Attitude, Job Satisfaction, and Organizational Behavior Report

This report examines the critical relationship between employee attitudes, job satisfaction, and organizational behavior. It explores how positive employee attitudes, influenced by factors such as management styles and motivational theories like Herzberg's two-factor theory and Maslow's hierarchy of needs, contribute to increased productivity and organizational success. The report highlights the importance of addressing employee dissatisfaction and fostering a work environment that promotes job involvement and commitment. It further discusses the impact of attitude and behavior on employee motivation, emphasizing the role of incentives, recognition, and opportunities for growth in enhancing overall performance. The report concludes by underscoring the significance of employee attitudes and job satisfaction as key determinants of organizational effectiveness and the need for proactive management strategies to cultivate a motivated and engaged workforce.

Running Head: ATTITUDE AND JOB SATISFACTION
Attitude and job satisfaction
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ATTITUDE AND JOB SATISFACTION 1
Introduction
It has been seen that the attitude of a person working in the company is related to job
satisfaction and also has a very large impact on the behavior of any organization. For bringing
any positive change related to the present business environment, a satisfied employee plays a
very important role (Avey, Wernsing and Luthans, 2008). A positive employee is always self-
motivated and hence spreads positive energy in the organization working environment and thus
automatically enhances the productivity of the organization. From years many researchers have
contributed in the employee motivation by providing theories like Herzberg`s two-factor theory,
Lawler`s theory of expectancy, Vroom`s expectancy and Maslow`s needs of hierarchy theory. As
per Adam, 2010 the leader and manager of any organization has a very important duty to keep
their employees motivated in order to gain effective and efficient outcomes (Oreg, Vakola and
Armenakis, 2011). As per the study, it has been found that there are some aspects by which the
management of any organization can find out the particular behavior of the employee and can
reshape it according to the organization need.
The connection of job satisfaction and attitudes with organization behavior
It has been seen that for enlarging the success range in relation to efficiency, attitude plays a very
important role by acting as a life partner. In present time many companies and organizations are
struggling in retaining their experts for a long time and the main reason behind high leaving rate
is dissatisfaction related to the job. According to many studies, the overall performance of any
organization is directly related to the amount of attitude and job satisfaction (Klassen and Chiu,
2010). Higher the percentage of attitude and job satisfaction, higher will be the overall
performance of the organization. Attitude is mostly connected with the choice related to some
aims, actions or related persons. There are three main components which are related to the
attitude and also are very important for bringing proper impact that is a cognitive component,
effective component, and behavioral component. In most of the cases, attitude generate a force
which motivates to conduct the business process in a particular direction. The growth of any
organization is totally dependent on the positive environment it is carrying in their business
operation which is related to the employees. According to many researchers, it has been
discovered that understand of the workforce with the job satisfaction is always a first priority
(Nadiri and Tanova, 2010). Any organization is always revolved with many attitudes like job

ATTITUDE AND JOB SATISFACTION 2
involvement, commitment made by the organization, involvement of the employees, job
satisfaction and support needed by the organization. For any organization, it is the prime duty of
the management department to explore the satisfaction level of the employees related to the
concerned job because it is very common that dissatisfaction from job generates a negative
impact on the growth of any organization. It has been found out that job satisfaction can be
related with the two aspects one is global rating and other is the summative score.
If the attitude of the employees is negative towards his/her manager, then the efficiency and
effectiveness of the work will automatically move towards lower performance of the
organization (Valentine and Fleischman, 2008). It is very significant for the organization to
involve their employees in every process in order to create a unique image in the market. For any
job there are only two sides of the coin either satisfied or dissatisfied so a significant amount of
focus should be made in order to enhance the satisfaction level of the employees so that they
may not leave the organization because leave organization means loss of money and time
invested on their training. In case of dissatisfaction the employees their self-display some kind of
behavior like showing less interested, accepting without any suggestion or sometimes neglecting
(Kafetsios and Zampetakis, 2008). For achieving higher growth each employee must contribute
their best which can be possible with the help of strong attitude.
The association between attitude and behavior has a robust influence on the connection between
job fulfillment and organizational promise. Attitude and behavior also have mediators like a
purpose to alter one’s attitude, which in return alter one’s behavior. Attitude heads behavioral
accomplishment (Mahmoud, 2008). In positions of the association between job gratification and
organizational promise, there are numerous aspects that can inspire the association.
The first aspect has to do with decision stages. Take one example, a person is working in an
organization and feel fairly devoted to the organization as a partial, but not feel satisfied with the
extent of salary that is obtained for this work. Hence, the equilibrium among employees behavior
and person attitude are not in link with each other. The second aspect that impacts the association
between organizational promise and job gratification has to link with the substitute choices
(Hulsheger, Alberts, Feinholdt and Lang, 2013). Which will give rise to doubt that this
organization is good for my growth or is there something which I can reshape to improve
performance? One example is, person’s approach toward his or her task may be gratification, but

ATTITUDE AND JOB SATISFACTION 3
the person might not sense dedicated to the group. If the person is not dedicated to the group by
their behavior, then person might initiate to contribute in pledge creative effort behaviors
because of person lacks dedication in their respected work.
The third aspect that inspirations the association between organizational promise and job
gratification has to do with the speculation that one was located in their respective job. A person
might sense that they have devoted various years functioning in this organization, but they might
not feel pleased in this organization (Card, Mas, Moretti and Saez, 2012). In some case, the
person may evaluate whether or not it is a sensible decision to exit the particular organization
and risk likely significances or to stay with the job even with dissatisfaction.
These three aspects have an important part in whether or not person attitudes and behaviors will
remain align with each other. If there is an inconsistency, cognitive disagreement is probable to
happen (Giallonardo, Wong and Iwasiw, 2010). One example, the person that is dedicated to
their organization but not pleased with his or her job might sense that the only mean to raise the
knowledgeable sensation of cognitive disagreement would be to exit such organization.
Impact on employee’s motivation on work
There are many types of motivational theories that assist in offering the chosen concepts relating
to the situation of the employee's motivation. For achieving the desired outcome leaders and
managers of the related organization plays a significant role in raising the performance of the
employee because it has been seen that in most of the cases the performance of the employee is
kept as a benchmark for the growth of the organization (Bright, 2008). In such situation training
provided by the manager to their concern employees helps them to raise their performance in
their respective workplace which in return impacts the effectiveness of the business operation of
the organization. As per study job satisfaction and attitude are the two players which help the
organization to achieve profitability because when a person joins an organization, they have to
go through number of processes related to their development and if they feel they are getting it,
and then they will put their full efforts to achieve the organization goal (Judge, Piccolo,
Podsakoff, Shaw and Rich, 2010). In present time many corporates are actually motivating their
employees to go for some startup in order to gain necessary skills and abilities which will help
the organization to gain some competitive advantage over other companies present in the market.

ATTITUDE AND JOB SATISFACTION 4
Organization and managers are known as the role model for motivation in the eyes of the
employees and so assists employees to find out pleasure and responsibility in their concern work.
Though motivating employees actually requires some amount of theories which are related to the
motivation at the workplace to create a base for practice, actions which can generate positive
results in the work process.
(Sadri and Bowen, 2011)
Maslow described that the wants of the employees need to be analyzed correctly in command to
raise their job pleasure. It actually indicates the steps which a common person follows for
attaining happiness in their lifespan and the same theory is used by the organization in order to
motivate their employees. Maslow predictable that needs is satisfied in a positive way also those
high-level needs might only be pleased before low-level needs are met. The wants of the
workforces are, as of foundation to the top of the hierarchy: functional needs, security as well as
defense, social, value and position along with the requirements for self-actualization or
prevailing up to persons completes potential. Inside the concerned workstation, great amount
workforce physiological needs are met. Safety then goes out to be an anxiety, with the confident
kind of task which have additional security encounter than the others. For aggregate the
presentation of the employees as well as the whole association, the greatest vital is to understand
the required structures of the Herzberg’s two-factor theory.
There are some features which assistance in emphasizing the obligation and the wants of the
employees concerning their gratification connected to the task. There are certain of the decisive

ATTITUDE AND JOB SATISFACTION 5
points which are comprised inside the job gratification which are accomplishment, gratitude;
work itself, accountability, progression, and the anticipated growth. The executives of the
concerned company need to recognize or distinguish the presence of the workforces and then
they must offer the anticipated wisdom of motivation in command to upsurge the efficacy of the
connotation. Job satisfaction and attitude generate an enormous influence on the motivating the
particular employees inside the apprehensive place of work (Braun, Peus, Weisweiler and Frey,
2013). There are dissimilar kinds of the approaches used by numerous of the known corporates
to inspire their respected workers like inducements, gratifying programs, evaluation programs
and elevation of the post of the workers to the upper posts. The previous investigators have
critically recognized that these aspects generate a great influence on the productivity of the work
offered by the respected personnel of the specific corporate. Abundant workers want desire
beginning their manager to produce fineness work. Gratitude, as well as worker reward system,
identifies employees who performed well (Li, Liang and Crant, 2010). Recognize an employee
for their better performance will help in exploring methods along with the needed
encouragement. Employer identifies staff by pursuing expansion along with offering replies
concerning their development over the period. Employee gratitude is one of the reasons in
increasing the efficacy of the complete process.
There is additional aspect like the behavior of the workers produces a conclusive influence on
the implementation of the corporate technique of the anxious organization. The offering of the
dissimilar kinds of the inducements as well as the gratifying program's assists in carrying out the
anticipated efforts and the results from the related workers which lastly improve the general
enactments of the organization (Ahsan, Abdullah Fie, and Alam, 2009). The present dynamic
business environment also encourages the management of the organization to keep their
employees satisfied and motivated. Herzberg censoriously estimated the point that in command
to offer whole means of gratification to the workers, the most critical, is to improve their eager
control by offering inducements and satisfying. Hence, the two opinions available are the
satisfaction of job and attitudes which must be involved for providing inspiration to the
individual workers of the firm and this can be done in numerous methods.

ATTITUDE AND JOB SATISFACTION 6
Conclusion
The attitudes and the comprehensive gratification of the workers play an important place in
measuring the effectiveness of the respected company. The previous investigators have
established that there endure a robust relation association among the attitudes of the workers and
the job satisfaction with that of the administrative behavior. If any organization wants to create a
respected image in this world of competition then it must first their respected image in the minds
of their employees in the form of satisfaction and motivation. If the employees will believe in
their work they will automatically put their all effort to make their organization successful in the
business market.

ATTITUDE AND JOB SATISFACTION 7
References
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