1. Employee Attitudes and their effects

2. Attitudes: are the feelings and beliefs that largely determine how employees will perceive their environment, commit themselves to intended actions, and ultimately behave.
Some people are optimistic, upbeat, cheerful and courteous , they are said they are to have positive affectivity. Others are generally pessimistic, downbeat, irritable, they are said to have negative affectivity.

3. Job satisfaction: is a set of favorable or unfavorable feelings and emotions with which employees view their work. Typically hob satisfaction refers to the attitudes of a single employee.
The general term used to describe overall group satisfaction is morale.
Overall or multidimensional: job satisfaction can be viewed as an overall attitude of it can apply to the various parts of an individual’s job.

4. Environmental impact: job satisfaction is one part of life satisfaction. The nature of a worker’s environment off the job indirectly influences his or her feelings on the job.
Spillover effect: it occurs in both directions between job and life satisfaction. Consequently, managers need to monitor not only the job and immediate work environment but also their employee’s attitudes towards other parts of life.
Level of job satisfaction: the level is not constant, it is related to various variables.

5. Job involvement: is the degree to which employees immerse themselves in their jobs, invest time and energy in them and view work as a central part of their overall lives.
Organizational commitment: is the degree to which an employee identifies with the organization and wants to continue actively participating in it.
Factors that inhibit and that stimulate employee commitment
Inhibiting factors
Stimulating factors
Excessive blaming
Clarity of rules and policies
Insincere gratitude
Investments in employees
Failure to follow through inconsistencies
Respect and appreciation for efforts
Inflated egos and bullying
Making employees feel valued

6. Work moods: employees have feelings about their jobs that are highly dynamic, they can change within a day, hour, or minute. These attitudes towards jobs are called work moods.
Effects of employee attitudes: dissatisfied employees may engage in psychological withdrawal ( e.g. Day dreaming on the job) physical withdrawal (e.g. unauthorized absence, early departure..) or even over acts of aggression. On the other hand the satisfied employees may provide acts of customer service beyond the call of duty, having sparkling work records.

7. Employee performance: the high performance contributes to high job satisfaction. Better performance typically leads to higher economic , sociological and psychological rewards.
Performance
Rewards
Perception of equity in rewards
Satisfaction or dissatisfaction
Greater or less effort
Greater or less commitment
Turnover
Absenteeism
Tardiness
Theft
Violence
Poor organizational citizenship

8. Tardiness: a tardy employee is one who comes to work but arrives beyond the designated starting time. Tardiness is a short period absenteeism ranging from a few minutes to several hours for each event.
Presenteesim: occurs when employees come to work despite troublesome physical and emotional health conditions that affect their performance.
Theft: some employees steal product from the company. It is the unauthorized removal of company resources.
Violence: it can be verbal or physical aggression at work.

9. Turnover: higher job satisfaction is associated with lower employee turnover, which is the proportion of employees leaving an organization during a given time period.
Employees turnover can have several negative effects on the organization. They include:
Separation cost
Training cost for new employees
Vacancy cost
Replacement cost
Morale effects

10. Employee –organization attitudes
employee’s attitudes toward employee
Employee stays
Employee is terminated
Employee leaves voluntarily
Employee leaves by mutual agreement
Positive
Negative
Organization’s attitudes toward employee p N

11. Benefits of Job satisfaction
Job satisfaction survey is a procedure by which employees report their feelings toward their jobs and work environmnet.
Benefits of job satisfaction:
1- monitoring attitudes: management can have an indication of general levels of satisfaction in a company.
2- the flow of communication in all directions is improved as people plan the survey, take it, and discuss its results.
Ideal survey conditions:
Top management supports the survey
Employees are involve in planning the survey
Past surveys have produced noticeable changes
A clear objective exists for conducting the survey
Management is willing to follow up the action
Both the results and action plans are communicated to employees

12. Types of Job satisfaction survey questions
Closed –end questions: present a choice of answers in such a way that employees select and make the answers that best represent their own feelings.
Open-end questions: seek responses from employees from employees in their own words. This type of questions has two kinds
1- directed questions: focus the employee attention on specific parts of the job and ask questions about those aspects.
2- undirected questions): ask for general comments about the job.

13. Major steps in conducting the surveys
Identify reason for survey
Obtain management commitment
Develop survey instrument
Administer survey
Tabulate results
Analyze result
Provide feedback to participants
Implement action plan
Monitor results

14. Reliability: is the capacity of a survey instrument to produce consistent results regardless who administers it .
Validity: The capacity to measure what they claim to measure
Using survey information:
Communicate the results
Comparative data
Work follow up
Feed back to employees

15. Changing employee attitudes
If management wants to change the attitudes of employees, there many ways such as:
Make the rewards system is tide to individual or team performance
Set challenging goals
Define clear role expectation
Refrain from attacking the employees’ attitudes
Provide frequent feedback
Exhibit a caring
Provide opportunities
Show appreciation for appropriate effort