HRM 360 Ch. 2

Details about the components of attitudes: Cognitive

Cognitive component: "I believe"; reflects our beliefs/ideas about an object/situation (what you think of a certain idea)

What are some examples of OCB?

Constructive statements about the department. Expression of personal interest in the work of others. Suggestions for improvement. The training of new people.

What is: "equity"?

Equity theory builds on the notion that satisfaction rests on how "fairly" an individual is treated at work.

What is Flextime?

Flextime is a policy of giving employees flexible work hours so they can come and go at different times, as long as they work a set number of hours. (Cisco)

Attitudes affect Behavior via... what?

Intentions!

Is turnover a good or bad thing?

It depends on who's getting fired! Good when low performing person quits/is fired. Bad when a good employee quits/gets fired/leaves b/c of the loss of valuable knowledge & experience (can be costly)

What are: needs?

Needs are physiological or psychological deficiencies that arouse behavior. All of us have different needs, which means that managers need to learn about employees' needs if they want to increase employees' job satisfaction.

Basic factor that inspires organizational commitment?

Organizational commitment exists to the degree that your personal values match the values that pervade your company's organizational culture. = person-culture fit

Attitudes...

represent our feelings or opinions about people, places, and objects and range from positive to negative.

What does "met expectations" mean?

represent the difference between what an individual expects to receive from a job, such as good pay and promotional opportunities, and what she or he actually receives.

Why are attitudes important?

They are important because they influence our behavior.

Why do attitudes attract serious attention?

They are predictors of behavior! Exs. of Measuring attitudes/using them - the media; political consultants; workplace (job satisfaction, employee engagement, IDing the causes of employee turnover)

How can managers foster positive POS?

They can treat employees fairly, avoid political behavior, provide job security, empower employees, reduce stressors in the work environment, eliminate abusive supervision, and fulfill the psychological contract.

Why do values tend to vary across generations?

Values tend to vary across generations because they are influenced by events in childhood and youth.

What are: withdrawal cognitions?

a process of thinking about whether they should quit. Withdrawal cognitions capture this thought process by representing an individual's overall thoughts and feelings about quitting.

Values are ...

abstract ideals that guide our thinking and behavior across all situations. They stem from our parents' values, our experiences in childhood and throughout life, and our religious or spiritual beliefs. Values are relatively stable and can influence our behavior without our being aware of it.

Telecommuting:

allows employees to do all or some of their work from home, using advanced telecommunications technology and Internet tools to send work electronically from home to the office, and vice versa.

What is: Job satisfaction?

is an affective or emotional response toward various facets of your job.; liking the job

OB researchers define commitment as ...

"a force that binds an individual to a course of action of relevance to one or more targets."24 This definition highlights the way OB researchers link commitment to behavior and the way workers can commit to multiple targets or entities.

What is employee engagement?

"the harnessing of organization members' selves to their work roles; in engagement, people employ and express themselvesPage 59 physically, cognitively, and emotionally during role performance."30 The essence of this definition is the idea that engaged employees "give their all" at work.

Job satisfaction has significant correlations with:

*Attitudes: -Motivation -Job involvement -Withdrawal cognitions -Perceived stress *Behavior: -Job performance -Organizational citizenship behavior (OCB) -Counterproductive work behavior (CWB) -Turnover *Organizational Level: -Accounting/financial performance -Customer service/satisfaction

How can we reduce cognitive dissonance?

1. Change your attitude or behavior or both. 2. Belittle the importance of the inconsistent behavior. 3. Find consonant elements that outweigh dissonant ones.

How can managers reduce CWB?

1. Hire individuals less prone to engage in Counterproductive behavior; screen for cognitive ability and/or personality tests may be relevant 2. Design jobs that promote satisfaction & eliminate managers that treat employees with abuse 3. Respond quickly and appropriately if an employee does engage in CWB; defining unacceptable behavior; and highlighting requirements for acceptable behavior

How to reduce employee turnover?

1. Hire people who fit org's culture 2. Foster employee engagement 3. Hire selectively 4. Provide effective onboarding prograrms 5. Recognize and reward high performers

What are the four behavioral outcomes of job satisfaction?

1. Job performance 2. Organizational citizenship behavior (OCB) 3. Counterproductive work behavior (CWB) 4. Turnover

What are the four attitudinal outcomes of Job Satisfaction?

1. Motivation 2. Job Involvement 3. Withdrawal Cognition 4. Perceived Stress

What are the: Five predominant models of job satisfaction? (what management can do for employee?)

1. Need fulfillment 2. Met expectations 3. Value attainment 4. Equity 5. Dispositional/ genetic components

Savvy managers will track four key workplace attitudes:

1. Organizational commitment 2. Employee engagement 3. Perceived organizational support 4. Job satisfaction

What Person Factors contribute to employee engagement?

1. Personality 2. Positive psychological capital 3. Human and social capital

How do managers measure job satisfaction?

1. Single overall rating "how satisfied are you with your job?" 2. Assess satisfaction along a series of facets

Four components of employee engagement:

1. Urgency 2. Focus 3. Intensity 4. Enthusiasm

How many categories are there within Shwartz's two bipolar dimensions?

10 Self Transcendence: Universalism, Benevolence; Conservation: Conformity, Tradition, Security; Self Enhancement: Power, Achievement, Hedonism; Openness to Change: Hedonism, Stimulation, Self-Direction.

Details about the components of attitudes: Behavioral

Behavioral component: "I intend"; way we intend/expect to act toward someone/something; (what we would do about something; action)

What are some examples of CWB?

Examples include bullying, theft, gossiping, backstabbing, deliberately poor or incorrect work, Internet surfing for personal reasons, excessive socializing, tardiness, sabotage, etc.

According to the Ajzen model, someone's intention to engage in a given behavior is a strong predictor of that behavior. What was the example from the book? (worker vs. quitting)

For example, if you want a quick way to determine whether a worker will quit his or her job, have an objective third party ask the worker what he or she intends. The answer is likely to be accurate.

What is the Scope, Influence, and Affects Behavior of : Personal Values?

Global; Broad: All categories; Variously

How can managers increase engagement?

One way = make sure inputs in the Organizing Framework are positively oriented; they can do this by measuring, tracking, & responding to surveys of employee engagement

How does POS affect employees?

People are willing to work hard and commit to their organizations when they believe the company truly cares about their best interests. Quite simply, we are motivated by the norm of reciprocity to return the favor when someone treats us well.

What contributes to Employee Engagement?

Person Factors and Situation Factors

How does personal attitudes differ from values?

Personal attitudes affect behavior at a different level than do values. While values represent global beliefs that influence behavior across all situations, personal attitudes relate only to behavior directed toward specific objects, persons, or situations.

What are psychological contracts? What does that mean in the work environment?

Psychological contracts represent an individual's perception about the reciprocal exchange between him- or herself and another party. In a work environment, the psychological contract represents an employee's beliefs about what he or she is entitled to receive in return for what he or she provides to the organization.

Schwartz's Value Theory says...

Schwartz proposed that broad values motivate our behavior across any context. He categorized these values into two opposing or bipolar dimensions.

What is the Scope, Influence, and Affects Behavior of : Personal Attitudes?

Specific; Targeted: Specifically; Via intentions

Are values and attitudes normally similar?

TYPICALLY! Values and attitudes are generally in harmony, but not always. A manager who strongly values helpful behavior may have a negative attitude toward helping an unethical coworker.

What is: "dispositional/genetic components"?

The dispositional/genetic model posits that job satisfaction is a function of both personal traits and genetic factors.

Schwartz's Value Theory: two opposing or bipolar dimensions are...

The first dimension ranges from concern for the welfare of others (which Schwartz calls self-transcendence) to pursuit of one's own interests (self-enhancement). The second dimension ranges from self-directed independence (which Schwartz calls openness to change) to conformity (conservation).

Are values relatively stable?

YES! In general, our values are relatively stable across time and situations. This means that positive employee attitudes and motivation are greatest when the work environment is consistent with employee values.

Managers may be able to influence behavioral change by doing or saying things that affect the three determinants of employees' intentions to exhibit a specific behavior. What are those three determinants?

attitude toward the behavior, subjective norms, and perceived behavioral control.

Example of Shwartz's dimensions?

if you value achievement (self-enhancement) over universalism (self-transcendence), you will spend your evening studying hard to get an A in this class rather than attending a meeting about fighting climate change. Our values help us to make these types of choices.

What is: Organizational citizenship behavior (OCB)?

is defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization." OCB is voluntary and helps work groups & org. to effectively achieve goals

What is: "value attainment"?

is that satisfaction results from the perception that a job allows for fulfillment of an individual's important values. Managers can enhance employee satisfaction by providing work assignments and rewards that reinforce employees' values.

Commitment depends on the quality of an employee's ...

psychological contracts.

Organizational Commitment

reflects the extent to which an individual identifies with an organization and commits to its goals.

What is: Perceived Organizational Support (POS)

reflects the extent to which employees believe their organization values their contributions and genuinely cares about their well-being.

Our overall attitudes toward someone or something are a function of the combined influence of...

the three components of attitudes.

What Situation Factors contribute to employee engagement?

1. Job characteristics 2. Leadership 3. Organizational climate (+/-) 4. Stressors - environmental characteristics that cause stress

Details about the components of attitudes: Affective

Affective component: "I feel"; contains our feelings/emotions about a given object/situation (positive/negative affect)

What are the three components of attitudes?

Affective, Cognitive, Behavioral

Outcomes associated with employee engagement?

Gallup estimates that an organization whose employees are highly engaged can achieve 12 percent higher customer satisfaction/loyalty, 18 percent more productivity, and 12 percent greater profitability. Positive relationship between employee engagement, performance, and physical and psychological well-being and corporate-level financial performance and customer satisfaction.

How can managers increase employee commitment?

General Best Practices: 1. Hire people whose personal values align with the organization's. 2. Make sure that management does not breach its psychological contracts. 3. Treat employees fairly and foster trust between managers and employees.

What example did the book use to apply Ajzen's model of the three determinants?

Have you ever wanted a classmate to increase the quality of his or her work on a team project? 1. Create a positive attitude toward contributing high quality work 2. Model the desired behavior by producing high quality work yourself AND praising others for doing the same (strengthens subjective norm) 3. Talk with individual about any obstacles in their way and how to overcome them (increase person' perceived behavioral control)

What is a positive example of having a positive attitude?

If you have a positive attitude about your job (specifically, you like what you are doing), you should be more willing to extend yourself by working longer and harder. This example illustrates that attitudes propel us to act in a specific way in a specific context.

How can managers use/apply Schwartz's Theory?

Managers can better supervise workers by using Schwartz's model to understand their values and motivation. Managers can also reduce employee turnover by trying to reduce the gap between an employee's values and the values that support the organization's culture.

Benefits of POS?

Managers cannot go wrong in providing organizational support. Research shows that it is positively associated with employee engagement, organizational commitment, job satisfaction, organizational citizenship behavior, greater trust, innovation, and lower tendency to quit.

How are job satisfaction and performance related?

Moderately related! but relationship between them is complex. B/c both variables indirectly influence each other through a host of person factors and environmental characteristics contained in the Organizing Framework.

What is the relationship between job satisfaction and turnover?

Moderately strong negative relationship!

What does the wheel of values mean?

Schwartz located the 10 values in a circular-motivation structure to illustrate their compatibility. In general, adjacent values (like self-direction and universalism) are more compatible. That is, these values share a common focus that promotes their acceptance within an individual. Values that are farther apart (like self-direction and power) are less compatible or in conflict. Opposing values are less likely to be held by an individual.

What do Schwartz's dimensions tell us?

Schwartz stressed that it is the relative importance we give to these two dimensions of opposing values that drives our behavior.

What is: Counterproductive work behavior (CWB)?

harms other employees, the organization as a whole, and/or organizational stakeholders such as customers and shareholders. represent a particularly negative work-related outcome.

What are: onboarding programs?

help employees to integrate, assimilate, and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics and clarifying work-role expectations and responsibilities

What is: Cognitive Dissonance?

represents the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions (ideas, beliefs, values, or emotions)

Workplace attitudes are an outcome of ...

various OB-related processes, including leadership. Workplace attitudes - reserved for attitudes that have resulted from the interaction of various individual, group, and organizational processes.

Committed individuals tend to display two outcomes:

1. Likely continuation of their employment with the organization. 2. Greater motivation toward pursuing organizational goals and decisions.