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Question: Discuss About The People Of Different Attitudes Organization? Answer: Introduction Organisational behaviour is a management discipline which assesses the behaviour of people within an organisation(Albdour Altarawneh, 2014). Attitude is the predisposition that people have to a situation, person or thing. As people of different attitudes work in an organisation, it is important to understand the importance and impact of attitude on work level(Bissell, 2010). Additionally, job satisfaction and organisational commitment are two important terms used in organisational behaviour. Attitude goes a long way in determining job satisfaction and commitment levels(Chinunda, 2014). Therefore, this essay aims to throw light on attitude and its importance in understanding organisational behaviour. Job Satisfaction and Organisational Commitment Attitude is the predisposition which a person has towards an idea, person, thing or belief (Turner Allen, 2012). Attitude affects the reaction of a person to a situation. A person may react positively or negatively to a certain situation because of his attitude. Attitude has a way of affecting workplace functions and dynamics(Bissell, 2010). Attitude has a way of impacting workplace behaviour during a number of situations and circumstances. Workplace environment and the circumstance of organisational work are determined by the attitude that the employees and the management has regarding work. A positive attitude towards work can lead to organisational efficiency(Robbins Judge, 2013). Attitude of the employee determines whether there will be competitiveness within teams or cooperation and team work. If the team members have an attitude of cooperation they may work towards common organisational goals in a more effective manner. Circumstances like organisational change are also affected by workers attitude(Murray Poole, 2014). If the workers are positively predisposed towards change, they will be able to accept the changes willingly. However, a negative attitude may lead to resistance to change. In continuation to the above, attitude may also affect workers behaviour towards performance appraisal and feedback(Kehoe, 2013). If workers will have a positive attitude, they will take performance appraisal seriously and consider the feedback as a constructive way to improve their efficiency. However, if they have a negative predisposition towards feedback they will consider it as a way of dampening their spirits. Similarly, attitude may affect the effectiveness of training in the workplace(Albdour Altarawneh, 2014). A negative attitude will lead the employee to resist training which in turn will cause waste of training efforts. However, if the employee is positively predisposed, he will welcome the chance to be trained on multiple levels. Therefore, it can be deduced from the above that attitudes determine and affect behaviour of workers in multiple ways in a workplace setting. Attitudes are very important and useful for people; both in the workplace and out of it.(Petty Krosnick, 2014). Attitude type determines how an individual contends with good and bad circumstances within and outside the workplace. Perspectives that people hold regarding different things in life determines how a person copes with different situations. Attitudes can be positive and negative. Forming positive and the right attitude can help an individual in taking actions both in the workplace and in other aspects of life(Chinunda, 2014). Positive and energetic attitude is very useful in the workplace. Those with positive attitude are more adaptive to change and are more flexible. Therefore, such people are able to work more efficiently in team roles(Chinunda, 2014). As a result of positive attitude these people are able to show more commitment level. This leads to greater efficiency and hence better job satisfaction. Some people have an attitude of fearlessness, risk-taking and initiative taking. Such attitude can be useful for people in leadership positions(Bryman, 2013). A positive and fearless attitude helps leaders in making important choices for a work setting. This helps in improving organisational productiveness. A positive attitude is also useful in managing job stress and taking negative incidents in stride(Chinunda, 2014). A person with a positive attitude is able to handle tough challenges in a better way. Such a person is adaptive and is able to contemplate ways to handle these situations. Additionally, a positive attitude is useful to maintain cordial relations with fellow workers and the managers in a work setting. Hence, it can be said that attitude is useful in handling various work and non-work situations in a persons life. Hence, a person should always try to maintain positive attitude towards all circumstances. Job satisfaction is the feeling of fulfilment which a person gets from his job(Wicker, 2011). Job satisfaction is the positive emotional attachment which a person has with his job. This positive emotion also leads to work motivation(Furker, 2011). Job satisfaction is a subjective issue as every person is different and each worker has a different attitude towards work. As human nature can differ due to culture, perception and environment, it is difficult to pinpoint exact factors which determine job satisfaction(Furker, 2011). However, certain academicians and thinkers have been able to determine certain job satisfaction inducing factors based on research(Wicker, 2011). Nature of job is a factor which determines job satisfaction. People feel more satisfied after doing the job they like(Furker, 2011). However, why a person likes a particular job is a matter of subjectivity and has different reasons like talent, expertise and attitude(Wicker, 2011). When a person likes a job he will be positively predisposed towards it, leading to more commitment and better productivity. According to certain thinkers, a job which has more scope for growth and career development gives more satisfaction to the worker(Wicker, 2011). This is because in a job with growth prospects, the workers feel motivated to work more efficiently(Bissell, 2010). Therefore, many companies have employee development and talent management programmes so that employees can grow with the organisation and feel more satisfied. Workers feel more satisfied with their jobs when the organisation gives them power to decide on their job roles(Wicker, 2011). Additionally, flexibility in work timings is also another factor which affects job satisfaction. Additionally, good work environment with cooperation, trust and respect among co-workers breeds job satisfaction(Wicker, 2011). Good implementation of performance appraisal and feedback system also motivates the workers to show efficiency(Furker, 2011). This in turn leads to job satisfaction of the employees. Moreover, if supervisor has faith in the subordinates and treats them with respect, it will lead to better job satisfaction. However human beings get affected by their cultures, peer groups and their perceptions(Furker, 2011). Therefore, it cannot be categorically said that these factors only lead to job satisfaction. Due to subjectivity in attitudes there can be various other reasons why a person feels satisfied in his job. Organisational commitment is the psychological attachment which a person has with his job. This commitment leads to better productivity and efficiency(Furker, 2011).Job satisfaction is a major determining factor of organisational commitment. If a person is satisfied with his job he will feel committed to it(Klein, 2012). Additionally, the work environment and personal attitude also affects job commitment. Commitment to work is also determined by the attitude a person has towards work(Bissell, 2010). If a person is dedicated to work and considers it a priority in life he will be more committed. Therefore, organisational commitment depends on a variety of factors. Organisational commitment determines the level of involvement of the employee with his work(Furker, 2011). Therefore, it is very important for the managers to care for the commitment level of the employees. Commitment of employees to work leads to better work efficiency. Committed employees will be more willing to work harder and push their limits(Furker, 2011). Commitment and job satisfaction goes together(Furker, 2011). Therefore, it is essential that managers keep a track of level of commitment of the employees working under them. Studies show that there is a positive correlation between job satisfaction, organisational commitment and employee retention(Furker, 2011). Employees with higher commitment level tend to stick to the organisation. Therefore, managers should involve themselves in understanding and improving the commitment level of their employees. Committed workforce reacts positively to performance appraisal; training and other employee development programmes(Klein, 2012). Additionally, a committed workforce is more adaptive to change. A committed workforce can be expected to resist change to a lesser degree(Furker, 2011). Therefore, it is important for a manager to know how committed is the workforce. It is also important to understand and implement various ways to enhance commitment level further(Klein, 2012). A manager who is conscious of his employees commitment level will be able to manage the organisation in an effective way and will be able to enhance commitment level further with the help of motivation and better work environment. Conclusion Attitude affects a persons disposition towards work. A positive attitude leads to a more efficient workforce. Positive attitude is also useful for rhea workforce as it makes them more adaptive and flexible. Job satisfaction is also related to attitude. If a person loves his job he will be more committed and satisfied. Committed workforce is more productive. Therefore, managers should care about the commitment level of workforce and find ways to enhance the organisational commitment. References Albdour, A. Altarawneh, I., 2014. Employee engagement and organizational commitment: Evidence from Jordan. International Journal of Business, 19(2), p. 192. Bissell, G., 2010. Organisational Behaviour for Social Work. Bristol: Policy Press. Bryman, A., 2013. Leadership and organizations. New York: Routledge. Chinunda, E. D., 2014. The Attitude of Success: Powerful Workplace Lessons. Durham: Strategic Book Publishing Rights Agency. Furker, B., 2011. Commitment to Work and Job Satisfaction: Studies of Work Orientations. NewYork: Routledge. Kehoe, M., 2013. Make That Grade Organisational Behaviour. Dublin: Gill Macmillan Ltd. Klein, H. J., 2012. Commitment in Organizations: Accumulated Wisdom and New Directions. NewYork: Routledge. Murray, P. Poole, D., 2014. Contemporary Issues in Management and Organisational Behaviour. New York: Cengage Learning. Petty, R. E. Krosnick, o. A., 2014. Attitude Strength: Antecedents and Consequences. NewYork: Psychology Press. Robbins, S. Judge, T., 2013. Organisational Behaviour. Melbourn: Pearson Higher Education AU,. Turner, L. Allen, T. D., 2012. Personal Relationships: The Effect on Employee Attitudes, Behavior, and Well-being. NewYork: Routledge. Wicker, D., 2011. Job Satisfaction: Fact or Fiction: Are you satisfied with your job?. Bloomington: AuthorHouse.