The Impact of Attitudes on Behavior in Organizational Settings

This essay delves into the critical role of attitudes in shaping behavior within organizations. It examines how attitudes influence individual-level outcomes such as job satisfaction and performance, group dynamics including trust and knowledge sharing, and organizational-level factors like commit...Read More

Running Head: Organizational Behaviour
Organizational Behavior

Organizational Behaviour 1
Discuss the importance of attitudes in relation to behavior at the
individual level (e.g. job satisfaction and performance). The group
level (e.g. trust in group members and knowledge sharing) and the
organizational level (e.g. organizational commitment and OCB)
The importance of attitudes in relation to behavior at the individual level
The purpose of the essay is to shows that attitudes predict the behaviour of the individual.
Though, there is a presence of some of the variables that seem to be in place before the
prediction of the likelihood of employee behaving as per the attitudes. Attitudes can create a
positive as well as a negative effect on the person's behaviour.
Normally, whenever we talk about the personal behavior we throw light on his or her behavior.
Attitudes are a diverse grouping of things that we tend to call beliefs, personality, values,
motivation, and behaviors. We comprehend when somebody says, "She has a constructive work
attitude" versus "She has a poor work mentality." When we talk about if somebody's state of
mind, we are alluding to the individual's feelings and practices. An attitude is comprised of 3
components such as cognition which is a belief or thought, an effect which a feeling and a
behavior which is an action.
A worker in the organization might not know that his or her attitude or the effect on his or her
behavior occurs because of attitude. A specialist who has an unfriendly mentality, for example,
misrepresenting collaborator's slip-ups in the group, spread gossipy tidbits, not appreciating the
great work of partners, the method for expressing (rude), no responsibility for, and so forth. A
specialist with these sorts of state of mind will act in like manner and in all likelihood influence

Organizational Behaviour 2
people around them and act in a way that will straightforwardly put an effect on work
effectiveness.
Similarly, if a specialist is having an ideal disposition toward work and partners at work, for
example, announcing the issues convenient and professionally, become a close acquaintance
with collaborators, defining objectives that would be beneficial for you and the association in
general, and so on. These confident attitudes can positively inspire the colleagues around you.
Workers with the positive attitude are more efficient and productive. These workers try to do
their best from their side for their co-workers and the organization.
According to the article from the academic journal 1CI (continuous improvement) is one of the
most effective ways to enhance the excellence of the operation in any organization. The essential
factors that identify the significance of the continuous improvement strategy in an organization
are an environment of the commitment and participation of the workers. An updated study has an
emphasis on determining the factors that can influence the participation of the employees in the
organization. The objective of the article is to determine the trustworthy behavior of the middle
management in the organization that can create an impact the level of participation and
commitment in the collection of line employees in a specific continuous improvement
environment.
Is behavior in the organization is depended on the attitudes? Yes or may be no, to some extent.
While discussing the effects of the attitudes for the worker's behavior always keep in mind that
the relationship defines modest correlation. For instance, a person with extrovert personality will
always encourage behaviour to sociable person and also seek friendly. This does not mean that
this attitude will instance show the effect on the work behavior of the person. Though, gradually
with time, it may change the environment in the workplace because of attitude. An employed

Organizational Behaviour 3
person has a role to perform along with the job to do. Work at job depends on the personal skills
of the employees but the performance of the employees is related to the attitude. Therefore, this
shows that the behavior of the person strongly affected by the attitude of the person or his team.
These are vital in an association that includes a considerable measure of self-sufficiency, or
opportunity. The article from Journal of Applied Psychology states identified with voice. 2This
investigation took place to address the essential holes by concentrating on the impacts of
gathering level convictions about the voice on singular voice conduct inside work gatherings. In
this article, the author undertook the cross level investigation of voice behavior among the group
of 42 employees taken from a chemical organization. According to the findings, the writer says
that the voice is formed not by the personal attitudes but also by group-level beliefs.
Another article from Group and Organization Management uncovered that 3group errand
fulfilment has been conceptualized as the gathering level partner to singular employment
fulfilment and speaks to the gathering's shared state of mind toward its assignment and
workplace. Measures of gathering assignment fulfillment clarified exceptional fluctuation in
evaluations of citizenship conduct and truancy standards yet did not clarify the extraordinary
difference in appraisals of gathering execution.
Another article which was written in Journal of occupational & organizational psychology says
that 4harassing is principally conceptualized in the writing from an individual or relational
viewpoint with an emphasis on the casualty. Creator receives a gathering level point of view to
hypothetically talk about and clarify the procedures associated with the event and upkeep of
work-put tormenting practices. Social rules theory and social identity theory is 2 conceptual
frameworks that present the consideration at work-place bullying at the Inter-group and intra

Organizational Behaviour 4
group levels. A few recommendations are advanced with respect to the probability of tormenting
in work gatherings.
Well-ordered Process for Changing Attitudes in the Workplace
 Assessment of attitudes
A) Identification: - Identification of the common workplace attitude problems.
B) Environment: - Identification of the challenges in the workplace environment.
Group activities in the organization help the way to handle diverse types of attitude challenges.
The focus is on to assess the impact of negative attitudes on employee and recognize the reasons
for challenges.
 Adjusting attitudes
a) Listening, providing reliable feedback and guiding are tools that play a vital role in
changing the attitude.
b) Identify rewards and payoffs.
To acknowledge the attitude problems in the organization; employees of the company should
learn how to use open-ended questions, tactful confrontation, and active listening.
 Resolving conflict
a) To avoid the negative behaviors continuity one need to be brave.
b) High desires prompt replicating of different laborers cause worry for chiefs and
administration orders.
Activities incorporate approaches to break down interchanges to recognize worker styles,
arranging the meeting and working cooperatively to find Win/Win circumstance.

Organizational Behaviour 5
 How to deal with the problem attitudes and behaviors
a) Analyse problem’s cause.
b) Privately defy with a quiet and non-cautious expert way.
In this point, manager assumes part with their favored style for dealing with troublesome
representatives. Chiefs and representatives trade their issues and attempt to defeat the clashing
point.
At the managerial level, trust plays a vital factor and trust can make an important impact on the
attitudes of the employees in relation to the behaviors. According to the article, 5in condition
administered by a reliable change in all parts of a business, trust speaks to a huge factor in the
behavioural examples of associations. Successful communication in the organization is required
to create a level of understanding and trust among the management and the employees. In the
work group trust are motivation and cohesive factor for the employees. Relationship of the
employees with the management is based on the trust. In the organization, special consideration
is given to the trust and mistrust. The work in the organization considers a different theoretical
concept that helps in creating trust and maintains the trust in the organization along with the
various dimensions of the organizational trust.
In another article, authors throw light on the description of the role of the humour on the
behaviours; 6to better comprehend the drivers of assistants' work results, creator speculate that
chief diversion assumes a flagging part identified with understudies that send understood
messages about hierarchical and supervisory connections, and in this manner, influences
understudies' dispositions and practices. Utilizing an example of 184 understudies selected in
temporary job programs, through basic condition displaying, creator ponder experimentally

Organizational Behaviour 6
analyzed the connection between boss cleverness utilize and assistant fulfillment, an expectation
to stay, and careless conduct at work.
Authors outcome advise that the practice of the positive attitude is connected with the high level
of the intern pleasure. On the other hand, the practice of the negative has the opposite effect.
Intern pleasure is identified to mediate the connection between the interns' attitude and humor at
the workplace. It is suggested with the use of the appropriate humor of the supervisor will reduce
negligently; improve willingness to accept permanent employment in the business.
Hence, according to the findings attitudes create an impact on the individual and individual
cannot disagree with the truth that attitude is more important at the organizational level as well as
at the team level. The reason being the attitude of the person can directly create an impact on the
person either negatively or positively. In other words, with the rapid change in the working
environment of the companies, now companies concentrate on the employee attitudes. They
check whether the person attitude is acceptable for the team and organization or not.

Organizational Behaviour 7
References:
1 Lleo, A., Viles, E., Jurburg, D. and Lomas, L., 2017. Strengthening employee participation and
commitment to continuous improvement through middle manager trustworthy behaviours. Total
Quality Management & Business Excellence, [e-journal] 28(9), pp. 974-988. Available through:
<https://web.a.ebscohost.com/ehost/detail/detail?vid=0&sid=1360b38f-5926-44a5-9fd9-
8ab902f665ea%40sessionmgr4010&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d
%3d#AN=123927936&db=bth> [Accessed 25 July 2017].
2 Morrison, E., Wheeler-Smith, Sara L. and Kamdar, D., 2011. Speaking Up in Groups: A Cross-
Level Study of Group Voice Climate and Voice. Journal of Applied Psychology, [e-journal]
96(1), pp. 183-191. Available through: <https://web.b.ebscohost.com/ehost/detail/detail?
vid=0&sid=0cb3d210-3e3a-48f8-86e8-
0036affcad80%40sessionmgr101&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d
%3d#AN=57805150&db=bth> [Accessed 01 August 2017].
3 Mason, Claire M. and Griffin, Mark A., 2005. Group Task Satisfaction. Group and
Organisation Management, [e-journal] 30(6), pp. 625-652. Available through:
<https://web.b.ebscohost.com/ehost/detail/detail?vid=0&sid=e1ddfbcb-c39d-4b75-80e6-
ed8d4fcd0af2%40sessionmgr101&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d
%3d#AN=18972431&db=bth> [Accessed 01 August 2017].
4 Ramsy, S., Troth, A. and Branch, S., 2011. Work-place bullying: A group processes
framework. Journal of Occupational & Organizational Psychology, [e-journal] 84(4), pp. 799-
816. Available through: <https://web.a.ebscohost.com/ehost/detail/detail?vid=0&sid=65a0baff-

Organizational Behaviour 8
3dfb-46a3-86fa-d94ea19f0cc8%40sessionmgr4010&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d
%3d#AN=67258776&db=bth> [Accessed 13 August 2017].
5 Nešić, A. and Lalić, D., 2016. The Impact of Trust on Job Performance in Organisations.
Management, [e-journal] 81, pp. 27-34. Available through:
<https://web.a.ebscohost.com/ehost/detail/detail?vid=0&sid=ffb1fd68-6117-40f2-b80b-
90584418e7c5%40sessionmgr4006&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d
%3d#AN=121515184&db=bth> [Accessed 20 August 2017].
6 Sobral, F. and Islam, G., 2015. He Who Laughs Best, Leaves Last: The Influence of Humor on
the Attitudes and Behavior of Interns. Academy of Management Learning & Education, [article]
14(04), pp. 500-518. Available through: <https://web.a.ebscohost.com/ehost/detail/detail?
vid=0&sid=b9f42cf7-75d2-4563-b283-29ce6176996a
%40sessionmgr4008&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d
%3d#AN=111804996&db=bth> [Accessed 20 August 2017].