DB response

Larissa Michelle McDowell

4:42pmApr 2 at 4:42pm

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Hello Classmates,

Attitudes and Job Satisfaction

As the world transitioned to its new normal it also forced individuals to look at their attitudes and jobs differently. The people had mixed feelings and attitudes mainly because they did not know how to handle the changes of the world. They did not know if the organization that they were working for were going to be supportive or not with safety and job security. Not knowing if their jobs and  company will survive the pandemic and what steps and directions needed to be taken if not. Things like this brought on stress and confusion. Job Satisfaction is a expectation that an organization expect an employee to provide to a certain standard, but also you have the other side which is from an employee perspective. Employees expect the employer to provide satisfaction such as the job safety and security during these pandemic times.

 According to (Robbins & Judge 2019) Important attitudes reflect our fundamental values, self-interest, or identification with individuals or groups we value. These attitudes tend to show a strong relationship to our behavior. However, discrepancies between attitudes and behaviors tend to occur when social pressures to behave in certain ways hold exceptional power, as in most organizations. You’re more likely to remember attitudes you frequently express, and attitudes that our memories can easily access are more likely to predict our behavior. The attitude–behavior relationship is also likely to be much stronger if an attitude refers to something with which we have direct personal experience.

According to (Pazzanese 2021) The changes will vary by field and employer, but experts predict flexibility and safety will be top priorities that could bring, for instance, a rethinking of the five-day work week and the way employees earn and spend vacation time. Also, the power dynamics between employers and employees will shift as each reappraise the other’s roles in light of what they learned during the pandemic. And organizations will likely give more attention to employees’ mental health care, getting a closer look at the daily personal pressures their staffs face. The virus’ physical, social, and economic impacts have not been felt equally, which has led to “significant” mental health strains, including increased anxiety and depression, on people at every level within organizations and across industries. Even those who did not become sick or laid off report worries about their own health and that of loved ones, the possibility of losing income, or just the constant uncertainty over when, or if, their lives will return to normal, said Whillans.

References:

Pazzanese, C. (2021).How COVID experiences will reshape the workplace. https://news.harvard.edu/gazette/story/2021/02/how-covid-experiences-will-reshape-the-workplace/  (Links to an external site.)

Robbins, S.P., & Judge, T. (2019). Essentials of Organizational Behavior (14th ed.). Boston: Pearson. https://bookshelf.vitalsource.com/#/books/9780134524719/cfi/6/64!/4/2/2/2@0:51.7

Sabrina L Brown

YesterdayApr 1 at 11:53pm

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This week assigned readings cover Robbins & Judge chapter six (perceptions, decision making) and chapter three (attitudes, job satisfaction). Chapter six discusses the different factors that influence perceptions and how it plays a role into judging others.  Per (Robbins & Judge, 2017), people base behaviors on their perception of what reality is.  When making decisions, we are to evaluate and interpret info and our perceptions answer the questions regarding decisions. Chapter three discusses how attitudes and job satisfaction affect the workplace. Per (Robbins & Judge,2017), attitudes have serious impacts on workplace behavior. Managers need to be interested in employees’ attitudes and job satisfaction because it definitely affects the company’s performance.

I chose this article as it relates to the book (Chapter three) in regard to discussing organizational commitment, culture and job satisfaction. Per (Jigjiddorj, Zanabazar, Jambal, & Semjid 2021), organizational commitment determines whether a worker wants to continue to work for an organization.  Robbins & Judge, 2017, suggest that when employees are committed and engage, or have a sense of loyalty even when dissatisfied at work, they will still stay with the company. When an employee feels that the company has their best interest they will stay with the organization as well. Job satisfaction helps with low turnover, higher productivity, increased profits, and loyalty. Each human resource department can create trust and respect, good pay and job advancement to influence job satisfaction.

Organizational culture is the company’s expectations and philosophy. It helps guide employee behavior and expressed through interactions. Organizational culture affects how individuals interact with each other and people outside the organization. It also helps employees figure out how they identify with the company. If employees do not feel valued, have a negative attitude towards their job or don’t feel they fit with the company culture, they will look for another job. Per (Jigjiddorj, Zanabazar, Jambal, & Semjid 2021), organizational culture helps separate from competitors by creating long term sustainability. This article did a study and relation to organizational commitment, organizational culture and job satisfaction. The results proved that job organizational culture plays a role on job satisfaction.

References

 Jigjiddorj, S., Zanabazar, A., Jambal, T., & Semjid, B. (2021, January). Relationship Between Organizational Culture, Employee Satisfaction and Organizational Commitment. In SHS Web of Conferences (Vol. 90, p. 02004). EDP Sciences.

Robbins, S., & Judge, T. (2017a). Essentials of Organizational Behavior (14th ed.). Pearson.