A Study on Management and Organisational Behaviour and Motivation

This report delves into the crucial role of attitudes and job satisfaction in shaping employee motivation and organisational behaviour. It begins with an executive summary highlighting the significance of these factors in influencing productivity, performance, and overall organisational success. The report then defines key concepts such as attitudes, job satisfaction, organisational behaviour, and motivation, establishing the interrelationships between these elements. It explores how employee attitudes and job satisfaction directly affect motivation in the workplace, supported by theoretical frameworks like Herzberg's two-factor theory. The report analyses the impact of attitudes and job satisfaction on organisational behaviour, emphasizing the importance of a positive work environment and equitable management practices. Finally, the report concludes by summarizing the key findings and implications of the study, underscoring the need for organisations to prioritize employee well-being and job satisfaction to foster a motivated and productive workforce.

Running head: Management and Organisational Behaviour 1
Management and Organisational Behaviour

Management and Organisational Behaviour 2
Executive summary
The purpose of this study is to highlight the vital role and significance of attitude and job
satisfaction. Attitudes are not only the behavioural aspects but the factors influencing the
productivity; performance and motivation of the employees as well as the organisations. it
becomes evident to understand the role of attitude and job satisfaction for having a better
understanding of the employees as well as the ways by which such factors can help the
organisations to grow nod sustain. The report will present the concept of attitudes, job
satisfaction, organisational behaviour and motivation. The report will throw lights upon the
relation among all these aspects and the way in which they impact each other. The key emphasis
will be led upon analysing and understanding the impact of attitudes and job satisfaction on the
motivation of the employees at work by the means of several theoretical lenses and frameworks.

Management and Organisational Behaviour 3
Contents
Executive summary.........................................................................................................................2
Introduction......................................................................................................................................3
Overview of Attitudes and Job satisfaction and Organisational Behaviour....................................3
Impact of Attitudes and Job satisfaction on Organisational Behaviour..........................................4
Impact of Attitudes and Job satisfaction on employee’s motivation at work..................................6
Theoretical framework explaining the ‘‘Impact of Attitudes and Job satisfaction on
employee’s motivation at work’’.................................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

Management and Organisational Behaviour 4
Introduction
‘The happier the employees are, the more productive they tend to be’. It is one of the key
arguments stated by number of authors and researchers in their researchers based on developing
a relationship between the performance of the employees and their attitude. There is a big
confusion and argumentative discussions among the researchers on the subject of employee
attitudes and job satisfaction. The most important factor for any business organisation is to make
huge profits and enhanced global reach. But these objectives are completely dependent on one
key factor i.e. the human resources or the organisational employees. To attain the desired goals,
it is required to have highly motivated workforce in the organisations which is probably possible
by analysing the attitude of the employees and their respective job satisfaction (Ashkanasy and
Humphrey, 2011). Enormous researchers and the studies validate that there is a strong reaction
between both the aspects i.e. the motivation of the employees and their attitude and job
satisfaction. Organisational behaviour on the other hand also gets influenced with the attitude of
the employees and the job satisfaction they possess. For the organisations to achieve rapid
growth and long-term sustainability, it is essential that there must be strong and positive
organisational behaviour as it is the key factor that boosts the morale of the employees and helps
the organisations to retain them for a much longer time period. The key emphasis of the report
will be on the impacts of attitudes and job satisfaction on the employees’ motivation at work and
the organisational behaviour (Avey, et al., 2011).
Overview of Attitudes and Job satisfaction and Organisational Behaviour
Job Attitudes
The job attitudes are the significant element of an organisational success and growth. Such type
of job attitudes helps in determining the sense of social responsibility, motivation and
satisfaction level in an individual. The organisations have a key emphasis on their selection
process as it is very essential to be ensured that the employees possess a right and correct
attitude. The employee selection is the key house where there is performed an analysis of
matching of the job and the attitude of the individual. The performance outcomes of the

Management and Organisational Behaviour 5
employees have a key role of their individual attitudes as these job related attitudes either
motivates or de-motivate an employee which reflects in the performance outcomes (Aziri, 2011).
Job Satisfaction
Job satisfaction is multidimensional aspect which has several meanings but from an overall
perspective and broader sense, job satisfaction shows the level at which the individuals are
contended with their job. The work-related satisfaction is termed as the job satisfaction which the
employees gained from their working. It is also identified and analysed by several theorists that
the more satisfied the employees are with their jobs delivers more efficient and productive results
to the organisations. thus, the organisations take number of initiatives to enhance the job
satisfaction of the employees by offering them incentives, work life balance, improved working
environment and many other potential things to enhance their motivational level (Bakker and
Schaufeli, 2008).
Organisational Behaviour
Organisational behaviour can be understood as the study of way the individuals have an
interaction within the organisational groups. The study of organisational behaviour is more
valuable in developing more effective and sound business organisations. The key notion of the
study is to develop a scientific approach which can be applied to the management of the
employees in an organisation. There are various theories of organisational behaviour which are
used for managing the human resources for maximising the output of the individuals from every
organisational group (Bowling, 2010).
Impact of Attitudes and Job satisfaction on Organisational Behaviour
The attitudes of the employees at their workplace or the job attitudes can be understand as the
evaluative statements which might be favourable or unfavourable for the organisation depending
upon the factors such as the objects, individuals or events. The attitudes show the way in which
the employees sense about anything taking place in the organisation. There is vital importance of
the attitude of the employees in respect with their jobs as it demonstrates whether the individuals
are happy or unhappy with their work. There is a theory which demonstrates the robust
relationship among the attitudes and behaviour named as self-perception theory. According to

Management and Organisational Behaviour 6
this theory, the people decide upon their attitudes and feelings by performing a self-analysis of
their behaviour in diverse situations (Bushra, Ahmad and Naveed, 2011). The attitudes of the
employees are highly significant and it is essential that the organisational managers must have
their in-depth understanding to manage the workforce. It is important to analyse that which
employee will be motivated by which specific benefit according to their respective attitudes
towards their job for developing a better association with the organisational employees (Colquitt,
et al., 2011). Thus, if the organisational managers tends to perform activities which can help in
reduction of the differences and conflicts of the individuals and support then in developing a
positive work related attitude then it will help in developing a better organisation behaviour as
well as enhanced level of employee engagement and increased organisational productivity
(Waring, 2016). On the other hand, the attitude possesses by the managers towards the
organisational employees also have a key role in defining the attitude of the employees for their
jobs which can be either positive or negative. The positive attitude of managers supports a better
flow of communication among the employees and the managers which results in faster resolution
of the conflicts and issues and developing improved organisational behaviour (Griffin and
Moorhead, 2011).
There has been identified a direct and strong association between the organisational behaviour
and organisational commitment as well as job satisfaction of the employees. There are several
times when realised that the job related attitudes and job satisfaction of the employees poses a
great impact upon the organisational behaviour primarily on the basis of the perception and
attitude of the employees related to level of equity in the organisations. if the employees possess
an attitude that the organisational managers do not maintain an equity in their behaviour and
fairness in the pay of the employees then it may result in decrease level of job satisfaction which
ultimately deteriorates the overall organisational behaviour (Jones and Jones, 2010). Whereas if
the employees have an attitude or perception that the managers are highly fair and adopt an
equitable approach in managing the workforce then it results in higher job satisfaction among the
employees and they strive hard to accomplish the objectives and goals of the organisation which
improves the organisational behaviour. Positive attitude reflects improved level of job
satisfaction among the employees and higher engagement with the work and workplace for a
sustainable period of time. There can be seen that when there is improved organisational
behaviour and increased job satisfaction then it results in increased level of organisational

Management and Organisational Behaviour 7
commitment which helps the organisation in retaining the employees for a much longer period
(Joo and Park, 2010).
Impact of Attitudes and Job satisfaction on employee’s motivation at work
As per the concepts of attitude developed by Hertzberg, the motivation of an employee towards
work is best explained and understood when there is understanding of the respective attitude of
that employee. It is the internal concept of attitude that occurs from a state of mind and at the
time of exploring, there is attained most relevant and significant information by the
organisational managers in respect with the motivation of the employees. The study of the
feeling of the individuals in respect with their work or the attitudes, the theory of Hertzber
clearly answers three major questions. The first answer is in respect with the question that in
what manner the individuals specify the attitudes of the organisational employees in respect with
their job, the causes behind attitudes and the various consequences of the attitudes. According to
the two factor theory of Herzberg, there are developed two distinct lists of factors that help in
analysing about the attitude of the employees (Khan, Dongping and Ghauri, 2014).
In the two distinct lists, the first is the set of the factors that demonstrates the factors that may
result in good attitude because of the contended feelings and all these factors are majorly related
to organisational tasks. The second list contai9ns the factors that are resulted in unhappiness or
bad attitude as they are not intended to have a direct relation with the job rather are concerned
with the surroundings of the individual’s job. According to the first group that is of the
motivational factors that leads to higher job satisfaction includes growth possibilities,
advancements, increased responsibilities, work itself, recognition for work and achievement
(Voon, et al., 2011). The second group as per the theory consist of the hygiene factors that
includes association with peer group, salary, working conditions, association with higher
authorities, subordinates and supervisors, company policy and supervision. These factors show
the attitude of the employees in respect with their work. It is identified that the motivational
group refers to the factors intrinsic that are within the work only such as recognition gained once
the task is accomplished. On the other hand, the hygiene group tends to include the extrinsic
factors for example the association with the peer group that exactly is not a specific part of the
job (Kim and Brymer, 2011).

Management and Organisational Behaviour 8
There can be explained a direct association with the employees’ job satisfaction and the
Hertzberg two factor theory. If the motivation comprises of only those elements that advances
action over time, then the motivators are considered as factors which promotes high level of job
satisfaction and long-running attitudes (Miner, 2015). According to the theory developed by
Hertzberg, the motivators results in development of positive job attitudes among the employees
as they tend to satisfy the self actualisation needs of the individuals in the organisations which
help them to reach their ultimate goals. And the motivators possess a potential to develop high
level of job satisfaction but in the absence of these motivators, there does not ate place any kind
of dissatisfaction. But on the other hand, the hygiene factors of motivation has the potential to
develop the sense of dissatisfaction among the employees as they just simple move and have a
temporary action upon their job attitudes and satisfaction levels (Lumley, et al., 2011).
Theoretical framework explaining the ‘‘Impact of Attitudes and Job satisfaction on
employee’s motivation at work’’
(Source: Khan, Dongping and Ghauri, 2014)
The impact of job satisfaction and attitudes on the employees’ motivation at work can be better
understood with a theoretical framework. The framework explains that there are several factors
in the organisation that are linked with each other and those factors include attitude of the leaders
and the employees, job satisfaction, job commitment, training and motivation. All these have a
combined impact upon the overall performance of thee employees and the organisation. The
employee satisfaction and the overall yield are impacted by the performance of then employees.
The organisational managers have a developed notion that the competent workers are necessary
for the success of the organisations (Nadiri and Tanova, 2010). There has been analysed a direct

Management and Organisational Behaviour 9
relation between the attitude of the employees and the performance of the employees. The
performances of the employees can be predicted if they are given behavioural significance at
workplace. There are vast studies done of the subject of organisational behaviour in human
resource management. Every organisation develops a set of expectations from the workers and
formulates their respective trust, behaviour and attitude. The attitude and behaviour of the
leaders can also impact the attitude, belief and behaviour of the employees and increase their
performance levels. The attitude of the employees is the most influential factors which develops
personality traits at the organisational workplace (Naylor, Pritchard and Ilgen, 2013). According
to the studies, the transactional leaders were found to proffer a series o performance based
rewards and the directional leaders used to distribute work related to duties to the subordinates
for having check over the performance level of the individuals. The performance level of the
individuals has a direct association with the motivation of the employees. The attitude of the
managers play a significant role in managing the job related attitude and behaviour of the
employees. The mangers can take use of their unofficial or official influence for shaping the jobs
of the employees. For achieving the belief of the employees, it is essential that the managers
must pass on confidence to the workers. The managers can have an impact upon the attitude of
the employees by psychologically influencing them to erect improved performance and upsurge
the job satisfaction of the employees (Reisel, 2010).
Once the employees as well as the managers develop a positive set of work related attitudes,
there is developed high level of job satisfaction among the employees as they felt contended and
happy with their jobs. There are few of the key factors that have a direct role in developing the
attitude of the employees such as management political affairs, working environment,
uniqueness of job salary. The higher the uniqueness in the jobs of the employees, the higher is
the satisfaction of the employees and so they performance levels (Rich, Lepine and Crawford,
2010). A large number of conclusions in various studies have been made regarding the impact of
these job attitudes and job satisfaction upon the motivation level of the employees. The better
satisfaction results in higher motivation and vice-versa. The attitude of the employees their
respective trust, behaviour and thinking towards the organisations enhances the level of
co0mmitment as well as the job performance. The committed employees tends to generate better
and higher level of performances which offers them several benefits and increases their job
satisfaction which turns out to boost the motivation level of the employees (Robbins and Judge,

Management and Organisational Behaviour 10
2012). The organisations have optimistic impacts from the various trainings offered to them as
well as also help in formulating the trust, attitude and behaviour by the means of diverse nature
of performance tools and training programs. Once the employees possess a positive attitude
through such trainings, it becomes easy to enhance their job satisfaction and the motivation level
(Tsai, 2011). There are number of researchers who have identified the employees’ attitude and
job satisfaction are the key sources for developing and increasing the employees’ performances.
The organisations that have high level of motivation are more likely to have continuous growth
and improved organisation and employees’ performances. Thus, the theoretical framework
explains that positive attitude of leaders and employees enhances the job satisfaction and job
commitment of the employees by the means of training programs and the increased motivation
emphasis the employees to work better which results in better organisational and employees’’
performances (Robbins, 2009).
Conclusion
The attitudes of the employees in respect with their work are one of the key factor in analysing
their performances and motivation level. There are various aspects and factors that influence and
impact these attitudes such as the attitude of the leaders, workplace environment and many other
things. If the employees seek a positive attitude then it results in better performance and less
number of issues and conflicts at workplace. On the other hand the employees who have a
negative attitude towards their work are less effective and deliver lower productivity with
continuous issues in their work. Thus, it is essential that the managers as well as the employees
themselves must try to have a positive attitude for their work. These attitudes also have their
impact upon the employees’ performances and the job satisfaction. The successful performance
of the employees offers a sense of achievement to the employees as well as attainment of
benefits such as recognitions, rewards, increased pay, promotion, etc. and all these factors leads
to upsurge level of satisfaction among the employees which raises their motivation and emphasis
them to deliver more improved results and have a strong organisational commitment too. Thus,
from the overall analysis and insights of the study it can be concluded that the attitudes and job
satisfaction plays a significant role in impacting and influencing eth motivation level of the
employees as well as the organisational productivity. Thus, it is necessary to have a more

Management and Organisational Behaviour 11
positive attitude tow3ards work to achieve sustainable growth and satisfaction in the
organisations.

Management and Organisational Behaviour 12
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