Employee Attitude and Organizational Success

This assignment examines the crucial relationship between employee attitudes, job satisfaction, and organizational commitment. It emphasizes how a positive attitude among employees can drive increased commitment and ultimately contribute to organizational growth. The analysis delves into the influence of management practices and organizational culture on these factors, highlighting their significance in today's competitive business environment.

Running Head: Organizational Behavior
Organizational Behavior

Organizational Behavior 1
The essay provides a brief overview of attitude and behavior of different people and it also
explains that how the behavior of a person is influenced by the other people existing in their
surroundings. Additionally, the essay tells about the significance of attitude of a persona along
with the organization.
The behavior of the people which they assert in the professional environment is influenced by
their attitudes. Supposing if a person has a negative outlook toward other coworkers existing in
the workplace, then it will affect the attitude of that particular person; their behavior will change
towards them. Also, the fact shall be noticed that attitude of a person contributes to their
behavior at the workplace. The attitudinal aspect helps a person to measure and analyze the
seriousness of s a person towards their work (Luthans, Luthans, and Luthans 2015). In many
pieces of research it has been found that attitude is an intangible and imaginary concept which
drives changes in the behavior of people. Thus, in a workplace people should focus on their
attitudes as a change in attitude can reflect the growth of an organization as well. A positive
attitude will initiate positivity in the nature/ behavior of a person which will motivate the person
to perform more tasks competently whereas on the other hand negative attitude will initiate
negative though in the behavior of the person which will demotivate them leading to decrease in
efficiency. Further, the attitude of person highly depends upon social and behavioral norms and
rules (Giauque 2015). There are many circumstances under which a person becomes capable to
determine the behavior of a person at a workplace. The manager of the organization needs to be
attentive in order to identify the actual attitude of an employee of the organization. The work
attitude of a person gives clues to the manager that who will perform better and who has the
potential to excel just need to change attitude (Ritz, et al., 2014).

Organizational Behavior 2
The attitude and behavior share a unique relationship which affects all the activities of a person
which perform during their course of action. Thus, if in an organization the manager wants to get
aware regarding the behavioral change in a person, then they need to determine the attitude of
them. Attitudes are the opinions, beliefs, and aspects which prevail in a person mind relating to
the environment and the people. The attitude determines the behavior of a person at work in
many different situations. Like, when the distribution of work is made in the organization, at that
very moment the attitude of people can be identified by the manager (Azanza, Moriano and
Molero 2013). If the employees come up together to perform the task, then I can be said that
their behavior is driven by positive attitude whereas if nobody shows up and assumes that the
manager will not assign them a duty, and then negative attitude will show up in the behavior of
the person. Thus, the fact shall be understood that behavior is highly influenced by the attitude of
the person. And the behavior of a person highly affects the ongoing activities in the organization.
So, the manager shall aptly look after, understand and take care of the attitude of people to
initiate the easy flow of work (Hülsheger, etl al., 2013).
In the personal context, it shall be known that attitude extremely affects the activities of a person
which they perform in the day to day life. Attitude is the most important thing which helps and
support people to achieve the success they have wished. A good attitude is a personal asset of a
person, it helps them to understand thins better, adopt changes easily and manage workflow in a
team.it acts as one of the most important factors which helps an individual to overcome the highs
and lows in life. Since it is known that attitude is one of the most important which helps a person
to coupe up with the atrocities of life, thus it is an important factor which determines the growth
and success of a person in professional as well as personal life (Pinder 2014). Attitude helps a
person to judge and create an opinion about people and other things prevailing in the

Organizational Behavior 3
environment. The attitude is affected by many things and activities as well. But any change in
behavior or one's personality has a reason and that reason is analyzed by the mind on the basis of
the attitude. Like, if a person has experienced some sad happenings around the ocean, then they
will automatically develop a negative attitude towards the event happening around the ocean.
Therefore, if any opportunity comes them near the ocean, then they will envy it and assume it to
be fake on the basis of their attitude. Thus in this way, the attitude affect the behavior of the
person and initiate success in their life (Mowday, Porter, and Steers 2013).
Job satisfaction refers to the feeling which a person possesses towards their job. Job satisfaction
is one of the import aspects which determine the behavior of the employee in the organization. it
refers to the satisfaction level which employees during their job period. On the basis of their
satisfaction level achieved the employee work in an organization, this shows that higher the
satisfaction more efficiency in the work and vice versa. On the other hand, organizational
commitment refers to the emotional attachments which the employees gain towards their job and
the organization with time (Chun, etl al., 2013). This factor also provides assistance to the
organization in receiving efficiency. It shall be known that more the employees like their
workplace environment and job, more they are motivated to work and provide maximum benefit
to the organization. It shall be noted that both the factors directly or indirectly help the
organization in achieving greater satisfaction; they overlap each other as if an employee is happy
with their job, and they will get motivated and more committed towards the objective of the
organization. An organization shall track such attitudes of the employees as they are directly
associated with the outcomes the company received from the implementation of the business
process (Fu, and Deshpande 2014).

Organizational Behavior 4
Solely none of the factors has worked for the organization in achieving the desired satisfaction
level, but the combination of both helped the organization in achieving the objectives. The
employee's attitude towards these two factors (job satisfaction and organizational commitment)
has acted as an indicator to the cohesion between the members of the organization and the
management. Job satisfaction is a determinative factor of the organizational commitment. But the
main point of difference between both the factors is that organizational commitment is the
emotional response which the employees have toward the particular organization in which they
work and job satisfaction is the emotional response which the employees possess to any job
which they perform (Hogg, and Terry 2014). Apart from that, the two factors are highly
interrelated with each other and assist each other in maximizing the benefits received by the
organization. In regards to the growth of the organization, it is mandatory for the manager to
initiate adequate communication in the organization and look after the organizational
commitment which the employees possess in the organization. It is a wider term which shall be
understood by all, it is the level of affection which an individual develops in their attitude for the
organization with time. Further, it is the duty of the manager to look after the attitude of each
employee of the organization and determine their organizational commitment, because if the
employees of the organization to their particular organization then the company might face in its
working. Like, if some price sensitive information is delivered to the employees and the
employees are not loyal/ committed to the company, then there might be a risk that the
employees can the information which can negatively affect the growth of the organization.
Another way that if the employees are highly motivated and committed to the organization then,
their attitude will change positively and they will initiate activities which will positively affect
the growth of the organization (Dhar 2015).

Organizational Behavior 5
Further, it shall be noted that all these factors depends upon the attitude of the employees and
affect their behavior in positive or negative way. So, if the manager takes initiative to resolve the
problems of employees and provide them greater satisfaction in their job, then the employees can
become more committed towards the organization. Employees being the most important asset of
the organization shall drive the organization in the right direction otherwise the company can
lose its pace. Thus, in the limelight of above-mentioned events, it shall be noted that attitude of
employees affects the change in the behavior of them in an organization (DuBrin 2013). Also,
the fact shall be taken into account that job satisfaction and organizational commitment are the
two most important factors which affect and has the power to change the attitude an employee in
an organization. All these factors are interlinked with each other and somehow emphasize the
growth of an organization in the global environment. So, the manager shall always initiate to
provide maximum satisfaction to employees and keep them committed to the organization to
gain better results.

Organizational Behavior 6
References
Azanza, G., Moriano, J.A. and Molero, F., 2013. Authentic leadership and organizational
culture as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las
Organizaciones, 29(2), pp.45-50.
Chun, J.S., Shin, Y., Choi, J.N. and Kim, M.S., 2013. How does corporate ethics contribute
to firm financial performance? The mediating role of collective organizational commitment
and organizational citizenship behavior. Journal of Management, 39(4), pp.853-877.
Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management, 46, pp.419-430.
DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective.
Elsevier.
Fu, W. and Deshpande, S.P., 2014. The impact of caring climate, job satisfaction, and
organizational commitment on job performance of employees in a China’s insurance
company. Journal of Business Ethics, 124(2), pp.339-349.
Giauque, D., 2015. Attitudes toward organizational change among public middle managers.
Public Personnel Management, 44(1), pp.70-98.
Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts.
Psychology Press.
Hülsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., 2013. Benefits of mindfulness
at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job
satisfaction. Journal of Applied Psychology, 98(2), p.310.

Organizational Behavior 7
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-
based approach. IAP.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Ritz, A., Giauque, D., Varone, F. and Anderfuhren-Biget, S., 2014. From leadership to
citizenship behavior in public organizations: When values matter. Review of Public
Personnel Administration, 34(2), pp.128-152.