Group Presentation

ORGANIZATIONAL BEHAVIOR

Topic: Attitudes and

job satisfaction
GROUP - 5

Name ID

Md.Nazmul Hossain 082 444 030

Iqbal Aziz Muttakee 082 661 030

Mirza Farhat Anjum

 Attitudes

Evaluative statements or judgment concerning objects, people, or

events

Component of attitude

 Cognitive Component
 Affective Component
 Behavioral Component
 Negative
Attitude toward
Supervisor

Behaviora
l = Action

Affective Cognitive
= Feeling =Evaluation

Fig: Component of attitude

 Functions of Attitudes

Ego
Adjustment
Defensive

Attitudes

Value
Knowledge
Expression
 The Attitude Behavior Cognition
(ABC) Model of Attitude
Managerial Style
Technology
Stimuli Noise
Work Related Factors Peers
Reward System
Career opportunities

My supervisor is unfair
Cognition Beliefs & values
Having a fair supervisor
Is important to me
Affecting Feelings & emotions I don’t like my supervisor
Stage

I am going to request for

Behavior Intended Behavior a transfer
Responses to Job Dissatisfaction
 Cognitive Dissonance

Any incompatibility between two or more attitudes or

between behavior and attitudes.

Desire to reduce dissonance:

 Importance of elements creating dissonance

 Degree of individual influence over elements
 Rewards involved in dissonance
Ways of Changing Attitudes
Changing attitudes of the Employees:

 Give feedback on a regular basis.

 Accentuate positive attitude.
 Be the role model
 Provide new information
 Use fear & coercion
 Use rewards
 Influence of friends/peers
 Applying co-opting approaches
 DEFINITION OF
SATISFACTION
Job satisfaction is an attitude which results from balancing &
summation of many specific likes and dislikes experienced in
connection with the job- their evaluation may rest largely upon
one’s success or failure in the achievement of personal objective
and upon perceived combination of the job and combination
towards these ends.

DESIR
DESIR DESER
DESER SATISF
SATISF
ES VES
VES ACTION
ACTION
ES
IMPORTANCE OF JOB
SATISFACTION

 an important indicator of how employees feel about

their job
 can partially mediate the relationship of
personality
 job satisfaction and job performance is directly
related to one another
 satisfied worker likely to work longer with the
organization
 FACTORS OF JOB
SATISFACTION

 Intrinsic aspect of job

 Supervision
 Working conditions
 Wage and salaries
 Opportunities for advancement
 FACTORS OF JOB
SATISFACTION

 Security
 Company & management
 Social aspect of job
 Communication
 Benefits
INFLUENCES ON JOB
SATISFACTION

 The work itself

 Pay
 Promotions
What job satisfaction people need?
 Each employee wants:
 Recognition as an individual
 Meaningful task
 An opportunity to do something worthwhile.
 Job security for himself and his family
 Good wages
 Adequate benefits
 Opportunity to advance
 No arbitrary action- a voice a matters affecting him
 Satisfactory working conditions
 Skill
Perceived
Experience
personal job
Training
inputs
Efforts
Age
Seniority
Perceived
Education
Perceived amount that
Co loyalty
inputs & should be
Past
outcomes of received (a)
performance
referent others
a=b
Level satisfaction
Difficulty a>b
Time span Perceived job
dissatisfaction
Amount of characteristics
a<b guilt
responsibility Inequity
Discomfort

Perceived
outcome of
referent
Perceived
others
amount
received
(b)
Actual
outcome
received

FIG: MODEL OF DETERMINANT OF FACET OF JOB SATISFACTION

REASONS OF LOW JOB SATISFACTION

 Conflict between co-workers.

 Conflict between supervisors.
 Not being opportunity paid for what they do.
 Have little or no say in decision making that affect employees.
 Fear of loosing their job.
 EFFECTS OF LOW JOB SATISFACTION
 
 HIGH ABSENTEEISM:
When there is low job satisfaction among the employees the rate of
absenteeism will definitely increase.

 HIGH TURNOVER:
If employees are less satisfied with the job, they are tend to elope
from the job frequently.

 TRAINING COST INCREASES:

If an employee leaves the job, the firm needs to hire new employee which
results in low job satisfaction.
J
o High B
b

s
a
ti
s
f
a low
A
c
ti low High
o
n Rate of turn over and absences

Fig: Curve showing relationship between job satisfaction and rate

of turn over and absenteeism.
Reference
Thank
you

Any Query