Organizational BEHAVIOUR

Dr. Prachi Agarwal

Associate Professor

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Attitude

Orientation of a person
positive or negative

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Attitude
Attitude has a referent, i.e., an object towards which
positive or negative orientation is implied. Attitude is
always ‘towards’ something.

 Persistent tendency to feel, think and behave in a

particular way towards some object

• Evaluative statements –either favorable or unfavorable-

about objects, people or events.
 Difference Between Attitude & Behaviour

BASIS FOR COMPARISON ATTITUDE BEHAVIOR

Meaning Attitude refers to a person's mental Behavior implies the actions, moves, conduct or
view, regarding the way he/she functions of an individual or group towards other
thinks or feels about someone or persons.
something.

Based on Experience and observation Situation

What is it? A person's mindset. Outward expression of attitude.

Reflects What you think or feel? What you do?

Defined by Way we perceive things. Social Norms

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Components of attitudes

AFFECTIVE COGNITIVE
BEHAVIO
(Emotions (Opinion and
and likings)
R (Action) Belief)
 ABC Model of an Attitude

Component Measured by Example

Affect Physiological indicators I don’t like
Verbal statements my boss.
about feelings
Behavioral Observed behavior I want to
intentions Verbal statements transfer to
about intentions another dept.
C ognition Attitude scales I believe my
Verbal statements boss plays
about beliefs favorites.
ABC Model of an Attitude

• Affective component: this involves a

person’s feelings / emotions, sentiments and
moods about the attitude object. For example:
“I like fruits”.
• Behavioral (or conative) component: the
way the attitude we have influences how we
think, act or behave. For example: “I will eat fruits
daily”.
• Cognitive component: this involves a
person’s belief, knowledge and information
about an attitude object. For example: “I should
eat fruits as doctors advise that fruits are healthy”.
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Behavior is not always the result of attitude
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Does Behaviour always
flow from Attitude?
• Cognitive Dissonance
• In psychology, cognitive dissonance is the mental stress or
discomfort experienced by an individual who holds two or
more contradictory beliefs, ideas, or values at the same time;
performs an action that is contradictory to their beliefs, ideas,
or values; or is confronted by new information that conflicts
with existing beliefs, ideas or values

• Assumptions
1. Humans are sensitive to inconsistencies between actions and beliefs.
2. Recognition of this inconsistency will cause dissonance, and will
motivate an individual to resolve the dissonance.
3. Dissonance will be resolved in one of three basic ways:
i. Change beliefs
ii. Change actions
iii. Change perception of action
Cognitive Dissonance - a state of tension that is produced when
an individual experiences conflict between attitudes and
behavior
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Classic case of Cognitive
Dissonance

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Example-
• A HR manager who is asked to dismiss an employee
for misconduct without appropriate evidence or
with the evidence pointing against the actions
being taken will experience significant cognitive
dissonance.
• Audits
• Performance appraisals of superiors

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Cognitive Dissonance
Any inconsistency between two or more attitudes, or
between behavior and attitudes
•Individuals seek to minimize dissonance
•The desire to reduce dissonance is determined by:
• The importance of the elements creating the dissonance
• The degree of influence the individual believes he or she has
over the elements
• The rewards that may be involved in dissonance
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Reducing Dissonance
Reducing Dissonance -
Example
• Surfing the Internet during Exams
• Change Belief
(Focus on more supportive beliefs that outweigh the dissonant belief or
behaviour)
• It is okay to be on facebook /whatsapp. Man is a social animal.
• Change Action
• Stop using the internet and instead use your time to study for
exams
• Change Perception of Action
(Reduce the importance of conflicting belief)
• The exam that I need to write tomorrow is an easy one. Plus,
using internet refreshes me and I could read better post that.
Class Activity 2 – 10 minutes

• For the following situations, describe how the

individual could deal with his/her cognitive
dissonance: -
• Knowing that smoking is harmful (First cognition) while
liking to smoke (second cognition)
• Believing that lying is bad (First cognition) and being
forced to lie (second cognition)
 JOB SATISFACTION

• It refers to a collection of positive and or negative feelings

that an individual holds toward his or her job.
• It refers to an individual’s general attitude toward his or
her job.
• It includes various aspects- the nature of the job; the
compensation a person gets; growth opportunities;
behavior of the supervisors and coworkers.
• A person with high level of job satisfaction holds positive
attitudes towards the job.
Components of Job
Satisfaction
• Job Characteristics: the type of work itself, pay,
promotional opportunities, supervision, and co-
workers.
• Social Comparison: how individuals compare
themselves with others in the work place. Individuals
can bring others down by whining, or motivate them
as well based on attitudes.
• Disposition: the mood and temperament of
individuals. Some employees are more prone to be
satisfied or dissatisfied, in spite of the nature of the
job or the social environment.
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 CAUSES OF JOB SATISFACTION

• The Work Itself – the strongest correlation with

overall satisfaction
• Pay – not correlated after individual reaches a
level of comfortable living

• Advancement
• Supervision
• Coworkers
THE EFFECT OF JOB SATISFACTION
ON EMPLOYEE PERFORMANCE
• Satisfaction and Productivity
• Satisfied workers aren’t
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
 HOW EMPLOYEES CAN
EXPRESS DISSATISFACTION

DESTRUCTIVE TO CONSTRUCTIVE

EXIT VOICE
PASSIVE TO ACTIVE

NEGLECT LOYALTY
 Job Involvement
• It measures the degree to which a person identifies
psychologically with his or her job and considers his or
her performance important to self-worth.
• High levels of job involvement leads to fewer absences,
lower resignation rates.
Job Attitude: Organizational Commitment

Affective Commitment
Organizational
Commitment
The strength of an
Continuance Commitment
individual’s
identification with
an organization
Normative Commitment
• Affective commitment- involves the employees’
emotional attachment to organization

• Continuance: commitment based on the costs that

the employee associates with leaving the organization

• Normative: employees’ feelings of obligation to stay

with the organization
To sum up:
K = 11 A= 1
N = 14 T = 20
O = 15 S = 19 T = 20
W = 21 K = 11 I= 9
L = 12 I= 9
E= 5 T = 20
D= 4 L = 12 U = 21
G= 7 L = 12 D= 4
E= 5 S = 19 E= 5
94% 82% 100% 29
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