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Employee Attitude Sample Essay & Outline

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.

Factors Influencing Employee Attitudes Sample Essay & Outline

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.

References
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,

Employment-At-Will Policy Essay & Outline

According to the U.S. Labor law employment-at-will is the kind of employment whereby the contractual relationship between the employee and the employer can be ended at any time without notice or warning. The employer can dismiss the employee at any time and for no reason (Muhi 3). In this case, the employee cannot claim anything from the employer as the U.S. law recognizes the form of employment. Similarly, the employee can leave employment at will and without notice, and no damage is payable to the employer. Some viewers see the practice as unjust since it presents unequal bargaining. Under the common law, At-Will-Employment a default rule in the clause of an employment contract.

The concept of employment-at-will can be viewed from two perspectives, which in turn dictate its agreeability. As such, it is not easy to give a definite answer as to whether I agree with the concept or not. My argument on this is two-fold as follows- in case one is employed, and they are not fully settled at the job, the employment-at-will is the most favorable. When one is not settled in a job, chances will be that they will be looking for another job where they can be satisfied. Because one has to pay bills and meet other basic expenses, they will have to stick to the current job despite the attitude towards it. In an event they get a new job that will require one to start immediately, they can leave the current job without worrying of any damages to the employer.

On the other hand, employment-at-will does not offer the employee job security. People want a job whereby they feel secure. They are not worried that they can lose their job at any time. In fact, being assured of job security is not only beneficial to the employee but also to the employer. The employee will be motivated and can concentrate on the job without worry of losing it. Their good performance will be reflected in the general performance of the organization, which is beneficial to the employer.

If I had a choice, I would rather have employment protection than be employed as an at-will-employee. Having an employment protection is important since it will help me settle and concentrate on my work. It will increase my productivity and creativity. Also, it is easy to plan forward since I know the income to expect from the employment and when to expect it. On the contrary, an at-will-employee is not able to anticipate their income, as they are not assured of being in the job in future. They will not be settled and hence their productivity will be relatively low.

The explicit contract is one where the agreement is made in written form and signed by the parties involved. An implicit contract is a verbal agreement that is not put in writing. Most employees are not covered by any of these contracts. When an employer dismisses such employees at will, it could be mistaken as a form of discrimination (National Conference of State Legislatures Para 4). In his defense, an employer can state that he is not obliged to give any explanation regarding such dismissal if the employee was on an at-will-employment. An at-will-employee can be dismissed at any time and for any reason.

However, discrimination according to the law of the United States of America is not allowed. Therefore, an employer not supposed to dismiss an employee because of discrimination. The employer should prove beyond reasonable doubt that the dismissal was not fueled by discrimination. It might not be easy to table a good defense for such claims. However, the employer can defend himself on the argument that the employment termination was “for good cause”. “For good cause” is the best defense that an employer can give for terminating the employment of a worker (Governor's Office of Business Para 3). An employer has the right to fire an employee who has bad conduct, poor performance, downsizing and an employee who is no longer needed. In case the worker takes him to the court of law, an employer should be in the position to articulate the reasons for terminating the employment in question.

An employer can fire at will. Despite the fact that he or she can be sued for discrimination, his rights to fire at will are not compromised. It is imperative to not that an employer cannot fully eradicate the chances of being accused of discrimination. The most important thing in terminating the employment of a worker is to ensure that the employer is not motivated by discrimination. They should avoid discrimination at all cost. Avoiding discrimination will be important as it will make it easy for employers to defend their case in the event that are accused of the offense in the court of law.

Reference

Governor's Office of Business. At-Will Employment and Wrongful Termination. Governor’s Office of Business and Economic Development. 2012. Accessed online from on October 16, 2015
Muhi Charles J. The employment-at-will doctrine:three major exceptions. Employment at Will. 2001. Accessed online from on October 16, 2015
National Conference of State Legislatures. The At-Will Presumption and Exceptions to the Rule. National Conference of States Legislature. 2015. Accessed online from on October 16, 2015