work-related attitudes chapter 6 6-1 copyright © 2011 pearson education, inc. publishing as...
TRANSCRIPT
Work-related Attitudes
Chapter 6
6-1Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives
1. Define attitudes and work-related attitudes, and describe the basic components of attitudes.
2. Distinguish between prejudice and discrimination, and identify various victims of prejudice in organizations.
3. Describe some of the steps being taken by organizations today to manage diversity in the workforce and their effectiveness.
6-2Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives
4. Describe the concept of job satisfaction and summarize four major theories of job satisfaction.
5. Describe the concept of organizational commitment, its major forms, the consequences of low levels of organizational commitment, and how to overcome them.
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Attitude Components
6-4Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall
Prejudice
Definition
Organizational demography
Stereotypes
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Prejudice vs. Discrimination
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Bases for Prejudice
Age
Physical condition
Gender
Sexual orientation
Race and national origin
Religion
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Affirmative Action
6-8Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall
Diversity Management Programs
6-9Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall
Diversity Success Guidelines
Actively pursue the best people
Make sure people are accepted and fit in
Educate everyone
Focus on difference ranges between people
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Diversity Success Guidelines
Avoid treating someone from a certain group as special
Provide total managerial support
Assess process and progress
Pay attention to details
Plan for the future
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Job Satisfaction2-Factor Theory
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Job SatisfactionDispositional Model
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Job SatisfactionValue Theory
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Job Satisfaction
Social Information Processing
Adopt others’ attitudes and behaviors
•Based on others’ cues
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Measuring Job Satisfaction
Rating scales and questionnaires• Job descriptive index
• Minnesota satisfaction questionnaire
• Pay satisfaction questionnaire
Critical incidents
Interviews
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Job Dissatisfaction Consequences Employee withdrawal
• Voluntary withdrawal• Absenteeism
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Unfolding Model of Voluntary Turnover
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Job Dissatisfaction Consequences
Weak, positive relationship with task performance
Reduced organizational citizenship behaviors
Increased occupational injuries
Influences life outside work
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Promoting Job Satisfaction
Pay people fairly
Improve the quality of supervision
Match people to jobs that fit their interests
Decentralize organizational power
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Organizational Commitment
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Committed Workforce Consequences
Unlikely to withdraw
Willing to make sacrifices for their
organizations
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Organizational Commitment Development
Enrich jobs
Align company and employees interests
Recruit and select new employees whose values closely match organization values
6-23Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall
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Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall 6-24