Organizational Behavior: Attitudes, Commitment, and Satisfaction

This paper delves into the significance of employee attitudes and organizational behavior within the workplace. It underscores the importance of employee decorum, representing organizational culture, and the impact of attitudes on establishing an employee's standing within the organization. The paper highlights the critical roles of job satisfaction and organizational commitment, with a breakdown of the three types of organizational commitment: affective, continuance, and normative. It explores key factors influencing job satisfaction, such as respect, trust, job security, and career paths. The paper also examines specific employee attitudes like respectfulness, pride, commitment, innovation, and helpfulness, as well as the importance of managerial care and recognition. The conclusion emphasizes the need for employee loyalty and commitment, especially in a dynamic business environment, while suggesting that a positive attitude towards employment conditions assures a better future for both employees and organizations.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOR
Introduction
The following paper focuses on the aspects of attitude at the workplaces. It is an obvious
fact that workplace is something where all the employees must show their decorum and be
presentable to the higher authorities. The behaviors of the employees must be cordial and they
should represent the organizational culture (Alvesson 2012). The behavior of the employees
reflects the image of the organizations. The attitudes of a person in the workplace are very
important since it determines the graveness of an employee and thus helps them to establish their
grounds in the organization. Job satisfaction is a very important aspect because an employee
cannot survive or serve an organization unless he feels very comfortable at that place. The
employees have to be committed towards the organization to meet the goals and missions of the
organization. Thus, the organizational commitment is very important and the organizations must
ensure the fact how much committed their staffs are towards the organization (Mowday, Porter
and Steers 2013).
Organizational commitment
Organizational commitment is considered to be the emotional and psychological
attachment to the organization and its culture (Yücel 2012). The organizational commitment can
be divided into three types and these three types are affective commitment, continuance
commitment and normative commitment.
The affective communication means the emotional attachment to the organization and the
desire to stay in the organization. The employees having high level of emotional attachment have
a good affective commitment (Ghosh, Reio and Haynes 2012).
The continuance commitment means the commitment for which the organizational
employees feel that leaving an organization will be very costly for him. (Meyer et al. 2012). The
particular employee might find that he or she may have to face a long term of unemployment
because of that.
The normative commitment refers to the fact that the employees feel he ought to stay in
the organization as it is probably the best thing to do at that moment (Eslami and Gharakhani
2012).

2ORGANIZATIONAL BEHAVIOR
Job satisfaction
Job satisfaction is indeed something that the employees consider to be the most needful
of all the features for working at a place (Wong and Laschinger 2013). Most of the organizations
work for securing the factors for the employee satisfaction. The employees have to be satisfied
by the organization that will hold the keys to employee retention. The human resource managers
have to make sure that the employees are looked after well and they are paid as per their
qualification and experience. Some of the major factors that are important for the job satisfaction
of the employees are respect for the employees by the management, trust and faith on the
employees by the senior management, the job security for the employees, providing a workplace
environment in which the employees feel that they are safe and nothing can embarrass or harass
them (Anitha 2014). The career path of the employees must be having a wide career path in
front of them through the current employment. The employee must be paid a good amount of
wages and proper benefits will be supplied by them because of this. The human resource
management should make it sure that the employees are happy in that current job position. This
will ensure that the employees will be retained in their workplaces.
Employee attitude
The attitude of the employees is very important in terms of a perfect working atmosphere
and this should make sure that the employees show certain attitudes by which they can be the
perfect face of the companies (Robertson, Jansen Birch and Cooper 2012). One may think that
skills and experience are the most important assets for an employee in the organization but it
may be countered that a perfect attitude of an employee makes him get the favors from the senior
management and the higher authorities of the company. The employees of the business
organizations must abide by some of the rules and regulations of the organization so that he
might be considered as a loyal employee. At the same time, his behavior should not violate the
ethical guidelines of the company. There are some attitudes that the employees must follow to be
a part of the organization (Robertson, Jansen Birch and Cooper 2012)
Respectfulness

3ORGANIZATIONAL BEHAVIOR
Respect is a very important part of the employee attitude. It is not always helpful for the
employee to show a respectful attitude towards the senior management (Grover 2014). This
interaction should be based on respect as well as the ways in which the employees behave
towards their clients and the co-workers should be based on respect as well. The employees who
show a respectful attitude towards their seniors and co-workers at their workplace get the same
from the other end as well. This helps for employee retention (Grover 2014).
Prideful attitude
The prideful attitude of an employee is a good one in the workplace but sometimes this
turns to be of a bad impact on the senior management. The employee who are prideful
sometimes are complacent about their skills (Sirota and Klein 2013). This complacency with
more days being passed in the same organization and they want to show their superiority with a
great pride. These employees with a great prideful attitude tend to be lethargic about working
harder and excelling in their skills. The prideful attitude of an employee does not mean that he
will not help others in his team. Situations may arise that he may need the help of others. If he
rejects to accept this help he may fall in great distress.
Commitment
An employee has to be committed towards the organization for various reasons. The
organizations need some employees who can be committed to their companies and their thinking
lines should be aligned with that of the organizational objectives (Sirota and Klein 2013).
Employees should be so much committed to the organization that they can go to any extent to
fulfill the expectations from them and justify their job positions.
Innovation
The employees who have an innovative attitude always tend to imply some new thoughts
and strategies into the organization so that the organization can achieve some success within the
organization (Tang, Pee and Iijima 2013). The organizations always find such kind of employees
who have the ability to think out of the box and accomplish the tasks assigned to him by
innovating new things. Sometimes these innovative approaches will go futile but this will be
helpful in the long term success.

4ORGANIZATIONAL BEHAVIOR
Helpfulness
The helpfulness attitude of employees will help them to attain themselves an extent of
respect from their fellow workers. The employees should be helping their co-workers and the
customers so that the customers can bear a good image or the character impression from the
customers.
Caring about the staffs by the managers
It is of an utmost importance for the managers of the organization to care about the
employees and motivate the employees. All the employees are not equally talented because talent
differs and varies. Some are strong minded and some are weak minded. The weak minded
employees have to be guided by the managers properly (Carlton and Perloff 2015). The
managers decide the ways by which the employees should look at them. This would be very
important because the employees do not have a proper view about the organization and the
management. It is the duty of the managers to present a good image of the organization so the
employees can feel safe and decide to stay there (Carlton and Perloff 2015).
The employees, who are dedicated and loyal to the organization and to their work, must
be valued and honored properly. The managers have to present rewards and recognitions to the
dedicated employees (Singh and Mohanty 2012). The managers should also make a good
personal connection with the employees so that the employees can feel safe in that organizational
environment. If the managers avoid any personal communication with the employees, they will
be making a huge mistake. The managers must work actively to make the employees understand
that they are valued.
Indeed, it is the duty of the managers to see if his subordinate employees are committed
to the organizations. The reports have found about this topic that the organizational commitment
should be a key feature for the success of the organizations. The more committed the employees
will be towards their organizations, the productivity will increase so as the profits (Singh and
Mohanty 2012). The employees will be performing their tasks more efficiently and they will feel
a positive bonding between the employee attitudes and organizational commitment. The work
attendance and employee performance will gain a better position. The business environment is so

5ORGANIZATIONAL BEHAVIOR
very dynamic and fast paced. This will require the employees to be committed to their works and
to the organization. In this way only they will feel a strong connection with the organization and
security to their job life. If the organizational objectives are achieved by the employees, the
managers will be pleased with them and this will secure a progress in their job lives.
Conclusion
To conclude this paper, it can be said that employee attitude and organizational behavior
is really important to attain a better degree of satisfaction in the job life. The employees need to
be loyal and committed to their jobs all the ore. The other things that have found through this
discussion is the fact that organizations have to thrive in the threating and changing business
environments which is very critical. The support of the employees is very significant in this. If
the employees are not committed and do not follow the organization’s guidelines properly, they
should be remembered about their duties. A positive attitude towards the employment conditions
will assure a better future for both employees and organizations.

6ORGANIZATIONAL BEHAVIOR
References
Alvesson, M., 2012. Understanding organizational culture. Sage.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
Carlton, D.W. and Perloff, J.M., 2015. Modern industrial organization. Pearson Higher Ed.
Eslami, J. and Gharakhani, D., 2012. Organizational commitment and job satisfaction. ARPN
Journal of Science and Technology, 2(2), pp.85-91.
Ghosh, R., Reio, T.G. and Haynes, R.K., 2012. Mentoring and organizational citizenship
behavior: Estimating the mediating effects of organization‐based self‐esteem and affective
commitment. Human Resource Development Quarterly, 23(1), pp.41-63.
Grover, S.L., 2014. Unraveling respect in organization studies. Human Relations, 67(1), pp.27-
51.
Meyer, J.P., Stanley, D.J., Jackson, T.A., McInnis, K.J., Maltin, E.R. and Sheppard, L., 2012.
Affective, normative, and continuance commitment levels across cultures: A meta-
analysis. Journal of Vocational Behavior, 80(2), pp.225-245.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.
Robertson, I.T., Jansen Birch, A. and Cooper, C.L., 2012. Job and work attitudes, engagement
and employee performance: Where does psychological well-being fit in?. Leadership &
Organization Development Journal, 33(3), pp.224-232.

7ORGANIZATIONAL BEHAVIOR
Singh, R. and Mohanty, M., 2012. Impact of training practices on employee productivity: A
comparative study. Interscience Management Review, 2(2), pp.87-92.
Sirota, D. and Klein, D., 2013. The enthusiastic employee: How companies profit by giving
workers what they want. FT Press.
Tang, J., Pee, L.G. and Iijima, J., 2013. Investigating the effects of business process orientation
on organizational innovation performance. Information & Management, 50(8), pp.650-660.
Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job
satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), pp.947-
959.
Yücel, İ., 2012. Examining the relationships among job satisfaction, organizational commitment,
and turnover intention: An empirical study. International Journal of Business and
Management, 7(20), p.44.

8ORGANIZATIONAL BEHAVIOR