In an ideal situation, no! They should NOT! Organizational follows a system, a pattern, a set of rules rather than "attitudes."
It is true that attitudes of individuals of an organization help to determine organizational behavior. If they all are contributing to achieve common goal(s) then they make up an organization otherwise they are just isolated group of people who are seeking their own interests.
If we concerned organization as organic, almost its behavior not follow attitude. because you can drive the horse to river but you can not affect it to drink.
According to recent contributions by numerous authors, we mean a set of individual skills as characteristics of the individual (knowledge, experience, skills, attitudes, self-image, motivation, values ) that "feed" systematic and intentional behaviors observable, causally related to individual performance level, which is in accordance with the provisions for the holder of a given position work or, more generally, to the needs and expectations of the organization.
The '"intensity" with which the individual draws upon these characteristics and their changes in behavior appreciated by the organization is influenced by the presence/absence of a series of stimuli such as:
1. clarity of the expectations of the organization to the individual and clear explanation to the individual of these expectations
2. participatory and constructive relations between "head" and collaborator, based on the sharing of objectives to be achieved
3. constant and effective feedback from the "boss" in relation to the conduct of the employee
4. inclination of the head to enhance, within the organization, the "virtuous" behavior of employees
5. inclination of the head to support employees in their professional development
6. incentive system may deem fair and transparent by the members of the organization that values accountability and professional growth.
All more in an ideal than real word?
If organizations' system, rules,regulation, goals would become Attitudes of all employees then it would affect organizational behaviour..
I recommend organizations & employees to follow Total Quality Management (TQM) for best performance and results.
-Sundar
Attitudes are in my opinion strange kinds of behaviour of individuals, to show "I´m better", "I´m the most important", "I´m the only" etc. If organisations find profit by such individuals, there must be a strong and strange aim of this society to misuse these characteristics to win.
Attitude and behavior seems to have a personal attribute. Any organization contains number of employers with different attitudes and behaviours. Organization strategy, rules, system and limits brings all together to reach the goal.
On the other hand, employees attitudes and behaviors in the workplace can directly affect the atmosphere and productivity within an organization. As an employer, you want to create an environment that's professional and safe. This keeps your employees motivated, wherein they're likely to work hard and successfully complete each assignment. But if your employees begin to develop a negative or bad attitude, this might translate into poor behavior.
Organizational attitudes are the ways by which the persons within an organization respond to their environments either positively or negatively. There are 2 types of attitudes: 1) Internal attitudes "among the staff of the organization". 2) External attitudes "between the staff & the public".
Attitudes can positively or negatively affect a person's behavior. If the environment within an organization is a hostile one, this will affect the behaviors of the individuals in a negative way & the negative behaviors will proceed towards their interaction with the public. An organization which loses the public can hardly survive.
It is the duty of the management to install a positive work environment, job satisfaction, a reward system, and a code of conduct . The staff will be "busy" with their work & this will have a positive impact on their attitudes reinforcing noble behaviors.
If a management adopts the policy of (Divide & Rule) among its staff, then a gloomy future awaits the organization.
Attitudes refer to evaluations, feelings, and behavioral tendencies (not behaviors) towards people, issues, and objects. Attitudes form, change and shape our behavior.
If the attitude is poor (e.g. if employees hate the organization as they think that they have not been treated well - e.g. their salaries are low, but all managers earn much more and the owner has recently bought a private island) then this reflects in their behavior: e.g. high turnover (people leave to find better places), poor customer service or, in some cases, even stealing from the firm to "set the balance right" and this, in turn, will negatively affect its performance.
Attitude is the result of perception developed through experience over the years. For an individual positive perception will develop positive attitude and negative perception will develop negative attitude. Organization, being structured entity, defined by its membership(employees) and structure, the organizational attitude will be result of integration of most prevalent attitude in the organization and is likely to influence the behavioral pattern in the organization.
Dear @Mahfuz, organizational behavior should be a reflection of organizational attitudes.
Dear Mahfuz, thinking of organizational attitude as of part of cultural qualities, it seems clear that attitudes will evoke behavior within members of the culture. The question is how attitudes determinate or evoke particular responses, manifested in behavior ? What processes are behind such "how" ?
Dear All,
I am an illiterate in business. How is it possible to distinguish organizational attitudes and personnel attitudes? Are organisational attitude models meticulously elaborated by the leaders of corporations or is there a spontaneous likelihood in its evaluation?
Predominantly YES, the attitude determines behavior that subsequently portrays the culture.
Negative attitudes are quickly glued to the new comer than that which is positive attitude and behavior....
Dear @Mahfuz, some recognize three components of attitudes, such as cognitive, affective and conative! " These three components can impact the workplace. The challenge in the workplace is that now these components are tied to work functions, policy, procedures and organizational structure, as well as the people and individuals present in the organization."
http://education-portal.com/academy/lesson/types-of-attitudes-in-the-workplace-cognitive-affective-behavioral-components.html#lesson
Excellent reply by Ljubomir Jacić - I shall also read your research paper soon.
Best wishes,
Sundar
Behaviour is simply the manifestation or putting into action of attitude. Attitude is a precedent of and a determinant of behaviour. This is one reason why managers,in order to generate the kind of organizational behaviour he desires, he must first develop in his organization the appropriate kind of attitude.
This is basically the assumption of transformational leadership theory. Ideally a leader "transforms" employee's attitude towards a specific goal in a way that it becomes intrinsically motivating and thus transforms into organizational behavior. However the motives always need to be questioned (the problem of "pseudotransformational" leadership)
There is an old saying in my native tongue, Tamil: Like thread, like fabric. The quality of the thread and its weave determine the quality of the fabric made with it. Organizations are no exception. The attitudes of the organization that we are referring to are the 'culture' that the top management envisions and carefully cultivates across all spectrum of its employees. It is the culture (and the ethos, norms or values that come out of it) that determines how an organization behaves within itself as well as with the outside world.
The simplest example are the professional armed forces. The 'culture' of the army determines how it behaves in battle. We certainly do not expect Boko Haram to stand up to these kind of norm-based behaviors.
Unlike professional armies, corporations have one unique challenge that can affect its culture as well as behavior - the rate of its labor turn over. The faster they go, they weaker will be the organizational culture and therefore inconsistent behavior.
This is a question that merits deep reflections and answers. Would be glad to learn more from others views.
Have a great day!!
according to me :
Yes organizational attitudes determine organizational behavior...
@Srinivasan,
Interesting point of view. If you define attitude as uniformal behaviour, you may be right in many cases. But I know a lot of people, who go to opposition, if they shall be behaviouraly uniformed. I´m such a disobedient type, because I think, my brain shall be uniformed and switched off. So uniforms or common attitudes are no pleasure for me.
I suppose that organizational attitudes must be continuously adjustable; therefore they depend on a particular capacity of an individual (manager). This permanent adjustment of attitude permit not to affect organizational behavior. if the manager is alone and isolated (with no feed back) he cannot judge distorted attitudes that are own and can affect the organization.
Organizational attitude refers to the intention to behave; it is the step that come just before the behavior.
Changes in the workplace, together with the growing intensity of work, mean that work
practices are constantly changing and organizations need effective processes to accommodate such changes (Bellou, 2010).
Focusing on the role of effective organizational values and length of tenure, in conjunction with employee attitudes and behaviors is a real confrontation for organizations.
The proposition that attitudes and behaviors of organization decline over time needs to be an essential interest for future research.
Thank you so much for your nice question. I think organizational attitude helps to determine organizational behavior. Because each of the organization should have a common goal and objective (Organizational attitude), So that each of the employees can concentrate towards their common goal and objective. Otherwise employees' of that organization will look forward to achieve their own interest which hampers organizational behavior.
Thanks
Dear Mahfuz
It appears you are meaning whether attitude of people in organization impacts their behaviour. Yes, I will say, always it is so. By attitude, we mean the predisposition of an individual to respond positively or negatively towards a certain idea, object, person, or situation.
And, behaviour refers to the aggregate of the responses or reactions made by an organism (organism is a living thing that has within it different parts that help it function i.e. humans, animal, birds, etc.) in any situation. Truly, people with positive and negative atttudes would behave differently. The attitude will certainly impact behaviour.
Dear Mahfuz,
It depends on the role of the individual on the organization.
It is also important the type of the organization. For example, if the results of the behavior are not visible then the relation between the organization attitude and organizational behavior can be not so strong.
The attitude of the Organisation is simply the collective attitude of its members. It the duty of managers to elicit the right attitude for compliance. Deviation is simply a failed behaviour and management through constant training and education should make workers imbibe the right attitude. If behaviour is a visible part of the Organisation's activity then the need to achieve this also becomes intense.
@ Hanno Krieger
Thanks. If there is no South Pole, do we really believe that North Pole can exist? Even theology needs non-believers to demonstrate the power of faith. Your 'no pleasure for me' statement therefore is charming since set-piece theories that confirmists mostly rely, not often produce excellence. In any organization, civil or military, we find that non-confirmists are usually the man-Friday. If conformists walk 90 meters, the last 10 meters are always completed by non-confirmists. We need therefore a culture in the organization that recognizes storm petrels and uses them intelligently to achieve the impossible.
On a lighter vein, I find the old Pepsi advt - Normal is boring - very relevant in management education and practice.
Have a great day!!
Certainly. Attitudes and behaviour are inherently interlinked. The macro strategies and approaches of an organization impact the micro dynamics of/ in organizational settings, and vice versa. The attached article outlining the five pillars of organizational excellence sheds light on the key attributes of successful organizations, and on closer examination, it is quite evident that organizational attitude is the driving force underlying it.
http://www.qualitydigest.com/aug06/articles/05_article.shtml
Dear All,
Could somebody tell an example how an organizational attitude determines the behaviour and the likelihood that this behaviour became a rule? Is this mechanism (attitude – behaviour – rule) advantageous for both, the organisation and the individual?
When there is no opposition or threat to what one feels doing, an attitude is usually expressed or enacted (behaved, and repetitively done (practiced). Such that when one feels that going to the office early is good for the health, he will come to the office early and become an early bird. This kind of employee becomes productive. If others follow hum, it will make the organization more productive.
@ Ljubomir. "Some recognize three components of attitudes, such as cognitive, affective and conative! ".
- Affective component involves a person’s feelings / emotions about the attitude object.
- Behavioral component refers to the way the attitude we have influences how we act or behave.
- Cognitive component which involves a person’s belief / knowledge about an attitude object.
Mahfuz Judeh highlighted 3 components of attitudes - Affective, Behavioral and Cognitive!
To quote:
- Affective component involves a person’s feelings / emotions about the attitude object.
- Behavioral component refers to the way the attitude we have influences how we act or behave.
- Cognitive component which involves a person’s belief / knowledge about an attitude object.
I suggest the original author to expand it and publish it as a potential bestseller:
"3 Ways of Attitude for Successful Business People"
or this
"ABC Ways of Attitude for Successful Business People"
Kindly remember to thank me in Acknowledgements!
Best wishes,
Sundar
Yes, There is a correlation between the organisational attitude and organisational behaviour.
Attitudes can be either positive or negative. Developing positive attitude at work can determine how successful you will be in your career.
Attitudes are developed through Perceptions and reinforcements (Positive and Reprimanding). The correctional (negative) reinforcements stays in people for long as a Learned input and guides suitable thinking and action for a corrected behavior.
Thank you Krishnan, now the picture is more clear about the positive and negative attitudes.
It depends on the kind of attitudes and the kind of behaviors. In general work attitudes explains many behaviors at work. More than most of the other possible determinants. One should also note that the relationships are not direct and attitudes affect first behavior tendencies. Behavior tendencies affect work behaviors.
Organisation is a place where individuals meet , work to reach objectives of firm. in that sense, organisation's behavour is people behaviour and therefore it becomes organisational attitudes.
My dear
Why we asked : do organizational attitudes determine organizational behavior? Let us to ask : does organizational behavior always follow from attitudes? in the late 1960s, Leon Festinger challenged assumed that attitudes always determine organizational behavior. He argued that attitudes follow behavior. The cases of attitude following behavior illustrate the effects of cognitive dissonance, any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes (Robbins & Judge, 2013: 72). Thus, let us assume in some cases attitudes may follow behavior.
Organizational behavior is the study of how people act in groups, particularly at work. Attitude is also measurable and changeable as well as influencing the person's emotion and behavior.
There are three levels in Organizational Behaviour (OB):
Attitudes really affect organizational behaviour to a significant extent.
While studying this important subject, it is a good idea to look into the size of the company also. Working in small institutes (with a few faculty and staff) has its own advantages and disadvantages, and working in big institutes or companies has its own advantages and disadvantages also. In my experience, organizational behaviour in small institutes is easily manageable, while OB in big companies or institutes needs rigorous work and good information / communication flows help things. People work with a lot of deadlines & project management is also a key process. Some companies organize meditation or yoga which also help relieving stress. Social and cultural meetings are also welcomed in small or big companies .
I shall stop here as this is a vast topic and this can be analyzed in many angles.
Best wishes
Sundar
Dear Sundararpandian, I ould like to thank you for the detailed and thorough answer.
The values and beliefs people hold deeply in organizations determine their behaviors, and shapes the organizational climate. Thus, organizational attitudes determine organizational behavior. If the CEO feels cheating on mortgage loan applications is perfectly fine and rewards such behaviors, many subordinates will engage in the behaviors the CEO accepts and rewards.
There are dozens of companies involved in such behaviors where the climate of falsifying documents became the norm and many of the CEO's are now in prison.
Dear Concha, You said that you have had a different attitude while working in different companies. Thank you. This means that positive or negative attitudes can be change.
Dear Concha,
I have had jobs where I hated going to work. I am fortunate because I love my current job and feel I have a pretty good life working for a pretty good organization.
Can we deliver training courses to adjust or change the attitudes of an employee?
The thing is you shouldn't get misused in a job.The working hours should be as per the norms.people get into a situation where they can niether quit nor continue and just feel stuck..
Yes Attitude changes "over time" and "reinforcements to changes"
Dear Krishnan,
As long as attitudes changes over time and reinforcements to changes, so I believe that training courses in this connection will be effective in changing attitudes.
`Training courses only matter little when it comes to *attitude*. I assume that we are not talking about brainwashing. My point is that knowing how to do something is not the same thing as wanting to do this something. Attitude as mentioned above is not only about *understanding your point of view* but also related to *agreeing with your point of view* and then *being able to do something about it* and also *wanting to do something about it. All these matters - and it becomes quickly clear that *training courses* at best only address one *very* specific subset of requirements for attitude to change. Additionally - people can change their mind about things. Perhaps there is also a significant impact related to *trust*.
Attitude affects the way people behave. Attitude has three components: cognitions (reflecting thoughts), affect (reflecting feelings), and behavioral intentions (reflecting actions). Extrapolating this to organizations, it is just natural for organizational attitude to determine, and to a great extent, its behavior. Hence, to change a certain behavior, relevant attitude needs to be changed first.
Dear Iman,
I agree with you that "to change a certain behavior, relevant attitude needs to be changed first".
Training per se will affect attitude in a lesser influence scale, The individual change and acceptance within "self" portrays the behavior on a longer run.
Training can bring in a "Animal habituating behavior' or taming for acceptable actions...
Hire for attitudes, train for skills. A successful organization finds employees who fit in with its distinctive culture, and train employees to improve their skills.
Attitudes + collective identity
Individual and organizational frameworks have to be connected
Organizational behaviour is an intangible element. In order to create an intangible asset we need a set of factors related to human capital and structural capital.
Regards
Dear Carlos, I agree with you that organizational behaviour is an intangible element in the organization.
Attitudes are internal modes of thinking that are normally manifested externally. However, if the external environment (organization) sanctions (punishes) the attitude than it is likely that attitudes will be repressed and/or hidden. For example, one can harbor racist attitudes, but suppress those attitudes in the workplace in order to stay employed. Hence, it is not possible to directly link non-rewarded attitudes with organizational behavior. On the other hand if particular manifestations of attitudes are rewarded than there can be a positive correlation with organizational behavior.
Dear Miles,
I completely agree with you on the definition of attitudes as " internal modes of thinking that are normally manifested externally".
Values that lead to the provision of quality service have clear links with Employee attitudes in service encounters, with committed employees experiencing increased motivation leading to increased levels of customer satisfaction.
http://www98.griffith.edu.au/dspace/bitstream/handle/10072/48233/81924_1.pdf;jsessionid=CC1ACFB287BB3FA6A5B3914AC887F6C2?sequence=1
Employee is more satisfied when his personal values are congruent with the organizational values.
Dear Mahfuz,
I totally agree with you, Convergence between employee values and the organizational values leads to satisfaction, which affects employer productivity.
I am in full agreement with you, convergence between organizational values and employee values increase mobilization and well being in work place of employees and increase productivity.
The attitude of employees make them behave in a certain manner which would in turn become a culture. This determines how they do things.
Yes, Norah. "The attitude of employees make them behave in a certain manner which would in turn become a culture". You are right, thank you.
Organizations attitudes implies contexts. If attitudes are undermined contexts become toxic.
The question sounds a bit tricky Mahfuz . "By organisational Behaviour" we are are referring to an "interdisciplinary field dedicated to the understanding and managing people at work" Anyway, organisational attitudes, I believe can, have a considerable impact on how employees perceive their organisations and consequently how they behave. If such attitudes become the norm over a long period of time it becomes the organisational culture "Thus the way we do things over here" . I think I'm in the same boat with Nora
"Cognitive- Affect-Behaviour" model in Essentials of Organizational Behavior, Stephen P. Robbins & Timothy A. Judge is nice to follow... Any inconsistency between two or more attitudes, or between behavior and attitudes Individuals seek to minimize dissonance
- The desire to reduce dissonance is determined by:
- The importance of the elements creating the dissonance
- The degree of influence the individual believes he or she has over the elements
- The rewards that may be involved in dissonance
The attached powerpoints of Essentials of Organizational Behavior, Stephen P. Robbins & Timothy A. Judge, is very interesting. Thank you dear Krishnan for attaching them.
Dear Dr. Mafuze
The foundation of organization behaviour is widely based on the organization attitude. The attitude is the roadmap for all employees along with the organization lader.
The attitudenal perspective focuses on the attitude theme toward and to predict an organization behaviour.
Recently the talented organization is a reflection of an attitude.
Regards
Dear Tariq, I completely agree with you that the foundation of organization behavior is widely based on the organization attitude.
Organisational attitudes definitely determine organisational behavior to a greater extent.. If we analyse organisation using the concept of positive organisational scholarship we can infer that the organisation can be viewed as a set of three interrelated parts:-
Body -refers to the structure, organizational design, uses of power, communication processes, and distribution of work;
Mind- refers to how underlying beliefs, goals, policies, and procedures are implemented, “how conflict is handled, how change is managed, how members are treated, and how the organization learns”;
Spirit- “is the core or heart of an organization, …what makes it vibrant, and gives it vigor. It is measurable by observation.” (Bruhn, 2001, p.147)
What will drive an organisation in terms of attitudes will be the extent to which the three main aspects identified above exist.. If there is positive alignment of the body, mind & spirit with the values of the employees there is possibility that positive organisational attitudes are likely to emanate from the relationship and the opposite happens if there is negative alignment.
Yes, dear Jennifer,
"What will drive an organisation in terms of attitudes will be the extent to which the three main aspects...." It is a good point.
I thank Krishnan-jee for sharing a nice power-point on job attitudes.
-Sundar
Dear Sundarapandian and Krishnan. The power point was really very interesting.
Attitudes can positively or negatively affect behaviour. Positive attitude usually manifests itself in organization behaviour when persons engaged with the organization are active, productive and do what they fell essential for improvement. On the other hand, negative attitudes are also reflected through behaviour. People in the organization with a pessimistic attitude are often seen as people who are upset easily or quick to anger. It may not take much to upset their inner balance, which affects both the quantity and quality of work performed in a work day. Attitudes can be infectious and can influence the behaviour of the organization as a whole. Conversely, it is possible for an organization to influence a person's attitude and in turn their behaviour. A positive work environment, job satisfaction, a reward system, and a code of conduct all may help reinforce specific behaviours. One key to altering an individual's behaviour is consistency. It isn't enough to put initiatives that influence behaviour in place, everyone in the organization needs to be committed to its success.
Definitely, dear Yogesh. Attitudes can be positive or negative. Therefore, they may positively or negatively affect behaviour.
Dear Mahfuz - if the individual is a team manager or a top management person, then the attitude of this individual will certainly affect group norms or group behavior at work. If on the other hand the individual is a new incumbent, then he / she may be yet to be in an influential position in any group and their attitude / activities may give negligible effect on a group. Many new incumbents are often slow starters, but organizations like those new employees, who are pro-active and make a flying start on their respective jobs!
Best wishes, Sundar
A group or organization is comprised of individuals; as such individual attitude will certainly affect the group behavior at work.
Group conformity can also affect or make pressure on group members. Group pressure, such as persuasion, and criticism can play a significant role in this connection.
Yogesh & Mahfuz: have you seen the Peter Sellers movie "The Party"??
Best wishes,
Sundar
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