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1.3 - Attitude

The document discusses attitudes and organizational behavior. It defines attitudes as having cognitive, affective, and behavioral components. It also discusses cognitive dissonance theory and how individuals seek to reduce inconsistencies between attitudes and behaviors. It then provides examples of types of attitudes like job satisfaction, involvement, and commitment. Finally, it discusses using attitude surveys to assess employee feelings and training to help reshape attitudes concerning diversity.

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727822TPMB005 ARAVINTHAN.S
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7 views9 pages

1.3 - Attitude

The document discusses attitudes and organizational behavior. It defines attitudes as having cognitive, affective, and behavioral components. It also discusses cognitive dissonance theory and how individuals seek to reduce inconsistencies between attitudes and behaviors. It then provides examples of types of attitudes like job satisfaction, involvement, and commitment. Finally, it discusses using attitude surveys to assess employee feelings and training to help reshape attitudes concerning diversity.

Uploaded by

727822TPMB005 ARAVINTHAN.S
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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SRI KRISHNA COLLEGE OF

ENGINEERING AND TECHNOLOGY


COIMBATORE

• Name of the Subject : Organizational Behavior


• Subject Code :22PNC101
• Subject Handled by : Dr.A Sarasu kannan
• Batch : 2022-2024
• Module : 1- ATTITUDE
ATTITUDE

Attitudes Cognitive component


The opinion or belief segment
Evaluative of an attitude.
statements or
judgments Affective Component
concerning The emotional or feeling segment
objects, of an attitude.
people, or
events. Behavioral Component
An intention to behave in a certain
way toward someone or something.
THE THEORY OF COGNITIVE DISSONANCE

Cognitive Dissonance
•Any incompatibility between two or more attitudes or
between behavior and attitudes.
•Individuals seek to reduce this gap, or “dissonance”

Desire
Desireto
toreduce
reducedissonance
dissonancedepends
dependson
on
• •Importance
Importanceofofelements
elementscreating
creatingdissonance
dissonance
• •Degree
Degreeof
ofindividual
individualinfluence
influenceover
overelements
elements
• •Rewards
Rewardsinvolved
involvedinindissonance
dissonance
MEASURING THE A-B RELATIONSHIP
• Recent research indicates that attitudes (A) significantly
predict behaviors (B) when moderating variables are
taken into account.

A B

Moderating
ModeratingVariables
Variables
• •Importance
Importanceof ofthe
theattitude
attitude
• •Specificity
Specificityof
ofthe
theattitude
attitude
• •Accessibility
Accessibilityofofthe
theattitude
attitude
• •Social
Socialpressures
pressureson onthe
theindividual
individual
• •Direct
Directexperience
experiencewith
withthe
theattitude
attitude
SELF-PERCEPTION THEORY
Attitudes are used after the fact to make sense
out of an action that has already occurred.
And, B A!
TYPES OF ATTITUDES
Job Satisfaction
A collection of positive and/or negative feelings that
an individual holds toward his or her job.

Job Involvement
Identifying with the job, actively participating in it,
and considering performance important to self-worth.

Organizational Commitment
Identifying with a particular organization and its
goals, and wishing to maintain membership in the
organization (Affective, Normative, and Continuance
Commitment)
TYPES OF ATTITUDES, CONT’D.
Perceived Organizational Support (POS)
Degree to which employees feel the organization cares
about their well-being.

Employee Engagement
An individual’s involvement with, satisfaction with, and
enthusiasm for the organization.
AN APPLICATION: ATTITUDE SURVEYS
Attitude Surveys
Eliciting responses from employees through
questionnaires about how they feel about their jobs,
work groups, supervisors, and the organization.
ATTITUDES AND WORKFORCE DIVERSITY

• Training activities that can reshape employee


attitudes concerning diversity:
• Participating in diversity training that provides for self-
evaluation and group discussions.
• Volunteer work in community and social serve centers
with individuals of diverse backgrounds.

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