Management and Organisational Behavior , management homework help

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HRMM055

Management and Organisational Behaviour - Assignment 1

Assignment Brief

For this assignment you are required to:

  1. Select one of the following paired areas below associated with Part 2 of the Human Dimension of the programme. Using theories and models from your research critically appraise and evaluate their relationship to Motivation at work.

  • Personality and individual differences

  • Attitudes and job satisfaction " I need you to write about this"

  1. Analyse the impact that your selected topic will have on an employee’s motivation at work (include a relevant motivation model or theory) and to the Organisational Behaviour.

The assignment should be in report format and written in a persuasive style that includes critical analysis from relevant literature and research.

Submission Requirements

Your assignment must be submitted in report format, via Turnitin, by 16 December 2016. Familiarise yourself with the writing, structure and presentation of reports and the referencing of material. Your report should not exceed 2,500 - 3000 words in length, excluding the appendices and the reference list. Appendices should however be used sparingly.

All references to both academic literature and other published sources must be attributed using the Harvard referencing system, which must be used accurately. 

Improper citations or plagiarism will result in work being referred to the School Academic Misconduct Officer who will make a decision about any penalties that may be applied to the grade.

Learning outcomes

This assignment covers learning outcomes:

A, B, C, D and H

Assessment Criteria

Your assignment will be assessed against the postgraduate marking scheme;

  • Achievement of the Assessment Brief (To what extent does the work address the task set?) (25%)

  • Content & Analysis (45%)

  • Structure, Presentation & expression.(15%)

  • Referencing (15%)

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Assignment 1 advice – Management and Organisational Behaviour (UAE intake) Prof. Tim Campbell This advice is in addition to the assignment brief – make sure you consider all of the points in the assignment brief carefully Format Executive summary (about 200 words) A summary of the entire report (not an introduction – a summary) Introduction (about 300 words) An introduction ‘sets the scene’. By that I mean it introduces the topics and tries to engage the reader. For example, why are these topics important to managers and organisations? If you read the assignment brief carefully, you will see there are three topics mentioned: 1. The topics you choose (either Personality and individuals differences or Attitudes and job satisfaction. Not both) 2. Motivation at work and 3. Organisational behaviour. Briefly introduce each in turn. Then the introduction should state the aim of the assignment and how it will be structured. Analysis (about 1,500 – 1,800 words) 1. Select one of the following paired areas below associated with Part 2 of the Human Dimension of the programme. Using theories and models from your research critically appraise and evaluate their relationship to Motivation at work.  Personality and individual differences  Attitudes and job satisfaction 2. Analyse the impact that your selected topic will have on an employee’s motivation at work (include a relevant motivation model or theory) and to the Organisational Behaviour. Consider, for example, why study the topics? How are they useful to organisations? How are they useful to managers? What are the key theories/models? Why is motivation important? How does a knowledge of the topics help (or hinder) employee motivation? Why are the topics important in understanding employee’s behaviour at work? Critique them i.e. what are the limitations? What might not work in this region? Etc. etc... Consider a variety of theories and models and use examples. Note: The question mentions using ‘theories and models from your research...’ this means from your literature research of the topics. It does not mean primary research (i.e. conducting field work yourself). Conclusion (100 – 200 words) Conclude by summarising the most important points from your analysis Notes:  I would like at least 10 references (with at least 3 from journal articles)  Remember the marking criteria (see the appendix of the programme handbook) Further general advice - Consider the following:  What am I expected to find out about – what is the question asking?  What do I know about this topic? How much information has the tutor already given me?  How much time can I give to this particular project?  Must answer the question!  It must be your own work  Must provide an informed answer to questions – not opinions! i.e. arguments and explanations should be supported by reference to relevant evidence (literature)  Demonstrate critical thinking  Use organisational examples – you will find many of these as you read around the topics  Well referenced  Always aim for a professional look and ‘feel’ to the report  Use diagrams/tables etc. where appropriate – but apply them. MBA HRMM055 Management and Organisational Behaviour - Assignment 1 (Worth 50% of final module grade) Submission date: 16 December 2016. Assignment Brief For this assignment you are required to: 1. Select one of the following paired areas below associated with Part 2 of the Human Dimension of the programme. Using theories and models from your research critically appraise and evaluate their relationship to Motivation at work.   Personality and individual differences Attitudes and job satisfaction 2. Analyse the impact that your selected topic will have on an employee’s motivation at work (include a relevant motivation model or theory) and to the Organisational Behaviour. The assignment should be in report format and written in a persuasive style that includes critical analysis from relevant literature and research. Submission Requirements Your assignment must be submitted in report format, via Turnitin, by 16 December 2016. Familiarise yourself with the writing, structure and presentation of reports and the referencing of material. Your report should not exceed 2,500 - 3000 words in length, excluding the appendices and the reference list. Appendices should however be used sparingly. All references to both academic literature and other published sources must be attributed using the Harvard referencing system, which must be used accurately. Improper citations or plagiarism will result in work being referred to the School Academic Misconduct Officer who will make a decision about any penalties that may be applied to the grade. Learning outcomes This assignment covers learning outcomes: A, B, C, D and H Assessment Criteria Your assignment will be assessed against the postgraduate marking scheme;  Achievement of the Assessment Brief (To what extent does the work address the task set?) (25%)  Content & Analysis (45%)  Structure, Presentation & expression.(15%)  Referencing (15%) P. C. Canavan Assignment 1 advice – Management and Organisational Behaviour (UAE intake) Prof. Tim Campbell This advice is in addition to the assignment brief – make sure you consider all of the points in the assignment brief carefully Format Executive summary (about 200 words) A summary of the entire report (not an introduction – a summary) Introduction (about 300 words) An introduction ‘sets the scene’. By that I mean it introduces the topics and tries to engage the reader. For example, why are these topics important to managers and organisations? If you read the assignment brief carefully, you will see there are three topics mentioned: 1. The topics you choose (either Personality and individuals differences or Attitudes and job satisfaction. Not both) 2. Motivation at work and 3. Organisational behaviour. Briefly introduce each in turn. Then the introduction should state the aim of the assignment and how it will be structured. Analysis (about 1,500 – 1,800 words) 1. Select one of the following paired areas below associated with Part 2 of the Human Dimension of the programme. Using theories and models from your research critically appraise and evaluate their relationship to Motivation at work.  Personality and individual differences  Attitudes and job satisfaction 2. Analyse the impact that your selected topic will have on an employee’s motivation at work (include a relevant motivation model or theory) and to the Organisational Behaviour. Consider, for example, why study the topics? How are they useful to organisations? How are they useful to managers? What are the key theories/models? Why is motivation important? How does a knowledge of the topics help (or hinder) employee motivation? Why are the topics important in understanding employee’s behaviour at work? Critique them i.e. what are the limitations? What might not work in this region? Etc. etc... Consider a variety of theories and models and use examples. Note: The question mentions using ‘theories and models from your research...’ this means from your literature research of the topics. It does not mean primary research (i.e. conducting field work yourself). Conclusion (100 – 200 words) Conclude by summarising the most important points from your analysis Notes:  I would like at least 10 references (with at least 3 from journal articles)  Remember the marking criteria (see the appendix of the programme handbook) Further general advice - Consider the following:  What am I expected to find out about – what is the question asking?  What do I know about this topic? How much information has the tutor already given me?  How much time can I give to this particular project?  Must answer the question!  It must be your own work  Must provide an informed answer to questions – not opinions! i.e. arguments and explanations should be supported by reference to relevant evidence (literature)  Demonstrate critical thinking  Use organisational examples – you will find many of these as you read around the topics  Well referenced  Always aim for a professional look and ‘feel’ to the report  Use diagrams/tables etc. where appropriate – but apply them.
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Attached.

Running head: A REPORT ON ATTITUDE AND JOB SATISFACTION

A Report on Attitude and Job Satisfaction
Name
Institutional affiliation

1

A REPORT ON ATTITUDE AND JOB SATISFACTION

Contents
Executive summary......................................................................................................................... 3
Introduction ..................................................................................................................................... 4
Discussion ....................................................................................................................................... 5
Attitude ........................................................................................................................................ 5
Job satisfaction ............................................................................................................................ 8
Variables of job satisfaction .................................................................................................... 9
Other variables of job satisfaction ......................................................................................... 12
Conclusion .................................................................................................................................... 13

A REPORT ON ATTITUDE AND JOB SATISFACTION

Executive summary
Job satisfaction is the most researched attitude in an organization’s behavioral culture. The
question on whether an employee is satisfied with his her job has greater impact not only to the
individual but also to the managers, co-employees and the organization as a whole. The
satisfaction rate can range from extreme dissatisfaction to extreme satisfaction. According to a
research by Hom and Griffeth (1995: 44) they show that satisfied employees are more likely to
stay in an organization if their personal attitudes are respected in the work environment.
Organizations understand better that attitude and job satisfaction at all levels within an
organization can help to promote organizational success and also good employee relations. This
report examines the gap in the Human Resource practices and the research in the area of
employee attitude in general and the most pivotal employee attitude in specific job satisfaction.
The sections that will be covered by this report are: the causes of employee attitudes, the impact
of both negative and positive employee satisfaction and how employee attitudes can be
measured. The recommendations are provided on how to close the gaps and how to evaluate the
already existing practices within an organization. The three main concepts of attitudes: cognition,
behavior and affect are discussed in detail in the report. The major job attitudes are discussed
through comparing and contrasting the attitudes using an organizational behavior approach. In
the report I will look at attitude and the link to behavior and how employee dissatisfaction and
satisfaction with jobs affects the organization in general.

A REPORT ON ATTITUDE AND JOB SATISFACTION

Introduction
Social psychology forms the platform for understanding and discussing the concept of attitude.
Since the early research on the concept interests have been launched into the study more
particularly in an organizational setting. It is important to define what attitude is and how it
relates with job satisfaction in an organization. Attitude can be defined as a mental organization
acquired through experience that exerts a directive influence through which individuals are able
to make judgments on objects or situations which they are related to. On the other hand job
satisfaction is one of the most researched concept in an organizational psychology (Judge and
Church, 2000: 23). It can be defined as the positive attitudes that people gain through their work
experiences. Several theories have applied to the concept of job satisfaction and in its influence
they include: Maslow’s - the hierarchy of needs, Adam’s-equity theory, Hertzberg’s-two factor
theory, Locke’s –discrepancy theory, Porter and lawler’s-modified version of VIE model,
Locke’s-Range of Affect theory, Bandura’s-social learning theory and Landy’s-opponent process
theory.
Attitudes are evaluation tool that employees can use to gauge themselves at the work place.
Attitudes give a reflection of how we feel when we interact with others at the work place. It’s the
complexity of attitudes that makes it an important issue for any organization to discuss because it
affects the overall performance. Instead of moving forward organizations will find themselves
dealing with the issue time and again given that each and every individual has personal attitudes
that are every unique to him or her. Employee relationship is defined in terms of attitudes which
may be positive or negative. With a negative attitude the relationship between the low level
employee and management causes a clash of ideas.

A REPORT ON ATTITUDE AND JOB SATISFACTION

Discussion
Attitude
Attitudes can simply be defined as evaluative statements that can either be unfavorable or
favorable about an idea, people or objects. It is imperative that any organization understands the
attitude of its employees through an attitude survey. An employee attitude survey gives a better
understanding of an organization’s needs and to solicit employees’ views in regard to the success
of a company. Research shows that in general the total job attitude was positively related to
performance and negatively linked with behaviors such as tardiness, absenteeism, withdrawal
and turnover (Harrison, Newman and Roth, 2006: 75).

What employees think and feel about their work in general and the organization they work for
not only affects their behavior but also their general wellbeing which in turn is reflected in their

A REPORT ON ATTITUDE AND JOB SATISFACTION

attitudes. It is these thoughts and feelings that affect the employees experience at work. Some
thoughts may be broad and superfluous which may not be linked with the job or an organization
but with the nature of the job in general. Work attitudes such as job involvement and job
satisfaction have symbiotic interests to managers. On one end they represent the organizational
outcomes that mangers may strive to improve. On the other hand they are grounds for potential
problems such as low levels of job satisfaction.
Work attitudes are multi-faceted in both structure and composition. This applies to employee
targets and values such as salary versus supervision. The major components of attitude include
behavior, affect and cognition. Cognitive aspects include the beliefs and descriptions of the way
things are such as “My pay is low”. Cognitive aspect creates a platform for the affective
component which is the emotional or feeling aspect of an attitude and may be in the statement
such as “I am angry with my low pay” .Affective component leads to behavioral component
which defines why people behave towards something or another person and it may come as “I
will look for another job that can pay me better.”
Each of the three components builds up upon one another. Understanding the three components
helps in understanding the complexity of attitudes and their close relationship with behavior. It
would be better if a manager is able to note employee behavior changes and patterns to be able to
make necessary changes. It is logic that attitudes behavior as people do things the same way they
say them. Given that organizations are made up of teams of employees attitudes are prone to
build up based on talks which may be either positive or negative. According to researcher Leon
Festinger (1960:14) he proposed that the relationship of attitudes following behavior is evidence
of cognitive dissonance. He argued further that inconsistencies are uncomfortable and that

A REPORT ON ATTITUDE AND JOB SATISFACTION

individuals will try to reduce them. They will try to seek equilibrium through minimum
dissonance.

Figure 1. Components of job satisfaction

Research has shown that people try to seek consistency between their attitudes and behavior.
They do so by either altering attitudes or behavior or through developing a rationale for their
discrepancy. Tobacco executives are a good example of the situation where they continue to
deny health problems related to smoking tobacco by brain washing themselves to continue
believing that tobacco has benefits. They build their argument on the fact that people have
freedom to choose what they want. On the other hand they can accept that tobacco use is

A REPORT ON ATTITUDE AND JOB SATISFACTION

dangerous to health by making the cigarettes less dangerous by reducing their availability to
vulnerable groups of teenagers or they can simply quit their job when the dissonance is great.
Marriott International is an example of an organization that strives to promote consistency
between the employee attitudes with behavior under its motto “spirit to serve”. The chairman of
the organization J. W. Marriott Jr. practices the model of behavior of service through visiting the
hotel’s employ. Mr. J. W. Marriott honors and awards employees who exemplify themselves in
behavior and attitude toward customers and fellow co-workers. This is an example of how
employee attitude is related with job satisfaction.
Job satisfaction
Job satisfaction is one of the major job attitudes that has been researched on extensively it can be
defined as the positive attitudes that people gain through their work experiences. There are two
main types of job satisfaction. The first one is universal job satisfaction which focuses on
employees overall feelings about their job (Mueller and Kim, 2008). The second type is job facet
satisfaction which is related to the aspects at the work place such as hierarchy, salary. Work
environment and the relationship with the co-workers (Mueller and Kim, 2008). According to
Campbell and Kerber (1987) the facet of job satisfaction helps in identifying the areas of
improvement in an organization.
To demystify the myth that a happy employee is always productive research has demonstrated
that employee happiness is not always attributed to productivity (Syptak et al., 1999). I/O
psychologists show that happy employees do not have negative impact on productivity instead
they affect it positively. There is also the myth that higher pay will increase job satisfaction. In
many cases the pay doesn’t matter much but it is the working environment that matters the most

A REPORT ON ATTITUDE AND JOB SATISFACTION

(Berry, 1997). An employee for instance can have a high paying position but the working
environment is boring and it has little or no stimulants. On the other hand a low paying position
can be described as more satisfying if it is stimulating. This shows that job satisfaction is a
dynamic that needs to be analyzed closely because it is not easy to understand what satisfies each
and every individual within the organization. The nature of job satisfaction is very subjective and
each employee need to be assessed individually and each case handled separately.
Variables of job satisfaction
It is a fact that to many people they tend to analyze their work experiences based on the feelings
of dissatisfaction or satisfaction that relates to their job and the general organization they are
working for (Jex, 2002:33). There are numerous influences that affect an individual’s level of
satisfaction in his or her job. Through thorough research I/O psychologists have analyzed the
various variables to job satisfaction (Gilson and Durick, 1988:121). To understand how job
satisfaction develops researchers use three approaches: organizational characteristic, job
characteristic and worker characteristic (Gilson and Durick, 1988:54).
Job characteristics approach can be defined as the aspects that define an ideal environment that
promotes motivation, performance and satisfaction. Oldham and Hackman (1980:74-77) made
the five core job characteristics which every job should contain: autonomy, skill variety, task
significance, task identity and feedback. The two researchers also defined work outcomes:
general satisfaction, growth satisfaction, work motivation and work effectiveness.
According to Jex (2002:23) employees assess job satisfaction in terms of what they perceive to
be the salary they should receive. Locke (1976:16) shows that the concept of employee
satisfaction becomes even complex given the fact that work facets are different from one

A REPORT ON ATTITUDE AND JOB SATISFACTION

individual to the other. For instance to some employers they may feel that salary is the
motivating factor that leads to job satisfaction while to oth...


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