Dear Uky, you can find relevant contributions on brand awareness and optimization of organizational performance in several authors' work, namely, Saxton (1995), Ewing and Napoli (2005) (Leisch et al, 2013).
Saxton, J. (1995). A Strong Charity Brand Comes From Strong Beliefs and Values. The Journal of Brand Management, 2(4), 211-220.
Ewing, M. T., & Napoli, J. (2005). Developing and Validating a Multidimensional Non-profit Brand Orientation Scale. Journal of Business Research, 58(6), 841-853.
Leisch et al, (2013) Competition or collaboration? The effect of non-profit brand image on volunteer recruitment strategy. Journal of Brand Management. 209(8); 689-704.
Certainly, it can. This is especially true in clinical quality improvement where we operate with potential barriers. For instance, hospital administrators may not have the "buy-in" towards improving the clinical outcomes. Also, frontline employees might have a poor attitude towards quality. As a whole, the organization might have a poor culture of safety where there is little transparency and/or the staff doesn't report errors because of fear of punishment. If we examine this issue at the process level, there are instances where employees might choose to perform a task differently because "they know better" or they may be following flawed protocols because "this is the way it has always been done". IN addition, hospital staff may fall pray to cognitive biases in making decisions about patient care, which could result in poor outcomes and performance. It is these human factors that we need to pay attention to in healthcare.
Ok thank you, Mr. William Barnett
Your answers help me in strengthening assumptions and beliefs.
Best Regards
Miss Márcia Cadete Santos
Thanks for being given literature related to this topic, I hope may be useful and add my insight.
Best Regards
Awareness about what we need to work on is Essential for the Individual and Team. This leads to know the subject of interest quite deeply, hence confidence improves. Awareness is obtained through various sources of information in the Industry. The Individual or Team must be motivated to learn periodically and the intentions of the Awareness exercise. Right attitude complements the whole process, leads to quick learning, being self organized, becoming a good team player...
Absolutely. one of the reasons we still have sexual harassment issues, gender discrimination racial discrimination etc is because of attitudes. For example our attitude toward women in a mans jobs is pervasive and the horror stories you hear about some of the harassment females endure is all a function of attitudes that are hard to change.
Thank you Mr. Thangamani Narayanaswamy, your statement is very helpful to me.
Dear
organizational behavior literature indicated clearly that employees attitude and perception have impact job performance. In contrast, some researchers mentioned that employee performance may influence their attitude and perception.
Awareness leads both subordinates and leaders in the organization to adopt specific attitudes that will affect to a certain extent the performance of the organizations which they belonged to.
I believe attitude contribute 85 percent to success. My answer is yes.
Yes, Mr. Amer, then because of what factors so that this can happen, how do you think?
Yes, Mr.Anirbid
Thanks for the response, but why 85 percent? What's with this value?
Yes Mr. James
Is there a special way or strategy, so that attitude can be changed slightly?
Without question. I don't know if it is 85%, but attitude and outlook and awareness are crucial. Look at the Gallup polling that shows that over 60% of employees say they are disengaged or actively disengaged at work.
Mr. William Donaldson
Ok, Thank you for your information and your opinion.
On Knowledge Behaviors, available at https://www.researchgate.net/publication/266477251_On_Knowledge_Behaviors, ought to be of related interest. That article subscribes to the commonsense that awareness and attitudes impact individual and group performance in organizations. In this regard, however, the article proposes that where large organizations make an effort to boost knowledge sharing, the solutions they fabricate can aggravate problems: beyond traditional learning and development, designing jobs for knowledge behaviors and recruiting people who are positive about sharing to start with will boost knowledge stocks and flows at low cost.
Article On Knowledge Behaviors
You have asked an interesting question in which I recommend you to have a look at the following literatures.
Article Awareness and attitudes toward it governance: Empirical study
Article Healthcare organizations' attitudes toward pay-for-performan...
Conference Paper THE EMPLOYEES’ ATTITUDES TOWARD THE IMPACT OF CORPORATE WELL...
Article An Assessment of the Relationships of Awareness, Attitude, S...
Article Improving Safety Awarness - A Field Study
Awareness refers to knowledge or getting known about a certain object/person/event etc. it definitely contributes positively to performance at the individual level, group level as well as organizational level (quantity of work, quality work etc).
An attitude is a psychological concept which does not exist at the time of birth of a person, and is generally a stable state. Attitudes show how people think, feel and tend to behave with regard to people or/and things; and they may be negative or positive or indifferent. Every attitude has three distinct components, i.e. cognitive, affective, and behavioural tendency. Cognitive component refers to the person’s beliefs about someone or something. Affective component refers to the person’s feeling or liking or disliking about someone or something. Behavioural component refers to the person’s intention to behave in a certain way toward someone or something. Traditional cognitive model of attitudes states that attitudes are a process in which a person logically establishes perceptions about the attitude object-what he or she believes to be true; these beliefs affect feelings which affect behavioural intentions; and finally behavioural intentions affect behaviour of that person. Attitude affects behaviour that affects results or performance (assuming that there are no moderating variables).
Attitude formation is developing and firmly establishing attitudes within a person and it occurs owing to three major sources, i.e. personal experience, social learning, and association. It is not easy to change attitudes of a person. However, a useful strategy to change attitudes called persuasion can be used by the manger who wants to do attitude change. Persuasion is the act of convincing a person to believe something as true.
Best wishes!
Dear Mr. Henarath H. D. N. P Opatha
Thank you very much for the explanation. I need to inform you that I am currently doing research on awareness and attitude for all parties involved in the implementation of information technology governance. Do you think this is an important thing to do or not?
Dear Uky,
I think it is important. If your research will lead to add something significantly to the existing body of knowledge theoretically (filling a gap in theory), empirically (filling a gap in empirical knowledge, i.e. making empirical evidence to support an argument etc), and methodologically (developing an instrument to measure a construct etc), it is indeed very important. Please note that the above is relevant to basic or pure research (not applied research). In case of an applied research it will be useful if it has the findings to solve an immediate problem being faced by the manager or enhance a certain phenomenon that is primarily interested to the manager currently.
Best wishes!
Dear Mr. Henarath H. D. N. P Opatha
It's amazing your knowledge and information. I became excited to do research on this topic. If someday, I'm having trouble, can I ask for your help?
Dear Uky,
You are welcome. Please go to my RG, and some material might be interesting to you.
Best wishes!
Dear Mr. Henarath H. D. N. P Opatha
Ok, thanks for the information and support.
Hopefully, your research can help and provide clues about the research that I will do later.