Organisational Behaviour: Attitude, Commitment, and Factors

This report delves into the core concepts of organisational behaviour, focusing on the critical roles of attitude, organisational commitment, and job satisfaction within a workplace setting. It examines the factors that shape employee attitudes, including the organisation's environment, the nature of work, and the level of satisfaction derived from the job. The report also explores the principle of attitude consistency and its impact on behaviour. Furthermore, it defines the benefits of a positive attitude at work and outlines the various factors contributing to job satisfaction, such as working conditions, opportunities for advancement, and recognition from co-workers. The report then provides a comprehensive overview of organisational commitment, detailing its three key components: affective, continuance, and normative commitment. It concludes by highlighting how organisational commitment aids managers in fostering employee dedication and improving overall organisational performance. The report uses a range of academic sources to support its findings and recommendations.

RUNNING HEAD: Organisational behaviour 1
Organisational behaviour

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Table of Contents
Introduction...........................................................................................................................................3
Factors determining attitude.................................................................................................................3
The organization itself.......................................................................................................................3
Nature of work..................................................................................................................................3
Level of satisfactions..........................................................................................................................3
Principle of attitude consistency........................................................................................................4
Attitude and its benefit..........................................................................................................................4
Definition...........................................................................................................................................4
Benefits of attitude at work...............................................................................................................4
Job satisfaction factors..........................................................................................................................4
Working Conditions...........................................................................................................................5
Open door for Advancement.............................................................................................................5
Regard from Co-Workers...................................................................................................................5
Organisational commitment..................................................................................................................5
3 Components of organizational commitment..................................................................................6
Organisational commitment helps managers....................................................................................6
Conclusion:............................................................................................................................................7
References.............................................................................................................................................7

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Introduction
The management of individuals at work is a vital piece of the administration
procedure. To recognize that the human work and the association are synonymous, a famous
organization for the most time observes a normal employee values. A successful organisation
will ensure that there is a soul of participation and feeling of a circle of between individual
and company.
An attitude is a mental or neural condition of status, sorted out through involvement and
unique impact on the person's reaction to all stances and circumstances to which it is
connected. An easier meaning of attitude is an outlook or an inclination to act especially
because of both a person's experience and personality.
Factors determining attitude:
The organization itself - The primary factor influencing the worker confidence is
directly the organization. A company itself affects employee dedication towards their work.
The goodwill of an organization develops employee attitudes towards better or worst. Hence
organization itself environment decides the attitude of an employee.
Nature of work- The nature of work also affects an employee attitude towards work. An
employee performing repetitive and routine job will be bored soon. Repetition of same work
on routine basis makes condition worsen. Another reason is the extensive impersonal
authoritative structure. Here and there, if the representative realizes that he is only a gear-
tooth in the machine and not a human being; his spirit will turn down low (Field &
Buitendach, 2011). The absence of comprehension of hierarchical aims may likewise
influence the confidence. Another reason which causes low spirit is the mechanical
production system operations moving at a consistent speed.
Level of satisfactions: The level of fulfillment, an employee achieves from his work is
also a factor of morale. If job factor brings positive satisfaction for an employee then his
morale will increase high in comparison to negative perception of satisfaction. The other
employment factors incorporate the elements, for example, open doors for promotions,
employer stability, opportunities available for growth and to recognition of his own particular
ideas, pay, workplace conditions, acknowledgment and so on.

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People itself control their life in their own way and choices (Manzoor, 2012). Concerning
challenges with others in offices endeavor to be same and straightforward. Many people will
meet principles of conduct if managers let them know their activities are wrong. What's more,
there's dependably the HR division when in doubt.
Principle of attitude consistency: Our attitude guide our behavior, this idea guides
that there is a correlation between various components of attitude and that determines our
behavior by self-check measures (Nadiri & Tanova, 2010). The theory determined by Martin
Fishbein provided three key variables that affect attitude behavior relationship; those are an
attitude toward behavior, subjective norms, and perceived behavioral control.
Attitude and its benefit
Definition: Attitude is a standout among the most vital factors in helping the highs and
lows of life. Since mentality spells how a man adapts, whatever viewpoint a person may hold
will constantly have an impact on execution and the way a person handles dismissal.
Benefits of attitude at work:
Studies showing stress creates a mental and physical problem. Problems arose like insomnia,
fatigue, loss of concentration, depression and much more which is dangerous for human
beings. Hence, having a positive attitude towards work helps them to deal with daily stress
and motivate to do work (Robbins, 2009). Enhancing your attitude will have an expansive
influence that decidedly impacts everybody you interact with.
Having an uplifting state of mind is not just essential for your well-being (and occupation
security), it is likewise required to appreciate life. People might not have the training they
required. A large portion of us doesn't wind up doing what we need, or even what we design,
however you can't concentrate on the negative (Suppiah & Singh, 2011).
Job satisfaction factors:
Working Conditions
Employees spend a great amount of potential in their organization every week, it's imperative
for organizations to provide advance employment environment. Examples of good working
conditions are giving open work boundaries and agreeable work places add up to ideal work
conditions (Valentine, et al. 2011). Giving profitability instruments, such as redesigned data

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innovation to enable representatives to fulfill errands all the more proficiently adds to work
fulfillment too. All the components of work environment are compulsory and important when
job satisfaction is considered and it also effects morale of an employee as well.
Open door for Advancement:
Employees tend to be happier with their current place of employment if they feel that it will
help to achieve greater heights in organization and be given greater duty and along with it
greater pay (Yücel, 2012). However if an employer offer greater opportunities for
advancement then employees under him will tend to be more motivated and energised
towards their work. Offering new duties to employees to take new roles make a organization
to prosper in future.
Regard from Co-Workers and recognition:
A threatening environment with dominating and obnoxious co-workers one of the main
considerations that create a negative state of mind towards working environment, while the
inverse is known to have fulfilled representatives to a higher degree as there is less possibility
of contentions and grievances in the working environment which has workers with high
resolve.(Griffin, et al., 2010). Heads need to interfere in and mediate out issues between co-
workers before it become a difficult issue requiring legal action. Representatives must remind
to employees what practices are viewed as improper while cooperating with co-workers.
Organisational commitment
Organizational commitment is the degree to which workers feel faithful to manager (Suppiah,
2011). It is the individual's psychological relation to the organization. Employee experiences
a 'sense of oneness' with their organization.
3 Components of organizational commitment
Affective - Passionate connection to the association. This creates an increased feel of
identification with an organization. It also leaves decreased effect in absenteeism and
turnover. Effective achieves a reduction in prejudicial work behavior (Piccolo, 2010). It has a
constructive problem during solving industry disputes. Affective commitment includes
remaining with the association since anybody needs to. This kind of duty is normally the

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consequence of a steady workplace in which people are dealt with decently and the
estimation of individual donors is grasped.
Continuance - Recognizing that expense of leaving the association is too high. It includes
remaining with the organization for a longer period. For example an employee who has
effectively vested years in an organization, accumulating years of leave, employee benefits
and compensation is leaving organisation and also all the benefits earned are to be forgone
(Herzberg, Mausner & Snyderman, 2011).
Normative - Feeling of commitment to stay faithful to the associations. These sentiments of
commitment come on basis when managers are given new responsibility. Thus, the worker
feels obliged towards business. Therefore, by a show of trust and obligation, towards worker
creates commitment amongst workers (Yousef, 2017).
Organisational commitment helps managers-
Commitment gives essential advantages inside an association also. They give representatives
a reasonable feeling of centre and enable them to organize and arrange their activities.
They're likewise motivational. They can, specifically, make fervours and vitality in
troublesome circumstances, moving workers to endure regardless of hardships and
misfortunes (Snape & Redman, 2010). Organisation commitment includes something beyond
organization devotion; it is the worker naturally needing to shield against feedback both
inward and outside. Organisation commitment includes something beyond organization
devotion; it is the worker naturally needing to shield against feedback both inward and
outside.
It helps in demonstrating how managers are honest about employee welfare. Managers are
often busy in showing their concern about various job satisfaction factors. Commitment and
involvement of employee helps manager in depicting the employee dedication and interest
towards job role. Employee positive connectivity and strong connection with employer also
help in knowing the commitment towards organization. Giving recognition and awarding a
employee for its work in field also increases an employee dedication. Setting achievable goal
and involvement in decision process of company help managers to increase employees’
commitment towards organisation.
Committed employees always set their goals and values organisation in real life. They find
more creative way to do a job and set more ambitious goals when involved in decision

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making process. So a manager should try to enhance the employee commitment level towards
their organisation as it has various advantage.
Conclusion:
The focus of this report was to understand the impacts of attitudes of a person on
work. It also defines how different factors determine attitude of as person in performing his
duties at work. The analysis also reveals how appropriate HR practices and organisational
commitment can improve the satisfaction of an employee. So to keep motivating employee,
an organisation practices should be fair and honest. It also determines how managerial
employee can strengthen his commitment towards organisation. Organisational commitment
helps managers in knowing the employee commitment towards his job.
References
Field, L.K. and Buitendach, J.H., 2011. Happiness, work engagement and organisational
commitment of support staff at a tertiary education institution in South Africa. SA Journal of
Industrial Psychology, 37(1), pp.01-10.
Griffin, M.L., Hogan, N.L., Lambert, E.G., Tucker-Gail, K.A. and Baker, D.N., 2010. Job
involvement, job stress, job satisfaction, and organizational commitment and the burnout of
correctional staff. Criminal justice and behavior, 37(2), pp.239-255.
Herzberg, F., Mausner, B. and Snyderman, B.B., 2011. The motivation to work (Vol. 1).
Transaction publishers, Piscataway, New Jersey
Manzoor, Q.A., 2012. Impact of employees motivation on organizational
effectiveness. Business management and strategy, 3(1), p.36-44.
Nadiri, H. and Tanova, C., 2010. An investigation of the role of justice in turnover intentions,
job satisfaction, and organizational citizenship behavior in hospitality industry. International
journal of hospitality management, 29(1), pp.33-41.
Piccolo, R.F., Greenbaum, R., Hartog, D.N.D. and Folger, R., 2010. The relationship between
ethical leadership and core job characteristics. Journal of Organizational Behavior, 31(2‐3),
pp.259-278.

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Robbins, S.P., 2009. Organizational Behavior, 13/E. pp 70-85. Pearson Education India.
Delhi
Snape, E. and Redman, T., 2010. HRM practices, organizational citizenship behaviour, and
performance: A multi‐level analysis. Journal of Management Studies, 47(7), pp.1219-1247.
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit
knowledge-sharing behaviour. Journal of knowledge management, 15(3), pp.462-477.
Valentine, S., Godkin, L., Fleischman, G.M. and Kidwell, R., 2011. Corporate ethical values,
group creativity, job satisfaction and turnover intention: The impact of work context on work
response. Journal of Business Ethics, 98(3), pp.353-372.
Yousef, D.A., 2017. Organizational Commitment, Job Satisfaction and Attitudes toward
Organizational Change: A Study in the Local Government, International Journal of Public
Administration, 40:1, 77-88, DOI: 10.1080/01900692.2015.1072217.
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.