PRESENTATION ON

Chapter 02-Attitudes and Job

Satisfaction
Submitted to:
Talukder Mohammad Shabbir
Adjunct Faculty,Course Instructor: Analysis of Human &
Organizational Behavior (MGT- 501)
Submitted by:
Oishik Rahman Siddiqi, ID: 192-0225-029
MBA (Direct), Spring 2020
 ATTITUDES

 Evaluative statements – either favorable or

unfavorable – concerning objects, people or
events
 It reflects how one feels about something

 As John Calvin Maxwell Said, “People may hear

your words but they feel your attitude.”
 Attitude a little thing that always makes a big
difference.
ABC MODEL OF ATTITUDES
Every attitude has three components that are represented in what is
called the ABC model of attitudes.

Affective Component:
First, the affective component refers to the emotional reaction one has
toward an attitude object. Think of someone who has ophidiophobia
(fear of Snakes)
Behavioral Component:
 It refers to the way one behaves when exposed to an attitude object
like the snake.
Cognitive Component:
Thoughts about an attitude. – For example this is why they justify their
actions against the snake, believing it to be dangerous in some way.
ATTITUDES IN WORKPLACE

A person can have thousands of attitudes, but organizational

behavior focuses our attention on a very limited number of
work-related attitudes. Most of the research in organizational
behavior has been concerned with three attitudes. These are-


 Job Satisfaction


 Job involvement


 Organizational Commitment
JOB SATISFACTION
 Job satisfaction is the level of contentment a person feels regarding
his or her job. This feeling is mainly based on an individual’s
perception of satisfaction.
 It is an unquantifiable metric, positive emotional response you
experience when doing your job or when you are present at work.
 It varies from employee to employee, it goes beyond their daily
duties to cover satisfaction with team members/managers,
satisfaction with organizational policies, and the impact of their job
on employees’ personal lives.
“Pleasure in the Job puts perfection in the work”
-Aristotle
 JOB INVOLVEMENT
 Job involvement refers to a state of psychological identification
with work—or the degree to which a job is central to a person's
identity.
 From an organizational perspective, it has been regarded as the key to
unlocking employee motivation and increasing productivity.
 High levels of job involvement have been found to be related to fewer
absences and lower resignation rates.
 Job involvement and the benefits that flow from it result partly from
personality and characteristics of the individual and partly from
organizational context, job design, and supervisory behavior.
We are what we repeatedly do. Excellence then, is not an act, but a
habit.
-Aristotle
ORGANIZATIONAL COMMITMENT
 Organizational commitment is defined as a view of
an organization's member's psychology towards his/her
attachment to the organization that he/she is working for.
 It is understood as one’s identification with his or her
organization and proud feeling of being its employee.
 It is defined as a state in which an employee identifies with a
particular organization and, its goals, and wishes to maintain
membership in the organization.
 Organizational commitment plays a pivotal role in determining
whether an employee will stay with the organization for a
longer period of time and work passionately towards achieving
the organization’s goal.
FACTORS AFFECTING JOB
SATISFACTION
The Boston Consulting group (BCG) surveyed over 200,000 people
around the world recently to determine the top 10 factors affecting
Job satisfaction. They are given chronologically in the following,
 Appreciation for your work

 Good relationships with colleagues

 Good work-life balance

 Good relationships with superiors

 Company's financial stability

 Learning and career development

 Job security

 Attractive fixed salary

 Interesting job content

 Company values
IMPORTANCE OF JOB SATISFACTION
Employee satisfaction or job satisfaction is one of the key goals of all HR
personnel irrespective of what their individual KRAs are. A satisfied
employee is not just a retained employee but an ambassador for the brand,
internally and externally. Keeping workers happy helps strengthen a company
in many ways, including:
 Lower Turnover – Turnover can be one of the highest costs attributed to
the HR department. Retaining workers helps create a better environment,
and makes it easier to recruit quality talent and save money. The bottom
line: satisfied employees are typically much less likely to leave.
 Higher Productivity – Irrespective of job title and pay grade, employees
who report high job satisfaction tend to achieve higher productivity.
 Increased Profits – Keeping employees safe and satisfied can lead to
higher sales, lower costs and a stronger bottom line.
 Loyalty – When employees feel the company has their best interests at
heart, they often support its mission and work hard to help achieve its
objectives. And, they may be more likely to tell their friends, which helps
spread goodwill.
CONCLUSION
The no. one and most important job of HR department is to
keep employees happy. In reality it doesn’t take much extra
effort to keep employees happy. They want to feel respect
and trust, while working in a safe environment, with good
pay and opportunities to advance. When your company
develops ways to deliver on these important factors, it can
satisfy employees, turn them on and help build a stronger,
more stable and profitable future.

“To win in the marketplace, you must first win in the

workplace.”
-Douglas Conant
THANK YOU