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How do your attitudes, values, moods and emotions affect your workplace behavior?

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Photo Credit: Adam Foster

Our attitudes, values, moods and emotions will affect any situation in which we find ourselves.  In particular, attitudes will directly impact what we put into a situation and more importantly what we get out of the situation.  For example, when it comes to mowing my one acre yard I have a bad attitude.  As a result, I prolong mowing as long as possible, I rarely put in my best effort and in the end it shows as it’s pretty easy to tell it was not mowed by a professional.  When it comes to the workplace, attitudes have that same impact.  They can affect what level of effort someone will put into their job that ultimately determines what they get from their job.  Those with a good attitude about their job (i.e. job satisfaction) and their company (i.e. organizational commitment) are more likely to stay at their job and get involved with more non-job related organizational activities.  Conversely, those with bad attitudes are likely to have higher absenteeism and more likely to leave their position.

Values, moods and emotions all influence the behavior of employees within organizations so it’s critical for employees and their managers to recognize when these attitudes and emotions are negatively impacting job satisfaction and organizational commitment.  With positive attitudes come many benefits to the employee and organization such as reduced absenteeism, lower turnover and reduced aggression at work (Bauer & Erdogan, 2010, p. 83).  Although there has been some conflicting research, the general perception is that positive work attitudes have a measurable correlation to performance and a practical value upon the customer experience.  It should be noted that some employees with the best attitudes who enjoy their job may find their performance hindered by their own level of skill.  However, a “satisfied workforce seems to be related to positive firm-level outcomes, such as customer satisfaction and loyalty, profitability, and safety in the workplace” (Bauer & Erdogan, 2010, p. 83).

References

Bauer, T., & Erdogan, B. (2010).  Organizational behavior.  Irvington, NY: Flat World Knowledge Inc.

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