In every organization, attitude plays a large role in the effectiveness of communication throughout all departments. The attitude of the manager is Just as important as the attitude of the employee. As discussed within our group, it was found that without a positive and encouraging attitude within the workforce, productivity of the organization as a whole diminishes.
When an employee begins showing signs of a poor or disinterested attitude in the workplace, it is essential that the manager or supervisor takes appropriate actions to try and figure out what might e causing the less than desirable attitude in the employee. A person’s attitude is shaped by three components: cognitive component, affective component, and behavioral component. Cognitive component reflects on a person adopting a belief on how things operate in domestic/international society. The affective component reflects on a person’s feelings, moods, or emotions in different situations.
Behavioral component reflects on a person intentionally behaving in a certain manner in a situation. It is important to understand the different components that create a person’s attitude because it shows that there is an interrelated relationship between attitudes and behavior, meaning attitudes shape our behavior in different environments. An employee’s attitude is very important when it comes to Job performance. An employee with a poor attitude may not perform his or her Job duties at a high performance level.
On most occasions, employees may put the blame on management due to the fact that management also plays a role on how employees perform at work. In other words, attitudes in workplace can lead to termination if it instantly occurs; or trainings may be issued to those to change and reduce their attitudes. A manager needs to understand what motivates the employee to perform at a high level. Job satisfaction is directly related to the employee’s moral and attitude toward his or her workplace. In every workforce there are a multitude of personalities a manager must learn to manage and motivate.
In our group we have two different types of personalities the first being the cautious style. The Cautious Styles are analytical, persistent, systematic people who enjoy problem solving. They are detail-oriented, which makes them more concerned with content than style. The C Styles are task-oriented people who enjoy perfecting processes and working toward tangible results. They are almost always in control of their emotions and may become uncomfortable around people who are very out-going, e. G. , the Interactive Styles. In the office, the Cautious Styles work at a slow pace, allowing them to double-check their work.
They tend to see the serious, complex side to situations, but their intelligence and ability to see deterrent points to IEEE endow them with quick and unique senses of humor. The Cautious Styles have high expectations of themselves and others, which can make them over-critical. Their tendency toward perfectionism -taken to an extreme – can cause “paralysis by over- analysis. ” The C Styles are slow and deliberate decision-makers. They do research, make comparisons, determine risks, calculate margins of error, and then take action.
The Cautious Styles become irritated by surprises and glitches, hence their cautious decision-making. The C Styles are also skeptical, so they like to see promises in rating. The Cautious Styles’ strengths include an eye for detail and accuracy, dependability, independence, persistence, follow-through, and organization. They are good listeners and ask a lot of questions; however, they run the risk of missing the forest for the trees. (Disc Platinum Rule) The other two members of the group are both Dominance styles. The Dominance Styles are driven by two governing needs: the need to control and the need to achieve.
The D Styles are goal-oriented go-getters who are most comfortable when they are in charge of people and situations. They want to accomplish many things now, so they focus on no-nonsense approaches to bottom-line results. The Dominance Styles seek expedience and are not afraid to bend the rules. They figure it is easier to beg forgiveness than to ask permission. The D Styles accept challenges, take authority, and plunge headfirst into solving problems. They take charge in a crisis. They are fast-paced, task-oriented, and work quickly and impressively by themselves, which meaner they become annoyed with delays.
They are willing to challenge outdated thinking and ideas. (Disc Platinum Rule) A positive influence plan is a valuable asset for a manager to possess to be able to properly evaluate his or her employees. By simply holding team-building exercises, handing out achievements for well-done Jobs, employee satisfaction surveys, and employee reviews companies can add this information to their influence plans. The plan assists lower-level and senior-level management to increase the morale, motivation, performance and satisfaction of a company’s employees.
These three factors along with a high morale are direct representations of a well-done influence Lana, and all go to the benefit of not Just the company but also to the employees. Results from different studies prove the importance of motivation. One study set two groups of people to solving word puzzles. The first group saw a funny video clip, intended to put the subjects in a good mood first. The other group was not shown the clip and started working on the puzzles right away. The results? The positive-mood group reported higher expectations of being able to solve the puzzles, worked harder at them, and solved more puzzles as a result. Robbins & Judge, 2013, p. 18). Without motivation, employees will simply lose interest in their duties and Job performance will be severely lacking. Performance is the “accomplishment off given task measured against preset standards of accuracy,