OB

2. Attitude which represent ones belief, feeling
and ideas ,action,tedency towards object and
ideas.
When a person feels about something ,about a
place, commodity and a situation or an idea is
called attitude.

3. Nature of Attitude
•Attitude are learned.
•It is not permanent it changed
•It is the feeling ,Beliefs of individual and groups.
•These feelings and beliefs are defined ones
Predispositions towards given aspects of the world.
•Attitude are evaluative statements, either favorable
or unfavorable. When a person say he likes his job
that means he has a positive attitude towards his job.

4. Cognitive
Emotional
Components
Behavioral
Components
Components of Attitude

5. Cognitive Components- The Belief , Information, Knowledge and
information.
Eg-If a Person does not like or negative attitude about the nuclear
bomb ,In interview if he asked about the nuclear bomb he give
negative points only means he does not like the nuclear bomb that
means his belief and information is negative for that.
Affective Components- Feelings, Sentiments and moods of emotions
towards a particular object
Eg-Wanted to go for a night shift job rather that a General Shift Job
Behavioral Components-Way of thinking ,Behaving and feelings
Eg-If some one like the Principal of the college his attitude is made by
feelings and behavioral aspects

6. Model of Attitude
Ideas
Belief
Information's
Positive
Negative
Feelings
Tendency to behave
Attitude
Attitude Objects

7. Functions of attitude-
1.Attitude is a determine function-Attitude determine the meaning of what is seen in the
environment may be good or bad means favorable attitude has good meaning and unfavorable
attitudes are bad meaning.
2.Attitude is a contradictions –means some time they give two meaning words and diplomatic
opinions about the same things.
3.Attitude is a adjustment function-Attitude is provides a function to adjust in the proper
environment to adjust themselves in that environment. Treated them badly negative attitude
and treated them good a positive attitude.
4.Ego Defense Function- Employees in organization want to protect their own image and some
negative attitude for the new comers and they have ego defencsive function when may not be
changed.
5.Expressive Function-
It provides someone values and self identity of a person
A Manager is belief in ethics so his attitude shows the voice of a quality of work.
6.Attitude is a knowledge function- Maintain stable ,Organized and meaningful structure of a
person not bluff anything.

8. Family and
Peers Group
Neighborhood
Factors of
Attitude
Classical
Condition
Economical
Status
Mass
Communication
Experience

9. Family and peer group-If the parents has a positive attitude or
negative attitude for a object the children's will follow the same
attitude.
Neighborhood-The Cultural Facilities,Relegious group possible ethnic
which is affect the attitude.
Economical Status-The economical status of an individual change the
attitude and belief towards the Trade Unions and Workers and
Manager is different.
Mass Communication-The Medias like TV,Radio,News Paper from
which they got the information's can changed the attitude.
Classical Conditions- When we belief that the condition of the
environment is good rather is bad but we belief that it is good.
Eg- Sale a Sachines bat with Rs.2000000000 But is has no meaning only
Sachine use it that is the condition

10. Attitude and Job Satisfaction
Lockes Model of Job satisfaction and Positive attitude
Organizational
factor
Group
Factor
Individual
Factor
Outcome
Expected
Outcome
Received
Satisfied
Dissatisfie
d
Outcome

11. Organizational Factor for Positive attitude
Employees satisfaction-Provide them right salary
right Beahaviour.
Promotion and Fringe Benefits-Provide them benefits
for particular situation ,Incentives, Allowances
Welfare-Provide them education, Good working
Condition to make a good belief.
HRD-Provide them Training and development and
Rights .
Flexible working Condition-Working culture ,Job
Profile must be good for make a positive attitude

12. Group factor-
•Size of the Group-Make Minimum member to avoid conflict and
maximize the positive attitude for the organization
•Supervision-The head of the group must good administrative
skills and adequate behaviour is most important.
Individual Factor-
•Self-esteem-Means treat them as partner do not as workers and
their attitude is definitely positive.
•Morale Improvement by giving them status no only Salary.
•Make them interest in job to perform and a good positive
attitude

13. Cause dissatisfaction and Negative
attitude-
1.No Promotion and security of job
2.Less Salary and Unfair reduction.
3.Working Condition is poor.
4.Behavioural aspects are bad .
5.No Support from Management.
6.No welfare in Organization
Which Cause a Dissatisfaction and a Negative
attitude for the Organization

14. Function of Positive attitude
1.Maximize the Productivity.
2.Team Work.
3.Self Management and Problem Solving.
4.Improve quality.
5.Reduce Stress.
6.Loayl to Organizations

15. Barriers to Changing an Attitude
Cognitive Dissonance- When a person
behaves in a fashion that is inconsistent with
his or her attitude, Means he or she knows it
is wrong but steal continue to inconsistency .
Prior Commitment-Means the belief is
unchanged and unwilling to change.
Insufficient Information-Two Way
Communication is not possible from TOP
Management and Workers which creates a
negative attitude.

16. VALUES

17. • Values are stable, long lasting beliefs about what is
important to an individual.
• Values are very important to the study of OB,
because values have an important influences on
attitudes, perceptions, needs and motive of the
people at work.
• Values are very powerful but silent force affecting
human behavior.
• Effective managers have to understand the values
underlying the behavior of an employees, because
only then they will realize that why the people
behave in strange and different way sometimes.

18. Definition
A value system is viewed as a relatively permanent
perceptual framework which influence the behavior
of an individual.
“Value is defined as the principles and ideals, that
helps them in making judgement of what is more
important.”

19. Characterist
ics of
Values
Provide
standards of
competence
Values are
fewer in
number
than
attitude.
Focus on
specific
objects,
situation
and person
Permanent
nature and
resistant to
change
Assign the
values as
per their
importance/
priorities

20. Importance of Values
• Values lay the foundations for the understanding
of attitudes and motivation.
• Value system influence the perception of an
individual.
• Personal value system influences the way in
which a manager views the other individuals and
the groups of individual in an organization.
• Value system also influence a manager’s
decisions and his solutions to the various
problems.
• Value influence the attitude and behaviors.

21. Types of Values
1. Milton Rokeach Classification
He identifies two basic types of values:
1. Terminal values: A terminal values is an ultimate goal in a desired status or outcome. These lead to the “ends to be
achieved”. The example of terminal values are:
These are values that we think are most important or most desirable.
These refer to desirable end states of existence, the goals a person would like to achieve during his or her lifetime.
They include happiness, self-respect, recognition, inner harmony, leading a prosperous life, and professional excellence.
The terminal values are:
1. True Friendship
2. Mature Love
3. Self-Respect
4. Happiness
5. Inner Harmony
6. Equality
7. Freedom
8. Pleasure
9. Social Recognition
10. Wisdom
11. Salvation
12. Family Security
13. National Security
14. A Sense of Accomplishment
15. A World of Beauty
16. A World at Peace
17. A Comfortable Life
18. An Exciting Life

22. 2. Instrumental values: It relate to means for achieving desired ends. It is a tool for
acquiring a terminal value. These are preferable modes of behavior, or means of
achieving the terminal values.
Instrumental values deal with views on acceptable modes of conductor means of
achieving the terminal values.
These include being honest, sincere, ethical, and being ambitious. These values
are more focused on personality traits and character.
The Instrumental Values are:
1. Cheerfulness
2. Ambition
3. Love
4. Cleanliness
5. Self-Control
6. Capability
7. Courage
8. Politeness
9. Honesty
10. Imagination
11. Independence
12. Intellect
13. Broad-Mindedness
14. Logic
15. Obedience
16. Helpfulness
17. Responsibility
18. Forgiveness

24. Learning
Measurable and relatively permanent change in behavior through experience,
instruction, or study.
Learning is the process by which an individual acquires knowledge, attitudes
and skills that are necessary to meet the demands of life.
Definitions of Learning:
1. Gardener Murphy: “The term learning covers every modification in
behaviour to meet environmental requirements.”
2. Henry P. Smith: “Learning is the acquisition of new behaviour or the
strengthening or weakening of old behaviour as the result of experience.”

25. Knowledge management (KM) is the process of creating, sharing,
using and managing the knowledge and information of an
organization. It refers to a multidisciplinary approach to achieving
organizational objectives by making the best use of knowledge.
Knowledge management

26. Major types of knowledge are central to KM
•Tacit knowledge
•Explicit knowledge
The distinction between tacit and explicit knowledge is perhaps the most
fundamental concept of knowledge management. Such a distinction was first
made by Michael Polyani in the 1960s, but it forms one of the central planks
of Nonaka and Takeuchi's book The Knowledge-Creating Company (1995)
Tacit knowledge (knowing-how): knowledge embedded in the human mind
through experience and jobs. Know-how and learning embedded within the
minds of people. Personal wisdom and experience, context-specific, more
difficult to extract and codify. Tacit knowledge Includes insights, intuitions.
Explicit knowledge (knowing-that): knowledge codified and digitized in books,
documents, reports, memos, etc. Documented information that can facilitate
action. Knowledge what is easily identified, articulated, shared and employed.
Types of Knowledge

27. CLASSICAL
CONDITIONING
Ivan Pavlov (1849-1936)

28. The Classical Conditioning Theory was proposed by a Russian
Physiologist Ivan Pavlov. According to this theory, behavior is learnt by a
repetitive association between the response and the stimulus.
The classical conditioning theory is based on the assumption that learning
is developed through the interactions with the environment. Also, the
environment shapes the behavior and internal mental state such as
thoughts, feelings, emotions do not explain the human behavior.
Here, an organism learns to transfer response from one stimulus to a
previously neutral stimulus. Classical conditioning is comprised of four
elements:
1.Unconditioned Stimulus (US): Which invariably causes to react in a way.
2.Unconditioned Response (UR): Takes place when the US is presented.
3.Conditioned Stimulus (CS): The object that does not bring about the
desired response
4.Conditioned Response (CR): a particular behavior that an organism
learns to produce, when the CS is presented.
Theories of Learning

32. OPERANT CONDITIONING
B. F. Skinner (1904-1990)

33. 1. Reinforcement
a. Positive
b. Negative
2. Punishment
3. Extinction
COMPONENTS OF OPERANT
CONDITIONING THEORY

34. PRINCIPLES OF OPERANT
CONDITIONING THEORY
 A positively reinforced behaviour will reoccur.
 In order for responses to be reinforced, information
should be presented in small chunks.
 Reinforcements are generalized across similar
stimuli and will produce secondary conditioning.

35.  Definition: The Operant Conditioning theory states that
people are likely to emit responses that are rewarded and
will not emit any responses that are neither followed by
any reward nor punishment.

37. 1. Conditioning study behaviour
2. Conditioning and classroom behaviour
3. Managing Problem Behaviour
4. Conditioning group behaviour
5. Shaping Complex Behaviour
IMPLICATIONS OF PAVLOV’S THEORY

38. Exit
Neglect
Loyalty
Voice
Leaving the Organization
Suggestion to Improve the Condition
Waiting for the improvement of the
Conditions
Go Slow and Negative attitude towards
work