Work-related Attitudes

Chapter 6

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Learning Objectives

1. Define attitudes and work-related attitudes, and describe the basic components of attitudes.

2. Distinguish between prejudice and discrimination, and identify various victims of prejudice in organizations.

3. Describe some of the steps being taken by organizations today to manage diversity in the workforce and their effectiveness.

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Learning Objectives

4. Describe the concept of job satisfaction and summarize four major theories of job satisfaction.

5. Describe the concept of organizational commitment, its major forms, the consequences of low levels of organizational commitment, and how to overcome them.

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Attitude Components

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Prejudice

Definition

Organizational demography

Stereotypes

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Prejudice vs. Discrimination

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Bases for Prejudice

Age

Physical condition

Gender

Sexual orientation

Race and national origin

Religion

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Affirmative Action

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Diversity Management Programs

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Diversity Success Guidelines

Actively pursue the best people

Make sure people are accepted and fit in

Educate everyone

Focus on difference ranges between people

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Diversity Success Guidelines

Avoid treating someone from a certain group as special

Provide total managerial support

Assess process and progress

Pay attention to details

Plan for the future

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Job Satisfaction2-Factor Theory

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Job SatisfactionDispositional Model

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Job SatisfactionValue Theory

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Job Satisfaction

Social Information Processing

Adopt others’ attitudes and behaviors

• Based on others’ cues

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Measuring Job Satisfaction

Rating scales and questionnaires• Job descriptive index

• Minnesota satisfaction questionnaire

• Pay satisfaction questionnaire

Critical incidents

Interviews

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Job Dissatisfaction Consequences Employee withdrawal

• Voluntary withdrawal• Absenteeism

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Unfolding Model of Voluntary Turnover

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Job Dissatisfaction Consequences

Weak, positive relationship with task performance

Reduced organizational citizenship behaviors

Increased occupational injuries

Influences life outside work

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Promoting Job Satisfaction

Pay people fairly

Improve the quality of supervision

Match people to jobs that fit their interests

Decentralize organizational power

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Organizational Commitment

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Committed Workforce Consequences

Unlikely to withdraw

Willing to make sacrifices for their

organizations

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Organizational Commitment Development

Enrich jobs

Align company and employees interests

Recruit and select new employees whose values closely match organization values

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