1. Attitudes are feelings and beliefs thatlargely determine how
employees will perceive their environment, commit themselves to
intended actions, and ultimately behave.
2. It forms a mental set that affects how weview something
else. Positive affectivity Negative affectivity
3. A set of favorable or unfavorable feelings oremotions with
which employees view their work It is an affective attitude (a
feeling of relativelike or dislike toward something) It consists of
feelings, thoughts, and intentionsto act.
4. Refers to the attitudes of a singleemployee. Group Morale
Overall groupsatisfaction
5. Job satisfaction often focus on thevarious parts that are
believed to be important Job related attitudes predispose
anemployee to behave in certain ways
6. Important aspects of job satisfactionincludes: Pay Ones
supervisor The nature of the tasked performed Co-workers or teams
Immediate working conditions
7. Job satisfaction or dissatisfactionemerges as an employee
gains more and more information about the workplace Job
Satisfaction is dynamic
8. The nature of a workers environment off thejob indirectly
influences his or her feelings on the job. Job Satisfaction
influences general lifesatisfaction
9. Managers need to monitor not only the joband immediate work
environment but also their employees attitudes towards parts of
life.
10. Job PoliticsFamiliyLIFE ReligionLeisure
11. The degree to which an employee isengaged in and
enthusiastic about performing their work. An individuals
psychologicalidentification or commitment to his / her job
(Kanungo, 1982)
12. Likely to be more ethical than those who arenot involved
Decreased chances of having to be tardy orabsent Enjoys
participating in events
13. ORGANIZATIONAL COMMITMENT Employees choose to beinvolved,
committed, positive Engaged at emotional level Stronger in the long
term
14. 3 FormsAffectiveNormativeContinuance
15. Inhibiting FactorsStimulating FactorsExcessive
BlamingClarity of RulesInsincere GratitudeTrainingFailure to Follow
through Resepct & Appreciation for Effort
Inconsistencies/incongru Employee ities Participation/Autonomy
Inflated Egos/Bullying Opportunities to express care for other
16. Good attendance records Willingess to adhere to
companypolicies Lower Turnover
17. Emotionalstates, unpredictable, unstable, varies depending
on the employee Can be either positive or negative Happy Employees
are more efficient and havea better performance than those who are
depressed
18. Disney promotes their employees to be incharacter even if
he or she is in a bad mood
19. Jollibee also does the same for theiremployees, given their
motto Be Happy
26. PositiveEmployee Attitude Towards the OrganizationEmployee
StaysEmployee is terminatedNegativeEmployee leaves
voluntarilyEmployee leaves by mutual
agreementPositiveNegativeOrganizations attitude toward
employee
27. Involuntary Voluntary
28. Short-period absenteeism Delay completion of work Decrease
productivity Affect co-workers
29. Physical Office Supplies Money Inventory Abstract Work Time
(e.g.Sleeping)
30. Verbal Physical Main reason could be workstress
31. Organizational Citizenship Behavior Positive behavior
Beyond the expected work of anorganization Voluntary
Spontaneous
32. Rule bending Reasons Against Reasons For Fear Pressure
Reputation Ego Personal code Social Pleasure Embarrassment
33. 1. MONITORING ATTITUDES The survey is potentially a
powerful instrument todiagnose and assess both employee problems
and positive attitudes. They give the management an indication of
levels of satisfaction of the company. They indicate the specific
areas of satisfaction or dissatisfaction. Surveys tell how
employees feel about their jobs, which parts of their jobs they
like, and their feelings.
34. The flow of communication is improved They can serve as a
safety valve or emotionalrelease Training needs can be identified
since the employees are able to report how well they feel about the
job They can also help managers plan and monitor new programs, by
getting feedback on proposed changes, and getting actual results
after after a follow-up survey
35. When the top management supportsEmployees are fully
involved in planning Past surveys have produced noticeable changes
A clear objective exists in conductingThe survey is user-friendly
Results and action plans are communicated toaffected employees
36. There is a systematic approach to conducting surveys. The
major steps are identifying the purpose of conducting the survey,
developing the survey instrument, administering, tabulating
results, analyzing results, providing feedback to the participants,
implementing the action plan and monitoring the results.
37. There are two methods of conducting a survey; through
interviews and questionnaires. Close-Ended Questions Wherein choice
of answers are written, for the employees to just mark which best
represents their feelings. This type does not give the employees
much of a chance to fully express themselves. 1.Example: How
friendly my supervisor is in the workplace (minimum) 1 2 3 4 5
(maximum)
38. 2. Open-End QuestionsThis type seeks responses from
employees in their own words. This permits the employees to express
themselves fully. The management, through this type, is given the
chance to hear out their employees fully. The employees taking the
survey will be able to use their own words. Examples: What do you
like most about working in our company? What could be done to
improve our workplace?
39. Experience shows that careless errors in survey designing
could limit the usefulness of the survey. There are 2 elements for
efficient studies: Reliability The capacity of a survey instrument
to produce consistent results, regardless of who administers or
conducts. 1.
40. 2. Validity The capacity to measure what they claim to
measure. This task is easier to use with close-ended questions, and
more complicated with open-ended ones. Maintenance of anonymity,
norms of interpretation, voluntary participation of participation
and other factors should also be put into attention when conducting
a survey.
41. 1.Communicating the ResultsManagers must be informed of the
results in preparation for usage. The document is called the survey
report. 2. Comparative Data 3. Committee Work Follow-UpWhere there
are task forces assigned to analyze and plan changes after
conducting and evaluating the survey. 4. Feedback to EmployeesAfter
all the actions, the results are communicated and shared to the
employees to inform them of future plans of changes. Also to show
employees that the management cares.
42. Intranet The in-house version of the Internet. These are
private computer networks that are only accessible to employees.
These are used for transmitting secure documents and internal
communications. The intranet could be used to conduct surveys
easily and more efficiently.
43. Make use of reward system Set Challenging goals Define
goals and expectations Refrain from judging/attackingemployees
44. Provide feedback Show a caring, considerate orientation
Provide opportunities Encourage people APPRECIATE