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Employee attitude often affects job performance and is a key concern for the human resource department in any organization. Positive employee attitude is extremely important in any organization. This is because it increases the general productivity of the organization or company. The company can be able to fully rely on its employees because they have the right attitude for the work and are consequently willing to work in order to improve the company’s net output.
Therefore, there is a need for the positive employee attitude to be reinforced in the company as it will enable the going forward of the organization and ensure both diligent and effective work output from the employees.
Negative employee attitude in the workplace often leads to lower morale that consequently leads to decreased work rate and consequently there will be no optimum production. It is of the essence to note that the employees should have the right attitude in order to tackle the daily constraints that often appear in the workplace. If the employees have a negative attitude this will consequently lead to dissatisfaction with the job, lower job morale and ultimately it will lead to decreased production from the affected employees.
Lower salary in the workplace and general inhabitable conditions might lead to negative employee attitudes. On the other hand, better pay together with satisfaction of the employees at the workplace can be described as a key situational experience that might ultimately lead to positive employee attitude when It comes to the workplace. It is therefore, of essence for companies to ensure that indeed they make their environments hospitable and drive the organization towards an orientation and environment that will likely contribute to positive employee attitude as compared to negative employee attitude.
Rogelberg, R. J. (Ed.). (2007). Encyclopedia of industrial and organizational psychology. Thousand Oaks, CA: Sage Publications, Inc.. o Chapter, “Organizational Commitment
Anderson, N., Ones, D., Sinangil, H., & Viswesvaran, C. (Eds.). (2001). Handbook of industrial, work, and organizational psychology (Vol. 2). Thousand Oaks, CA: Sage Publications.. o Chapter, “Job Satisfaction: A Cross-Cultural Review” (pp. 25–52)
Borman, W. C., Ilgen, D. R., & Klimoski, R. J. (Eds.). (2004). Handbook of psychology, Vol. 12. Industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons.
Happy employees are often referred to as being productive employees. There are several factors that often influence employee attitudes in the workplace. The first factor is excessive workload; if employees have a lot of work they often tend to have a negative perception towards the work place. They believe that indeed that they are being overworked and that they are not being paid enough for what they are doing. Another factor is in regards to anxiety about the job in regards to financial security. If the workers feel that indeed the job security does not exist they are not likely to have the right attitude in the workplace. This is because they will be anxious about their job and they will never be comfortable at the workplace. Another factor that affects attitudes is the lack of challenging work, boredom as well as frustration. It is important to understand that there is a need for workers to get a challenge in their workplace in order for them to have the right attitude in the workplace. The negative emotions that stems from these factors often spell trouble for many employers and especially in regards to the retention of the employees.
Improving Employee Attitude
In order to improve the attitudes of the employees, there is a need to ensure that they are satisfied in the workplace. They should have the right pay in regards to the job that they are doing and this will ensure that they are satisfied with the job that they are doing. They should be given a chance at promotion in order to understand that they can grow and progress in the workplace and give their jobs a sense of purpose. Lastly, the employees should be given work that is challenging and that which makes their jobs interesting. This will be important as it will make the employees look forward to their jobs.
Rogelberg, R. J. (Ed.). (2007). Encyclopedia of industrial and organizational psychology. Thousand Oaks, CA: Sage Publications, Inc. Chapter, “Organizational Commitment”
Anderson, N., Ones, D., Sinangil, H., & Viswesvaran, C. (Eds.). (2001). Handbook of industrial, work, and organizational psychology (Vol. 2). Thousand Oaks, CA: Sage Publications. Chapter, “Job Satisfaction: A Cross-Cultural Review” (pp. 25–52)
W. C., Ilgen, D. R., & Klimoski, R. J. (Eds.). (2004). Handbook of psychology, Vol. 12. Industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons. Handbook of Psychology: Vol.12. Industrial and Organizational Psychology,
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