leaves a greater and good
effect on the administration of the organization. The work performances and also the co-workers
are being determined by the implementation of the attitude of a person. Attitude depends upon
certain elements which incorporate Satisfaction of job, a person’s positive involvement in the
performance in the organization and a person’s hard core commitment with his positive attitude
would determine the character of his personality and how much hard working he is to give his
best to the organization.
Important factors which are affective the job satisfaction
Job satisfaction would indicate an employee’s satisfaction with the working of the
organization. It is the most important element which would determine the character of the person
(Thompson 2012). The manager must support the working of the employees so that the
employees can work more with the job satisfaction that they would carry while implementing
their function. It is the job satisfaction which would determine the true spirit of the employees.

4ORANIZATIONAL BEHAVIOR
The Job satisfaction is being supported by the organizational factors which are further inculcated
into the level of occupation, happiness in job, conditions of work, and positive relations with the
supervisors (Thompson 2012).
If a person gets the promotion and gets the ability to work at a higher position in the
office, this would further bring satisfaction to the employees. The employees would be happy if
they get a greater amount of payment at right time. The employee would be much more happy if
he gets the promotion and succeeds in achieving the level of organization that he is opting for.
The job satisfaction of the employee would incorporate the happiness that an employee would
achieve with the work he is going to do (Eslami and Gharakani 2012). The functions of his work
would further elaborate on the attitude and behavior of the employee and this would leave a
positive impact over the environment of the organization as a whole. The environment of the
work also plays an important role in determining the behavior and attitude of the person. The
employees must also be recognized for the works that they are doing for the betterment of the
organization. If they are not recognized in a more justified manner, this would lead to the job
dissatisfaction and a monotonous life of the employees. Therefore, the rewards and recognitions
by the organization to the employees would bring them job satisfaction and induce in them a
positive behavior (Mowday et al. 2013).
Finally, if the person is happy with the job and this would lead to a positive vibe in a person. The
person would encourage the person to improve more in his given field.
Responsibility of Manager
It is the responsibility of the manager to look after the workings of the staff and how the
employees are committed to their works for the organization. The satisfaction of the job further

5ORANIZATIONAL BEHAVIOR
elaborates the workings of the employees (Nielsen 2013). It is the effective leadership of the
manager who would take care of the job that his staffs are performing. It is the sole responsibility
of the managers to encourage the employees properly in terms of their success to the
organization (Nielsen 2013). According to the views of the employees, a job security, good pay
for them are the elements of motivators in their working. Even the managers do agree on the
point that a good salary, renummeration would be enough to give satisfaction to the employees.
However, a good manager always looks forward to communicate with the team and always make
sure that the employees are working in a more justified manner.

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References
Albarracin, D., Johnson, B.T. and Zanna, M.P. eds., 2014. The handbook of attitudes.
Psychology Press.
Eslami, J. and Gharakhani, D., 2012. Organizational commitment and job satisfaction. ARPN
Journal of Science and Technology, 2(2), pp.85-91.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Greenwald, A.G., Brock, T.C. and Ostrom, T.M. eds., 2013. Psychological foundations of
attitudes. Academic Press.
McLeod, S., 2014. Attitudes and behavior. Retrieved on March, 10, p.2015.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
Nielsen, K., 2013. How can we make organizational interventions work? Employees and line
managers as actively crafting interventions. Human Relations, 66(8), pp.1029-1050.
Shin, J., Taylor, M.S. and Seo, M.G., 2012. Resources for change: The relationships of
organizational inducements and psychological resilience to employees' attitudes and behaviors
toward organizational change. Academy of Management Journal, 55(3), pp.727-748.
Thompson, E.R. and Phua, F.T., 2012. A brief index of affective job satisfaction. Group &
Organization Management, 37(3), pp.275-307.

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Yücel, İ., 2012. Examining the relationships among job satisfaction, organizational commitment,
and turnover intention: An empirical study. International Journal of Business and
Management, 7(20), p.44.