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WAYS TO RESOLVE ATTITUDE PROBLEM AT WORKPLACE 81004747-confident…
WAYS TO RESOLVE ATTITUDE PROBLEM AT WORKPLACE
Expectancy Theory of Motivations
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E to P Expectancy
The individual’s perception that his or her effort will result in a particular level of performance.
In other words is the level of expectations in giving performance to complete the task.
For example, the employee will reduce their bad habits of late submitting task because of the expectancy in their mind will motivated them to perform the task.
Outcome Valence
A valence is the anticipated satisfaction or dissatisfaction that an individual feels towards an outcome.
(+)valence when they are consistent with our values and satisfy our needs
(-)valence when they oppose our values and inhibit need fulfillment
For example, workers need to be able to raise concerns or be disappointed that bad behavior at workplace will not happen.
Goal Setting (Charateristic of Goal)
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Exciting
-Goals tend to be more effective when employees are committed to them, not just compliant
-Challenging goals tend to be more exciting for most (but not all) employees because they are more likely to fulfil a person’s achievement or growth needs when the goal is achieved.
For example, goals set in an organization can be challenging but employers can turn the challenge into something as exciting as rewarding employees who are able to achieve the company's goals.
-The motivational value of goal setting depends on employees receiving feedback about reaching those goals
-By reviewing goal progress and accomplishment helps employees to redirect their effort
-It is also potential source of recognition the fulfills growth needs
Reviewed
For example, employers need to help employees review their goals so as not to create any defects during the course of the process.
Equity Theory Model (Correcting Inequity Feelings)
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Change Our Perception
-Believe that the coworkers really is doing more (working longer hour) or that the higher outcomes (better office) has or she receives really aren't so much better that what you get
For example, employees need to feel good about other employees that they have also worked overtime to make an organization successful.
Leave The Field
Avoid thinking about the inequity by keeping away from the work site, take more sick leave, move to another department or resign from the company.
For example, workers who feel there is inequality among them should try to dispel those feelings by staying away from other workers so that the positive vibes can be restored.
Feedback (Characteristic of Feedback)
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Sufficiently Frequent
-First factor, employees working on new task should receive more frequent feedback because they require more behavior guidance and reinforcement.
-Second, feedback is necessarily less frequent in jobs with along cycle time (executives and scientist) than in jobs with a short cycle time (grocery store cashiers)
For example, a person who gets a new task needs the attention and attention of the right person to avoid any issues.
Credible
Employees are more likely to accept feedback from trustworthy and credible sources
For example, an employee who wants to change his or her bad attitude needs to get a response from the person he or she believes in order to make the change that he or she is doing.
Emotions and Personality
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Emotions are partly determined by a person’s personality, not just workplace experiences.
Positive and negative emotional traits affect a person’s attendance, turnover and long term work attitudes.
For example, worker need to manage their emotions before go with the error in judgment. Investigate the dissatisfaction matter and think positively with the clear emotions to prevent any argument among them
Cluster Of Attitudes
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Beliefs
-Established perceptions about the attitude object /person/ events –what you believe to be true.
Feelings
For example, any employee must be positive in order for the other employee to be positive. Workers need to be constantly smiling and aware of the problems that occur among them to help them.
-Represent your positive or negative evaluations of the attitude object/person/events.
For example, workers need to believe in every positive thing so that there is no quarrel among employees as trusting a new employee's attitude is positive.
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2018444544
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