Adnan Haider 11-arid-803

Muhammad Zakriya 11-arid-829

Shabab Ali Bangash 11-arid-859

Muhammad Zeeshan Khan 11-arid-843

GROUP MEMBERS:-

ORGANIZATIONAL BEHAVIOUR

JOB ATTITUDE

ATTITUDE

Attitudes are evaluation ( جانچ) statement either favorable or unfavorable about object people or

event. They reflect how we feel about something. When I say “I like my job”. I am expressing my attitude about works and another example is “I

don’t like maths” That’s also a student’s attitude about his studies. Attitude is liable to change.

COMPONENTS OF ATTITUDES

COGNITIVE COMPONENT

The cognitive component of attitude is the final component; the belief that has led to the underlying reason for the emotion towards the object or event. for example, “My pay is low” That’s a description of or belief in the way things are.

AFFECTIVE COMPONENT

An affective component of attitude relates to a person's feelings or emotions towards an object. There are hundreds of different emotions that humans can experience and any one of these could be an affective component of attitude. For Example “I am angry over how little I am paid”. In this example emotional state happen.

BEHAVIOR COMPONENT:

An Intension to behave in certain way to word someone or something For exampleI am going to look for another job that pays me better

COGNITIVE DISSONANCE

Cognitive Dissonance

Any incompatibility between two or more attitudes or between behavior and attitudes.

MAJOR JOB ATTITUDES:-

1. Job Satisfaction 2. ORGANIZATIONAL

COMMITMENT.3. JOB INVOLVEMENT.

JOB SATISFACTION

Job satisfaction describes a positive feeling about a job resulting from an

evaluation of its characteristics.

JOB SATISFACTION

Measuring Job Satisfaction◦ Single global rating◦ Summation score

MEASURING JOB SATISFACTION:-

Single Global Rating Method 1) Only a few general questions 2) Remarkably accurate Summation Score Method 1) Identifies key elements in the job and

asks for specific feeling about them

IMPACT OF SATISFIED AND DISSATISFIED

Dissatisfied:- 1) Absenteeism 2) Turnover 3) Exit

Satisfied:- 1) Loyalty 2) More Productivity

IMPACT OF SATISFIED AND DISSATISFIED

NEGLECT LOYALTY

EXIT VOICE

Destructive Constructive

Passive

Active

© 2003 Prentice Hall Inc. All rights reserved.

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HOW EMPLOYEES CAN EXPRESS DISSATISFACTION

THE EFFECT OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE

Satisfaction and Productivity◦ Satisfied workers are not necessarily more

productive.◦ Worker productivity is higher in organizations

with more satisfied workers. Satisfaction and Absenteeism

◦ Satisfied employees have fewer avoidable absences.

Satisfaction and Turnover◦ Satisfied employees are less likely to quit.◦ Organizations take actions to cultivate high

performers and to weed out lower performers.

JOB SATISFACTION AND OCB

Satisfaction and Organizational Citizenship Behavior (OCB)◦Satisfied employees who feel fairly treated by and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job.

BENEFITS OF JOB SATISFACTION:-

Better job and organizational performance Better organizational citizenship behaviors Greater levels of customer satisfaction Generally lower absenteeism and turnover Decreased instances of workplace deviance

CAUSES OF JOB SATISFACTION:

1. ORGANIZATIONAL FACTOR.

2. GROUP FACTOR.3. INDIVIDUAL FACTOR.

ORGANIZATIONAL COMMITMENT

A state in which an employees identifies with a particular organization and its goal and wishes to maintain membership.

ORGANISATIONAL COMMITMENT

Affective commitment• An emotional attachment to the organization and

a belief in its values.

Continuance commitment• The percieved economics values of remaining

with an organization compared to leaving it.

Normative commitment• An obligation to remain with the organization for

moral or ethical reasons.

JOB INVOLVEMENT

Job involvement measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth

ATTITUDE SURVEYS

Eliciting responses from employees through questionnaires on how they feel

about their jobs, work groups, supervisors, and the organization.

employee behaviors are based on perceptions, not reality.

THANK YOU