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Employee Attitude

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.

Read also about employee attitude response to training

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.

References
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.