1. ATTITUDES

2. Definition and nature
 A persistent tendency to feel and behave in a
particular way toward some object. E.g. Smith
doesn’t like working the night shift. He has a
negative attitude toward his work assignment.
Attitudes can be characterized in 3 ways:
1. Tend to persist unless something is done to
change them. E.g. Smith is transferred to the day
shift, his attitude may become positive.

3. Nature
2. Attitudes can fall anywhere along a
continuum from very favorable to very
unfavorable. E.g. Smith’s attitude may be
moderately unfavorable. If he is transferred to
the day shift, his attitude may change to
highly favorable.
3. Attitudes are directed toward some object
about which the person had feelings and
beliefs. E.g. in Smith’s case this is the work
shift.

4. Components of Attitudes
C Cognitive Component
The opinion or belief segment of an attitude.
A Affective Component
The emotional and feeling segment of an attitude.
B Behavioral Component
An intention to behave in a certain way toward
someone or something.

5. Cognitive dissonance
Any incompatibility between two or more
attitudes or between behavior and
attitudes.
To reduce dissonance:
• Importance of the elements
• Degree of influence
• Rewards

6. Does behavior always follow
attitudes?
 Moderating variables
• Importance
• Specificity
• Accessibility
• Social pressures
• Direct experience
 Self perception theory

7. Functions of attitudes

8. The Adjustment Function
Attitudes often help people adjust to their
work environment. E.g. when employees
are well treated they develop a positive
attitude toward management and the org.
when employees are berated they
develop negative attitude.

9. The value-expressive function
Attitudes provide people with a basis
for expressing their values. E.g. a
manager who believes strongly in
the work ethics will tend to voice
attitudes toward specific individuals
as a means of reflecting this value

10. The knowledge function
Attitudes help supply standards and frame of
reference that allow people to organize and
explain the world around them. E.g. a union
organizer may have a negative attitude
toward management. This attitude may not be
based on facts, but it does help the individual
relate to management. So, regardless of how
accurate a person’s view of reality is,
attitudes toward people, events, and objects
help the individual make sense out of what is
going on.

11. Major job attitudes

12. Job Satisfaction
A pleasurable or positive emotional state resulting
from the appraisal of one’s job or job experience.
Job satisfaction being the global aspect is
affected by a large array of variables, such as
salary, promotion, primary, & secondary needs,
opportunities for advancement, congenial
working conditions, competent and fair
supervision and degree of participation in goal
setting and perception of employees.
Dissatisfaction with these factors causes stress.

13. Organizational Commitment
A relative strength of an individual’s identification and involvement
in a particular organization. entails three factors:
(a) a strong belief in acceptance of the organization’s goals and
values,
(b) a willingness to exert considerable effort on behalf of the
organization, and
(c) a strong desire to maintain membership in the organization.
Stronger among long term employees, good attendance records,
willing for devotion to company policies, also lower turnover
rates

14. Job Involvement
A person identifies his or her job, actively
participates in it, and considers his or her
performance important to self worth.
• Fewer absences
• Lower resignation rate

15. Changing Attitudes
1. Providing new information
2. Use of fear
3. Resolving discrepancies
4. Influence of friends and peers
5. The co-opting approach