Attitudes influence the feelings and behavior people have about environments. Work attitudes can affect how employers and employees behave and their overall job satisfaction (Yousef, 2016). Job satisfaction describes the positive attitudes that employees have towards their work. Attitudes can be in the form of three aspects; cognition, affect, and behavioral. The cognition aspect of attitude describes the belief in the way things are and sets the stage for the critical part of attitude. The affect component defines the emotional aspect of attitude, while the behavioral component describes a person’s willingness to behave in a certain way towards something or someone. Job satisfaction comprises respect, engagement, fair compensation, motivation, respect, and life satisfaction (Yousef, 2016). All four employees display behavior that signifies a negative attitude towards their work.
The marketing product manager’s attitude towards work is negative due to her boss’s disrespect towards lower-income people. This situation also makes her job satisfaction levels displayed by her lateness in arriving to work. The engineer is not satisfied with the long shifts at work, affecting his mental well-being and family life. As a result, he is looking for other job openings in different companies. The behavior displayed by the engineer portrays low life satisfaction. The loading dock manager expresses her dissatisfaction with the working conditions to the other employees. The distribution lead does not feel comfortable being the only employee with a different cultural background despite the organization’s claims of being diverse.
The employees’ attitudes towards the working conditions affect the way they work, their motivation, and the efforts they put into the job. The marketing product manager does not like her boss’s disrespect for low-income earners due to her family background. This attitude lowers her motivation towards her job, which is displayed by the constant lateness. The boss’s attitude also lowers the level of respect the employee has towards them. The engineer loves his job but does not appreciate the long working hours. This situation lowers their job satisfaction and creates a negative attitude towards their work in the organization. Overworking employees leads to a situation whereby the employee output decreases due to burnout or depressive attitudes to the job. The dock manager affects the other employees’ work attitude that works with her by the negative remarks. She makes sure to do what is expected of her but complains of the other aspects that her employees are are not handling in the workplace. The employees under the loading dock manager have low motivation to perform the tasks assigned to them in their jobs. This situation can affect how they work and the overall profits the organization makes in the long run. The isolation he feels will inevitably affect his output in the job.
The manager in charge of employee #1 should follow its value statement and respect customers regardless of their financial capabilities by providing products for a diverse community. Employee # 2 should first complain about the harsh working conditions before considering switching jobs. His employee should be understanding and provide solutions to ease some of the stress he is facing. The loading dock manager should realize that the negative remarks she expresses to other employees influence their motivation. The manager in charge f the department should first make an effort to determine why the employees are performing poorly at their tasks by establishing communication and addressing the situation. The manager in charge of the distribution lead is supposed to notice the low morale and communicate the issue. The manager can also increase cultural diversity in the organization to reduce the distribution lead’s isolation. Mintzberg describes a manager as a figurehead and a liaison (Altamony et al., 2017). Other employees look up to the manager as the figurehead and expect them to lead by example. Managers should display respect and dedication towards their work. Being a liaison means that the manager should establish effective communication channels with both internal and external factors.
References
Altamony, H., Masa’deh, R., & Gharaibeh, A. H. (2017). The Role of Academic Researcher to Mintzberg’s Managerial Roles. | International Journal of Business Management and Economic Research(IJBMER), 8(2), 920-925. https://omarismailameenmohamedalkhoori.com/wp-content/uploads/2019/06/Journal-1.pdf
Yousef, D. A. (2016). Organizational commitment, job satisfaction and attitudes toward organizational change: A study in the local government. International Journal of Public Administration, 40(1), 77-88. https://doi.org/10.1080/01900692.2015.1072217
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