Analyzing Attitudes and Job Satisfaction in Organizational Behavior

This report provides an in-depth analysis of the relationship between employee attitudes, job satisfaction, and motivation within an organizational behavior context. It begins by defining key concepts, such as attitudes as evaluative statements and job satisfaction as positive feelings derived from work experiences. The report then explores the critical role of motivation in shaping employee behavior and its impact on productivity. The analysis delves into the influence of attitudes and job satisfaction on organizational outcomes, highlighting the importance of creating a positive work environment to enhance performance. Furthermore, it examines relevant motivational theories, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor theory, to understand how these theories can be applied to improve employee engagement and satisfaction. The report concludes by summarizing the interconnectedness of these elements and emphasizing the need for organizations to understand and address these factors to achieve their goals and foster a successful work environment.

Running Head: ATTITUDES AND JOB SATISFACTION 0
2020
Organizational Behaviour
Student’s Details-

ATTITUDES AND JOB SATISFACTION 1
Executive Summary
The aim of the report is to analyze the employees’ “attitudes and job satisfaction” to the
organizational behavior along with the importance of motivation within the company. It is
necessary to understand the motivation of employees getting affected by job satisfaction and
attitudes. Through investigation, it is revealed that attitude of an employee depends on their own
characteristics rather than of others whereas job satisfaction is derived from fulfilling the needs
of employees by applying motivation theories which is essential to understand. The theories used
in this report is “Maslow’s Hierarchy of Needs” and “Herzberg’s Two-Factor theory” which
showed the knowledge of keeping the attitudes of the employees positive and their motivation
high to work towards the desired goals and achievements for success along with being satisfied
in their job. It is concluded that the impact of motivation is on employees’ attitudes and job
satisfaction which is essential to understand within an organization.

ATTITUDES AND JOB SATISFACTION 2
Contents
Introduction......................................................................................................................................3
Analysis...........................................................................................................................................3
Motivation....................................................................................................................................3
Attitudes and Job Satisfaction.....................................................................................................4
Motivation Theories.....................................................................................................................5
Impact of job satisfaction and attitudes.......................................................................................6
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

ATTITUDES AND JOB SATISFACTION 3
Introduction
Motivation is regarded as the force that persuades the attitude of the employees to make steps in
a significant way which can lead to the productivity of the organization (Manzoor, 2012).
Attitude defines the evaluative statements based on the reflection of concerned people, events, or
objects. On the other hand, job satisfaction defines a positive feeling based on evaluation of
employee’s characteristics. There is a concept of employees’ motivation affected by attitude and
job satisfaction at work which has a huge impact on organizational behavior. Here, presents a
relationship between both the concepts that is job satisfaction and attitude where it is essential to
keep employees satisfied (Cucina, et al., 2018). Due to providing job satisfaction, employees
make sure to put extra efforts when the change is needed within an organization for the business
procedure enlargement. It is crucial to create a positive environment within an organization and
employees to derive the desired ways for enhancing their performance generally. To explain the
importance of employees’ motivation affected by attitude and job satisfaction is possible by
using theories such as “Herzberg’s Theory of Two-Factor” and “Maslow’s Needs of Hierarchy”.
These theories help in maintaining the efficiency and effectiveness of the employees within an
organization which enhancing its profitability overall (Velmurugan & Sankar, 2017). Here, the
report is prepared on the impact of attitude and motivation to the organizational behavior and the
motivation to work. The analysis has considered the discussion of relevant theories which are
helpful in giving and insights of their level of motivation at work.
Analysis
Motivation
Motivation is essential for the organization and is a key driver for the employee’s behavior into
the organization. Motivation is considered as the crucial part of the organization which addresses
the needs of the employees and creates a constant drive for the work which can certainly lead to
the productivity of the organization. For example, the managers within the organization can use
the employee motivation to create job satisfaction through various techniques which can lead to
more profits to the company (Gilley, et al., 2009). However, strategy implementation requires
companies to make sure to provide adequate rewards and employees suitable for or affecting the
level of satisfaction among workers. This certainly creates the goal-oriented behavior of the

ATTITUDES AND JOB SATISFACTION 4
employees which keeps them engaged and focused on their respective job. Managers also use the
motivation for the development of positive relationships with the employees which can keep
them satisfied through the facilitation of various kinds of opportunities. Particularly, the
managers can provide the monetary incentives, provide promotional opportunities and at the
same time provides disincentive to the inefficient employees (Gerhart & Fang, 2015). All this
can lead to have an impact on the organizational behavior wherein the activities of the managers
can bring the stability in the work and often leads to decreasing chances of resistances to change.
Attitudes and Job Satisfaction
In an organization, employees require satisfaction where attitudes play an essential role to
expand its business for success along with the apprehensive association efficiency. This factor
helps employees to retain their experience within the company. There is a necessity for managers
as well to understand the significant need as desired based on job satisfaction and attitudes which
improvises the company’s performances overall. Also, there are important components for the
people who are concerned of attitudes. It consists of the behavioral component, cognitive
components, and affective component (Judge, et al., 2017). Attitudes develop a vital force while
executing the processes in business within organizations. This concept covers the staff members
concerned with evaluation the company’s overall profitability. Thus, here comes the necessity to
understand the relationship between the employees’ job satisfaction and their attitudes as per the
organizational behavior. Organization is supported by employee engagement, job involvement
and organizational commitment as perceived showing immense significance for expansion and
growth. Even, there is a high requirement of management team for measuring the satisfaction of
the workforce based on their individual’s job in which they work (Ilies, et al., 2018).
It is not necessary for employees to attain satisfaction all the time which creates a negative
impact on the employees’ development and growth. Furthermore, job satisfaction can be
measured through the employees’ summation score and global rating which is the most
significant way to evaluate while enhancing the organizational behavior effectiveness the desired
employees’ attitudes. In the workplace, any conflicts due to attitudes of employees affect the
company’s effectiveness and lower the efficiency. However, based on the organizational
behavior, employee has a direct connection which requires to understand them within a
workplace along with making interactions to the management assisting to make sure that the

ATTITUDES AND JOB SATISFACTION 5
operations in business is handled in an effective manner. There are diverse aspects of managerial
behavior in relation to job employees possess that is their satisfaction and dissatisfaction. In an
organization, this evaluation helps in improving the employees overall performances respectively
along with their attitudes providing desired effort in the work process (Rahiman & Kodikal,
2017). In organizational behavior, the relationship between employees’ attitudes and job
satisfaction showcased to be strong which is possible through positivity created by desired way
of improvising. Moreover, there can be increase in employee turnover due to employees’
dissatisfaction that might cause great loss for the company. Attitudes and job satisfaction in
organizational behavior of employees assess the expansion as preferred of an organization at a
large-scale. Also, the management team of the company with qualified managers formulates
effective strategies for retaining the employees. Performance is an important look out of the
company in terms of organizational behavior that has an ability to create both bad and good
impact on the business procedure implementation within an organization (Zhao, et al., 2016).
There are extra efforts of employees when they are satisfied for bringing out the best change as
desired and needed for the business procedure enlargement within the company. Additionally,
the company’s managers are for arranging the training effectively for the employees to improve
the concerned efficiency and effectiveness overall (Korff, et al., 2017). However, job satisfaction
level of employees is not affected by a particular factor and requires broad range of components
affecting the dissatisfaction and satisfaction level of employees within the workplace. Thus, it is
clear that job satisfaction of employees helps in increasing their performances where they are
able to assist customers as concerned with better quality services and resolutions. Other than this,
attitudes of employees evaluate their own perception in relation to the business processes
implementation within the company having positivity and effectiveness enhancement. Also, this
will help in increasing numerous customers as desired towards an organization (Shah, et al.,
2017). Another area will discuss the impact of employees’ attitudes and job satisfaction on
motivation within the workplace with the help of theories.
Motivation Theories
Organizational behavior in terms of attitudes and job satisfaction can be understood from the
application of the motivational theory that elaborates factors involved in the motivation of the
employees. First theory that can be applied is the Maslow’s theory of motivation which describes

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the five psychological needs of the employees which persuades the employees to get involved in
the work given to them (Acevedo, 2017). This starts from the basic physiological needs, safety
needs, belonging needs, esteem needs and self-actualization needs which creates the drive for the
work and often makes the employees dedicated towards the work. However, there are various
critiques arguing needs not following a hierarchical order and rather fulfilling needs showing
different times in all places. This defines theory as a successful one which while motivating
employees and to ensure them for achieving common organizational goals. Besides, there is one
more theory called Hertzberg’s two factor theory that describes the two factors called hygiene
factors and motivating factors which can affect the motivation. Moreover, hygiene factors are
essential for the employee and their absence can create dissatisfaction. However, this theory
argued about the impact having more practical approach in modern organizations where the
critique shows the factors leading to no separation of dissatisfaction and satisfaction level of
employees as linked with each other. On the contrary, motivators are the factors which can
motivate the employees to perform well into the organization and the presence of these factors
can create high level of satisfaction. This can affect the employee behavior and often can
influence the employee’s level of motivation at work (Bušatlić & Mujabašić, 2018).
Maslow’s and Herzberg’s theory of job satisfaction where theory of Maslow’s makes sure to
keep employees satisfied and provide them what they want. It consists of workers’ needs, desires
and interests under their job in which they work. This is the duty of managers to fulfill these
employees’ aspects for their constant job satisfaction. Maslow’s hierarchy of needs includes both
higher and lower order needs such that are egotistical, self-actualization and social needs, and
physiological and safety needs. Once such needs are satisfied of employees, there is no need of
taking actions to provide motivation. The expansion of this theory is Alderfer’s ERG (existence,
relatedness and growth) theory based on providing empirical support within the applicability of
employee motivation having a positive impact on companies (Sattar, et al., 2010). Mainly, it
consists of the self-actualization concept construction used and accepted by executives and
managers while focusing on addressing the needs of employees.
Another Herzberg’s two-factor theory is for determining the employees’ attitudes towards the
work they do within their job in an organization. In terms of motivation, there are job satisfaction
aspects that are attracted to ask for more attention based on employees own characteristics where

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factors lead as motivators towards different dissatisfaction factors such as maintenance and
hygiene. In such maintenance factors, it consists of supervision level, work circumstances,
remuneration, job status, interpersonal relationships and service conditions. Here are motivators
for having positive effect directly on the work situation and also helps in leading towards
productivity improvisation (Alshmemri, et al., 2017). This considers the job aspects itself such as
performance pleasure, recognition level, advancement and promotion opportunities, and
increased responsibility.
Impact of job satisfaction and attitudes
In an organization, managers play the role of appraising the employees’ desired performance
after understanding and gaining the knowledge through such motivation theories. It helps in
desired efficiency and effectiveness enhancement of the company along with profitability
evaluation through employees’ complete satisfaction and attitudes. The workplace full of
individuals is keen to learn and develop a sign of corporation hiring certainly where employees
are busy within their jobs respectively. It generates the difference wanted in their careers based
on their business along with industry learning the skill for the development of its performance
overall (Inuwa, 2015). Here, employer use such motivation theories for employees to foster
loyalty and preservation which will help in captivating vision through locating guidance for all
aspects within the company.
Motivation theories provide a motivation sense as desired to the employees and helps in
improving the performance overall of the company and the employees altogether. Within the
company, managers and organization itself are concerned about the apprehensive motivation
reasonably. Motivation of the workforces is productive, pleased and loyal based on the needs of
organizations (Redmond & Lane, 2016). Also, employees who are encouraged demands on the
same level where the amount of motivation theory within the job is concerned by the use of
creating practices, processes and actions base which has an effect on motivation of employees.
The importance of employees’ motivation is reflected by such theories that help in maintaining
the efficiency and effectiveness of the employees and an organization as well. However,
promoting and maintaining the workplace diversity which is a challenging process and linked
directly to the job satisfaction level of employees and attitude. This can be said that attitudes
have a direct impact on job satisfaction of employees to the organizational behavior. The focus is

ATTITUDES AND JOB SATISFACTION 8
on employees’ attitudes to develop a strong relationship between job commitment and job
satisfaction towards the overall organization. Lack of motivation generates issues of job security,
salary, safety, fringe benefits, and physical surroundings that can have negative impact on
performance (Alfayad & Arif, 2017).
The level of motivation is correlated directly with the employees’ attitudes and job satisfaction
towards their work where it also affects the organizational behavior. This leads to affecting the
employees’ performance, so it is essential to provide positive attitude of employees towards
work where they need to hold high beliefs of doing right which makes them to fulfill their needs
in return. If there is no development in the work of employees than their will be no positive
attitude of employees and this shows the connection between the both along with their
motivation level. It is possible through the theory of Maslow’s Hierarchy of Needs where it is
clear that the employees are not motivation until their needs are not fulfilled. On this basis,
employees’ attitudes are also affected towards their work without holding any positivity (Cucina,
et al., 2018). However, level of job satisfaction if affected by the needs fulfillment within the
workplace of employees where it is essential to motivate them for making their performance
better in an organization through having a direct correlation between commitment level and
performance. For instance, Google and Facebook applies the approach of Maslow’s Hierarchy of
Needs whereas Apple applying Herzberg’s two-factor theory. Google makes sure to provide
freedom to its employees with comfort and good salary packages for motivating them and
fulfilling their needs. While, Apple pays less attention towards their employees based on their
comfort and advanced facilities which shows the company not providing enough safety needs
and dissatisfaction as well. Apple focuses on hygiene factors and working conditions of
employees as per the Herzberg’s two-factor theory (Velmurugan & Sankar, 2017). Thus, there is
also a need of applying a job satisfaction theory for motivation such as Herzberg’s two-factor
theory to achieve corporate goals with the help of employees feeling motivated and satisfied in
an organization.
Conclusion
To conclude, it can be said that the employee attitude and motivation are essential components of
organization behavior. The employee’s level of motivation can be enhanced through making
them satisfied and also making them more engaged towards the organizational goals. Here, the

ATTITUDES AND JOB SATISFACTION 9
topic of attitude and motivation is explained through describing its impact on organizational
behavior. This level of employees’ attitudes and job satisfaction affects the commitment and
productivity towards their job within the company. It is essential for them to be motivated
significantly because of achieving the corporate objectives and staying relevant within the
changing business environment for attaining the desired outcomes. This report shows the strong
relationship between employees’ motivation level and positive organizational behavior within
their management of job satisfaction and attitudes. There are numerous factors present both
internal and external affecting job satisfaction and attitudes of employees where it is essential for
the management to implement business strategies along with understanding the motivation
theories. These Maslow’s Hierarchy of Needs and Herzberg’s two-facto theory helps in ensuring
employees’ positivity towards work. It is done by analyzing the level of job satisfaction and
attitude of employee which are directly proportional to employees’ level of motivation. The
needs and desires of employees get fulfilled by these motivation theories along with removal of
increasing dissatisfaction and equality promotion in the workplace for employees to receive
benefits. These are suggested to be the key pillars of an organization such as effective
communication and employee engagement for the company staying ahead of its rivals. Thus, it is
essential to make sure to be relevant in the business with increasing competition across the globe
while focusing on the employees’ interests by keeping them motivated and having their positive
attitude towards work and attains job satisfaction.

ATTITUDES AND JOB SATISFACTION 10
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