Organisational Behaviour and Job Satisfaction

Discuss About The Perceived Corporate Social Responsibility?

The study of organisational behaviour is related to the examination of employees at the workplace which assist management into formulating policies for increasing the productivity of workers. While examining the behaviour of the workplace, management analyses the attitude, satisfaction, and commitment of employees towards the company. The productivity of an employee is directly related to his commitment or satisfaction level, which can be enhanced by effective managerial policies. The reason for management to study their employee’s behaviour is to assess their needs and provide better incentives. This essay will analyse the impact of employee’s attitude over the performance of the company. Further, the essay will analyse the effect of commitment and satisfaction of employees in augmenting corporation’s growth. Various theories from market experts will be evaluated in the essay to understand the aspects of organisational behaviour study.

Modern organisation prefers to analyse the behaviour of their employees to collect information regarding their attitude, satisfaction, and commitment. As per Aswathappa and Reddy (2209), this information can be used by management while dealing with their employees. It assists in maintaining a positive relationship with employees and enhances their productivity in the workplace. Management can use such information to provide better compensation and rewards to their employees which improves their job satisfaction. Brooks (2009) provided that the primary motive of management to examine the workplace behaviour is to boost the productivity of employees in the company.

The feeling or approach of a person towards any object or situation is known as attitude. According to Rollinson (2008), the attitude of a person significantly influences their behaviour towards everything. The attitude of a person comprises his thoughts, beliefs, status, and motivations. The managers of organisations can study their employee’s attitude to boost their productivity. The positive or negative attitude of employees affects their productivity in the workplace. The positive attitude of an employee positively affects his and other employees’ productivity and improves their work. As per Baillien et al. (2009), the impact of negative attitude reduces the employee’s productivity and adversely influences the work of other employees as well. For example, the negative comment or bullying face by employees can reduce their productivity significantly, and on the other hand, the positive relationship between employees and management can boost workers’ productivity. Therefore, most modern organisations prefer to analyse the attitude of their employees to augment the performance of the corporation.

The Impact of Employee Attitude on Organisational Behaviour

As per Douglas et al. (2008), negative environment or stressful works can adversely influence the attitude of an employee for his job. For example, if the employer constantly forces his employees to achieve their targets, then eventually the performance of such employees will reduce. Bullying is one of the primary reasons for employee’s negative behaviour at the workplace. The negative relationship between two co-workers affects the performance of both employees. In order to effectively operate an organisation, the management is required to formulate policies to maintain positive work environment between employees. Proper appraisal and rewards can boost the attitude of employees for a small period of time but for the longer satisfaction, it is necessary that positive work environment is established in the corporation. Creed (2011) provided that management should communicate with their employees to find the reason for their negative behaviours and solve such issues between employees. The positive attitude of employees will improve the performance of corporation as a whole. To establish a positive environment in the workplace, the management can implement following steps:

• The first step is related to understanding the attitude of employees and finding the reason for their negative behaviour. The management should determine the problems faced by employees while performing their duties or while interacting with other employees (Kitchin, 2017).
• The management should discuss the problems with employees and provide solutions to solve such problem. Depending upon the problem, the management can introduce a monetary or non-monetary solution to employees.
• The reasons for stress or negativity in the corporation’s environment such as deadline pressure or bullying should stop by the management. The tension between employees should also be discussed and solved by the management with the establishment of mutual respect between workers (Certo, 2015).
• The management should also formulate future policies to avoid any future conflicts or negativity in between employees.

According to Kehoe and Wright (2013), the effect of positive employee’s attitude significantly influences other workers’ attitude in a team. In case of a single colleague, the effect is lower than compared to the group because of the theory of peer pressure. An extrovert leader can uplift the attitude of the entire team with his positivity. The influence of negative leader is similar to a team, where most team members will feel unsatisfied or negative towards their job. It is necessary that the leader of a team must be positive to ensure the full productivity from the team members.

The mutual trust between employer and workers can benefit the relationships in the workplace, by shifting the negative attitude of employees into positive. Glavas and Kelley (2014) provided that to establish mutual trust, the proper channel of communication should be established in between employer and colleagues. There are several theories provided by experts that humour can positively influence the employees’ attitude. Positive humour can establish a trust between employer and colleagues by establishing positive vibes in the workplace. The tension between workers can be eliminated by the management’s use of humour and it can assist in the establishment of a positive relationship. To understand the influence of humour in organisational behaviour, a research conducted using 184 interns. The research concluded that people prefer to work under positive humour management rather than strict management. Further, the research provided that humour’s management assists in establishing a high level of trust in the organisation which helps in improving the performance of the corporation (Coccia, 2008).

Strategies to Maintain Positive Employee Attitude

The theory given by Abraham H. Maslow assists management in understanding the requirements of their employees, which help in improving worker’s job satisfaction. The theory is called ‘Hierarchy of Needs’, it divided the needs of people into five different categories. The categories include physiological, safety, social, self-worth and self-actualization needs of peoples. According to Cherry (2014), the basis of this theory is that an employee can be satisfied with his work if his job can satisfy his needs. By fulfilling their employee’s needs, the management can improve the satisfaction of their employees at the workplace.

‘Motivator-Hygiene Theory’ is another model provided by Herzberg which provides that satisfaction and dissatisfaction of an employee are two different concepts which are generally separate from one another. As per Malik and Naeem (2013), factors such as salary, bonus, and perks of the job are related to satisfaction of employee and called ‘Motivators’. Other factors such as working conditions, policies, safety and workplace environment are related to employee’s dissatisfaction and called ‘Hygiene’. The motivator and hygiene aspects are completely separate from each other, meaning an employee can neither be satisfied nor dissatisfied with his job. The employees of an organisation can be neutral, which makes it difficult for management to motivate such employees.

The commitment and satisfaction level of employees gets influenced by various aspects of a workplace environment. For example, negative attitude of other employees or bullying can adversely influence employees’ behaviour in a corporation. According to Mowday, Porter, and Steers (2013), the lack of safety regulations or guidelines of a workplace can reduce the productivity of employees. Other positive aspects such as future opportunities for growth can uplift the attitude of the employees. The positive relationship with management and colleagues also enhance workers’ commitment towards their work. For proper employee satisfaction, mutual trust should be established between management and workers. The performance of employees is directly related to their behaviour; therefore, management establishes different guidelines to uplift the organisational behaviours. A company introduces various monetary and non-monetary compensation or rewards for their employees, to enhance their job satisfaction and commitment.

Organisations can achieve various advantages due to the positive commitment of employees toward their work. According to Shahid and Azhar (2013), the performance of workers is correlated with their commitment towards their job. A highly committed employee performs at his best without the motivation of his employer. The retention and recruitment procedure became easier since the workers are already committed towards their work. A corporation can significantly augment its revenues if the employees performed with the highest productivity.

Conclusion

In conclusion, the examination of organisational behaviour is significantly important for the management due to its several advantages. By maintaining a positive environment, a company can boost the productivity of their employees. The positive attitude of workers towards their job influences other employees’ behaviour as well. The satisfaction and commitment of employees can also be influenced by management. The commitment and satisfaction of workers are necessary to establish a positive organisational environment. A corporation can use various needs theories for satisfying their employees’ requirements, which can assist in improving their performance. Highly committed employees can augment the revenue of the organisation, therefore, it is necessary for managers to establish a positive organisational environment.

References

Aswathappa, K. and Reddy, G.S., 2009. Organisational behaviour (Vol. 12). Himalaya Publishing House.

Baillien, E., Neyens, I., De Witte, H. and De Cuyper, N., 2009. A qualitative study on the development of workplace bullying: Towards a three way model. Journal of Community & Applied Social Psychology, 19(1), pp.1-16.

Brooks, I., 2009. Organisational behaviour: individuals, groups and organisation. Pearson Education.

Certo, S., 2015. Supervision: Concepts and skill-building. McGraw-Hill Higher Education.

Cherry, K., 2014. Hierarchy of needs. The Five Levels of Maslow’s Hierarchy of Needs. About. com Guide.↑| Link.

Coccia, M., 2008. New organisational behaviour of public research institutions: lessons learned from Italian case study. International Journal of Business Innovation and Research, 2(4), pp.402-419.

Creed, A., 2011. Organisational behaviour. OUP Catalogue.

Douglas, S.C., Kiewitz, C., Martinko, M.J., Harvey, P., Kim, Y. and Chun, J.U., 2008. Cognitions, emotions, and evaluations: An elaboration likelihood model for workplace aggression. Academy of Management Review, 33(2), pp.425-451.

Glavas, A. and Kelley, K., 2014. The effects of perceived corporate social responsibility on employee attitudes. Business Ethics Quarterly, 24(2), pp.165-202.

Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A group and multicultural approach. Routledge.

Malik, M.E. and Naeem, B., 2013. Towards understanding controversy on Herzberg theory of motivation. World Applied Sciences Journal, 24(8), pp.1031-1036.

Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.

Rollinson, D., 2008. Organisational behaviour and analysis: An integrated approach. Pearson Education.

Shahid, A. and Azhar, S.M., 2013. Gaining employee commitment: Linking to organizational effectiveness. Journal of Management Research, 5(1), p.250.