WORK-RELATED ATTITUDES (MIDTERM)  Display negative behavior

I. WHAT IS AN ATTITUDE? An attitude is a person's positive or negative Example

evaluation, feeling, or opinion about something, such as a job, co- A teacher who enjoys teaching, receives support from administrators,
worker, manager, or organization. and gets fair compensation is likely to experience high job satisfaction.

In Organizational Behavior (OB), attitudes influence how employees

III. ATTACHMENT TO COMPANIES: ORGANIZATIONAL COMMITMENT
think, feel, and behave at work.
Organizational commitment refers to an employee's loyalty,
attachment, and dedication to an organization.
Components of Attitude
It reflects how strongly employees identify with and wish to remain in
Attitudes have three components:
their company.
Component Meaning Example Why Organizational Commitment Matters
What a person believes "My company treats employees Committed employees:
Cognitive
or thinks fairly."  Work harder
Affective How a person feels "I enjoy working here."  Remain loyal
How a person tends to Arriving early and working  Support organizational goals
Behavioral
act enthusiastically  Stay with the company longer
Example
An employee believes the company provides good benefits (cognitive),
Types of Organizational Commitment
feels happy about working there (affective), and willingly works hard
1. Affective Commitment
(behavioral).
"I stay because I want to."
Importance of Attitudes
Employees remain because they genuinely like the organization.
Attitudes affect:
Example:
 Job performance An employee loves the company's culture and values.
 Motivation
 Productivity 2. Continuance Commitment
 Employee relationships "I stay because I need to."
 Turnover intentions Employees remain because leaving would be costly.
 Organizational success Example:
An employee stays because of good salary and benefits.
II. JOB SATISFACTION: FEELINGS ABOUT OUR WORK
Job satisfaction refers to the degree to which employees feel positively 3. Normative Commitment
or negatively about their jobs. "I stay because I ought to."
It reflects how much a person likes or dislikes their work. Employees remain because they feel obligated.
Example:
Factors Affecting Job Satisfaction An employee feels grateful for company-sponsored training and wants
1. Nature of the Work to give back.
Employees are more satisfied when work is:
 Interesting Benefits of Organizational Commitment
 Challenging  Reduced employee turnover
 Meaningful  Increased productivity
2. Compensation and Benefits- Fair salaries and benefits increase  Better teamwork
satisfaction.  Greater organizational stability
3. Promotion Opportunities- Employees want chances for career
growth. IV. NEGATIVE ATTITUDES TOWARD CO-WORKERS: PREJUDICE
4. Supervision- Supportive and fair managers improve satisfaction. Prejudice is a negative attitude, opinion, or judgment about an
5. Co-worker Relationships- Positive relationships create a pleasant individual or group based on stereotypes rather than facts.
workplace. It often results in unfair treatment.
6. Work Environment- Safe and comfortable workplaces increase
satisfaction.
Understanding Stereotypes
A stereotype is a generalized belief about a group of people.
Effects of High Job Satisfaction Examples:
Employees tend to:  "Older workers cannot learn new technology."
 Be more productive  "Women are less effective leaders."
 Show commitment  "Young employees are irresponsible."
 Have lower absenteeism These assumptions may not be true and can lead to prejudice.
 Stay longer in the organization
 Cooperate with co-workers Common Types of Workplace Prejudice
Effects of Low Job Satisfaction 1. Gender Prejudice- Treating people unfairly because of their sex.
Employees may: 2. Age Prejudice- Discrimination against younger or older employees.
 Complain frequently 3. Racial or Ethnic Prejudice- Judging employees based on race or
 Be absent often ethnicity.
 Show poor performance 4. Religious Prejudice- Treating employees unfairly because of their
 Resign from work beliefs.
5. Disability Prejudice- Negative attitudes toward employees with
disabilities. Forms of Sexual Harassment
1. Verbal Harassment- jokes
Effects of Workplace Prejudice 2. Non-Verbal Harassment- staring, inappropriate gestures
 Workplace conflict 3. Physical Harassment- unwanted touching
 Low morale 4. Quid Pro Quo Harassment
 Reduced productivity Latin term meaning "this for that."
 Employee stress Occurs when job benefits are exchanged for sexual favors.
 High turnover Example:
 Poor teamwork A supervisor promises a promotion in exchange for a date.
5. Hostile Work Environment
Occurs when repeated sexual behavior creates an uncomfortable
V. STRATEGIES FOR OVERCOMING WORKPLACE PREJUDICE:
workplace.
MANAGING A DIVERSE WORKFORCE
Example:
Constant sexual jokes that make employees feel unsafe.
Workforce diversity refers to the presence of differences among
employees, including:
 Age Effects of Sexual Harassment
 Gender On Employees- stress, anxiety, fear, depression
 Race On Organizations- low productivity, legal problems
 Ethnicity
Preventing Sexual Harassment
 Religion Organizations Should: establish clear policies, conduct training
 Culture
 Educational background
FINALS
 Physical abilities ORGANIZATIONAL COMMUNICATION AND POWER
A diverse workforce brings different ideas, perspectives, and
experiences.
I. THE BASIC NATURE OF COMMUNICATION
Communication is the process of sending and receiving information,
Benefits of Diversity ideas, thoughts, feelings, and messages between two or more people.
1. Increased Creativity In organizations, communication is essential because it allows
Different viewpoints generate innovative solutions. employees and managers to coordinate activities, solve problems, make
2. Better Decision-Making decisions, and achieve organizational goals.
Teams consider multiple perspectives.
3. Improved Problem Solving Communication = Sharing Information + Understanding
Varied experiences lead to better solutions. Communication is successful only when the receiver understands the
4. Enhanced Organizational Reputation message as intended.
Inclusive organizations attract talented employees. Importance of Communication
Communication helps organizations:
Strategies for Managing Diversity and Reducing Prejudice  Coordinate work activities
1. Diversity Training  Improve teamwork
Educates employees about cultural awareness and inclusion.  Build relationships
2. Equal Opportunity Policies
Ensures fair treatment regardless of personal characteristics.
II. THE COMMUNICATION PROCESS
3. Open Communication
Communication is not simply talking. It involves several steps.
Encourages respectful discussion and understanding.
The Communication Process
4. Team-Building Activities
1. Sender- The person who starts the communication.
Promotes interaction among diverse employees.
2. Encoding- The sender converts ideas into words, symbols, gestures,
5. Inclusive Leadership
or messages. Example: The supervisor prepares an email explaining a
Managers should model fairness and respect.
task.
6. Zero Tolerance for Discrimination
3. Message- The information being communicated.
Organizations should enforce policies against prejudice and
4. Channel (Medium)- The method used to transmit the message.
harassment.
Examples: (f2f. call)
5. Receiver- The person who receives the message.
Example 6. Decoding
A company that celebrates cultural events and treats all employees The receiver interprets the message.
equally creates a more inclusive workplace. 7. Feedback The receiver responds to indicate understanding.
8. Noise- Anything that interferes with communication.

VI. SEXUAL HARASSMENT III. THE INFORMATION RICHNESS OF COMMUNICATION MEDIA

Sexual harassment is any unwelcome sexual behavior, request, Information richness refers to a communication medium's ability to
comment, gesture, or conduct that creates an intimidating, hostile, or convey information clearly and effectively.
offensive work environment. Some communication methods provide more information than others.
The behavior is unwanted and makes the victim uncomfortable.
Rich vs. Lean Communication Media B. Informal Communication
Rich Communication Media Definition
Provide: Communication that occurs outside official channels.
 Immediate feedback Often called the grapevine.
 Multiple cues (voice, facial expressions, gestures) Characteristics
 Personal interaction  Unofficial
Examples: Face-to-face meetings, Video conferences  Fast
Advantages  Flexible
 Reduces misunderstanding  Based on social relationships
 Handles complex issues Examples
 Builds stronger relationships  Casual conversations
 Workplace rumors
Lean Communication Media
 Lunch break discussions
Provide:
 Limited feedback Advantages
 Fewer communication cues  Fast information sharing
Examples:  Builds social relationships
 Emails Disadvantages
 Memos  Rumors
 Text messages  Misinformation
Advantages  Confusion
 Fast
 Convenient Example
 Creates written records Employees discussing possible company changes before official
announcements.
Information Richness Ranking
From richest to leanest: V. POWER: HAVING AN IMPACT ON OTHERS
1. Face-to-face communication What is Power?
2. Video conferencing Power is the ability of a person to influence the behavior, decisions, or
3. Telephone calls actions of others.
4. Email Power allows individuals to affect outcomes within an organization.
5. Letters/Memos

Difference Between Power and Authority

Example Power Authority
If a company is announcing layoffs, face-to-face communication is
better because employees can ask questions and receive emotional Ability to influence others Formal right to make decisions
support. May come from personal qualities Comes from position
Can exist without a title Comes with a job position
IV. FORMAL AND INFORMAL COMMUNICATION
Organizations use two main communication systems. Sources of Power
1. Legitimate Power
A. Formal Communication Power derived from one's position.
Communication that follows official organizational channels. Example:
It usually follows the chain of command. A manager directing employees.
Examples
 Company memos 2. Reward Power
 Reports Power based on giving rewards.
 Official meetings Examples:
 Promotions
Types of Formal Communication  Bonuses
1. Downward Communication- Flows from higher levels to lower levels.  Recognition
Manager → Employee
2. Upward Communication- Flows from lower levels to higher levels.
Employee → Manager 3. Coercive Power
3. Horizontal Communication- Occurs between employees of the same Power based on punishment.
level. Examples:
4. Diagonal Communication- Occurs across departments and  Suspension
organizational levels.  Demotion
Example:  Warnings
An HR officer communicating directly with a department supervisor.
4. Expert Power
Power derived from knowledge or skills. Common Leadership Traits
Example: 1. Intelligence- Ability to solve problems and make decisions.
An IT specialist whose expertise is highly valued. 2. Self-Confidence- Belief in one's abilities.
3. Determination- Persistence in achieving goals.
4. Integrity- Honesty and strong moral principles.
5. Referent Power
5. Sociability- Ability to interact effectively with others.
Power gained from admiration, respect, or charisma.
Example:
III. CHARACTERISTICS OF SUCCESSFUL LEADERS
Employees willingly follow a highly respected leader.
Successful leaders often display the following qualities:
1. Vision- Ability to see future possibilities and opportunities.
Why Power Matters 2. Integrity- Doing what is right and acting ethically.
Power helps leaders: 3. Communication Skills- Clearly conveying ideas and expectations.
 Influence behavior 4. Emotional Intelligence- Understanding and managing emotions.
 Achieve goals 5. Decision-Making Ability- Making sound choices under pressure.
 Resolve conflicts 6. Motivation- Encouraging employees to perform at their best.
 Coordinate activities 7. Adaptability- Adjusting to changes and challenges.
8. Accountability- Taking responsibility for actions and results.

LEADERSHIP
Informative Reviewer IV. THE BEHAVIOR APPROACH: WHAT DO LEADERS DO?
The Behavior Approach focuses on what leaders do rather than what
traits they possess.
I. WHAT IS LEADERSHIP? It argues that effective leadership can be learned because behaviors can
Definition be developed.
Leadership is the process of influencing, motivating, and guiding
individuals or groups toward achieving goals.
A leader helps people work together effectively to accomplish Two Major Leadership Behaviors
objectives. 1. Task-Oriented Behavior
Focuses on:
 Goals
Leadership vs. Management
 Productivity
Leadership Management
 Performance
Focuses on people Focuses on processes  Work completion
Inspires and motivates Plans and organizes Leader behaviors include:
Creates vision Maintains stability  Planning work
Encourages change Controls activities  Assigning tasks
Example
 Monitoring performance
A manager ensures employees follow procedures. Example
A leader inspires employees to perform beyond expectations. A supervisor sets deadlines and closely monitors progress.

Importance of Leadership 2. People-Oriented Behavior

Good leadership: Focuses on:
 Motivates employees  Employee welfare
 Improves performance  Relationships
 Builds teamwork  Motivation
 Increases morale  Teamwork
Leader behaviors include:
 Helps organizations achieve goals
 Listening
 Supporting employees
II. THE TRAIT APPROACH: ARE SOME PEOPLE REALLY "BORN  Encouraging participation
LEADERS"? Example
Definition A manager helps employees solve work-related problems and
The Trait Approach suggests that successful leaders possess certain recognizes achievements.
personal characteristics or traits that distinguish them from others.
This approach tries to answer:
"What qualities make someone a leader?" Why the Behavior Approach is Important
It suggests that leadership can be learned through practice.
People can become better leaders by developing effective behaviors.
Are Leaders Born or Made?
The trait approach originally argued that leaders are born with special
qualities.
Modern research suggests:
Leadership is both inherited and developed.
Some traits may help people become leaders, but leadership skills can
also be learned through education and experience.