Everyone has an attitude toward everything-attitude being defined as a personal opinion/feeling toward any given subject. And usually attitudes lead to specific behaviors. How does this cause and effect work within an organization, and what are factors that help and hinder the way the employee's attitudes are changed, created, or deemed obsolete? First we'll look into moderating factors that deal with attitude/behavior situations, and we'll finish with the role that individual attitudes may have on an entire organization.
The prominent moderating factors tend to be the importance of the individual's attitude, the specificity, accessibility, the presence of social pressures, and direct experience with the attitude.
To improve the connection between employee attitudes and resulting behavior the several implications mentioned above must be addressed according to the situation.
To create a positive impact based on an individual's attitude, one must influence the individual to identify with the desired attitude by creating personal interest and value-so that person is more inclined to correspond with the desired attitude, leading to the desired behavior.
When a specific attitude is desired, as well as a specific resulting behavior, its best not to, " Beat around the bunch." as they say. If one wanted to know whether an individual was open to being promoted, they should be direct asking, " Would you consider being promoted to [specific job]?, rather than asking, " Do you have any desire to move anywhere in the company?" By specifically stating that you are thinking of promoting them, you get a specific behavior regarding the idea of a promotion. By simply asking where they would like to move in the company, you are giving the individual to explain where they would like to go and why-not hinting at a promotion because it was not implied.
Accessibility to an attitude depends on how important it is to the individual. If one were to have the individual talk about their attitude on a subject, they would be more likely to behave according to that subject because it has been reiterated. However, if you give an individual some guidance on good attitudes(or reason to have a certain attitude) and continually focus on that attitude-they will be more likely to think and act through that mind set.
The most significant factor in attitude and behavior relations is the individual's experiences that shape their attitude which leads to corresponding behaviors. If an employee has no prior experiences with a given situation, they are far less likely to behave and react in a positive way. Yet individuals who have experience with an attitude know how they will behave in the given situation.
Lastly, there is social pressure which can throw anyone's predictability out the window. Even though all individuals have morals and attitudes toward different subjects, when they are put in a situation where peers can influence their attitude, or the individual just wants to fit in, they may cause discrepancies between an individual's normal behavior and their socially effected behavior. To lessen the conformation of a group of people in an organization, it would be important to let each employee know that personal attitudes are tolerated, and that the organization will work to understand, consider, and accept-without negative repercussions.
Employee attitudes and behaviors are usually related either one way or another, so when an employee has a negative perspective of their job, or a supervisor, or the organization as a whole-then they are less likely to care about their job performance, disregard their supervisor or try to cause problems with them, or not consider anything that would benefit the company as a whole-just worry about doing just enough in their job and get paid. However, if an individual likes their job-they will take pride in doing it correctly, if they like their supervisor-they are more likely to communicate and participate with them, and if they value the organization as a whole-they tend to look for ways to improve the company as a whole, even when they don't have too.