HRM203 Human Behaviour in Organisations Tutor-Marked Assignment July 2020 Presentation Submitted by: Name PI No. Claire Chiu Xiu Ling N1981875 Tutorial Group: TG 04 Instructor's Name: Prof. Prabakaran S/O Achuthan Nair Submission Date: 30/08/2020 Declaration Statement: "I declare that this assignment is my own work, unless otherwise acknowledged or credited by appropriate referencing. I have read and abide by the SUSS Honour Code and I am aware of the penalties associated with plagiarism and collusion listed in the SUSS Student Handbook."
How Attitudes Affect Behaviour/Performance at Work Attitude is the set of beliefs, behaviours, and emotions towards a specified thing, object, event, or person. It is often resulted due to the upbringing or the experiences. Attitudes also have an impact on behaviour. The components of attitude are cognitive, affective, behavioural. Explicit attitudes impact the beliefs and behaviours, and every individual is consciously aware of this. In contrast, implicit attitudes are the unconscious ones that still possess some impact on behaviours and beliefs (Cherry, 2020). Identifying variables that are associated with the performance of the workers and their company is of vital importance. The expectations of the workers that the company is responsible for providing training programs for enhancing performance play a significant role in the development of their attitude (Khan,, 2014). This report has reviewed some literature that led to the consideration of the factors related to the attitude that impacts workplace performance. Generally, the managers of the company give importance to attitudes as positive attitude reduces daily stress, improves leadership skills increases interpersonal relations, enhances confidence over abilities, and cuts back sick days. In contrast, negative attitude demoralises the colleagues, overshadows the achievements, hurts relations with customers, reduces productivity level and creates toxic work conditions (Moran, 2019). Attitude impacts the performance directly at the workplace (Khan,, 2014), and this report states how it does so. Literature Review According to Khan,, (2014), the performance of workers at the workplace is mostly related to their feelings, perception, and cognition concerning their roles. The performance impacts output and their efforts as well. Workers are the most important resource of the organisation, their attitude, and behaviour is the subject that the HRM identifies for significant
positions. Job performance is the characteristics and feelings that are concerned mostly with work. Job performance is all about disliking and liking people about their roles at the workplace. Job performance is a significant feature for the maintenance of workers while being at the workplace. The attitude of leaders and workers: the performance of workers affects employee yield and their satisfaction. The owners and managers think that for the success of the company, capable workers are required. Worker's performance can be predicted by giving behavioural significance to the workers at work. The expectations set from the workers formulate trust, behaviour, and attitude. Behaviour and attitude affect the worker's behaviour, attitude, and belief to increase their performance level, and this is the influencing factor that forms personality traits at the workplace. The motivation is directly related to the workers' performance, and leaders' attitude plays a significant role in the development of attitude, behaviour, and beliefs. Job satisfaction: job satisfaction is concerned with the worker's brisk feelings regarding the consideration of their jobs like management, salary, a chance for improvement, and morale. The evaluation of all the phases of a job estimates the worker's performance at work. The job performance attributes consist of various job-related aspects such as co-workers, working ambience, salary, and superiors. The features essential for estimating the performance at work include the uniqueness of job, salary, managing political affairs, and working conditions. Higher levels of satisfaction among the workers can exhibit higher efficiency at work, and there exists uniqueness of different types. Job Commitment: the existence of various impediments mounts the commitment of the workers at work—the attainment of the objectives related to the career impacts the commitment of the workers positively. Behaviour, thinking, attitude, and trust of the workers towards the
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