The Impact of Employee Behavior on Job Satisfaction and Business Outcomes

The Impact of Employee Behavior on Job Satisfaction and Business Outcomes

The Attitudes and Job Satisfaction of These Employees

Employee #1 has a cognitive dissonance towards her job due to the company’s and her boss’s conflicting values. She is dissatisfied with her job because of this attitude, which leads to lateness and conflict with her boss. She does not have a good mood or high job satisfaction. Employee #2 experiences stress and depression due to the high demands of his job. He is looking for new opportunities due to the negative impact on his personal life. His loyalty lies with the company, but his overall attitude and satisfaction towards his job are low (Mira, Choong & Thim, 2019). Employee #3 complains about her job regularly and has a negative attitude. It has led to a noticeable drop in effort among her fellow employees on the shift where she works. Although she is still working, she is generally dissatisfied with her job (Moin et al., 2021). Finally, Employee #4 feels isolated and undervalued due to his ethnicity and position. He has a negative attitude towards the company, feeling that they are not as diverse as they claim to be. His attitude and job satisfaction are both low.

Categorizing the Responses

The first employee’s response is to withdraw from her job by being late and causing conflict with her boss. The second employee’s response is to look for other opportunities outside his current company. The third employee complains about her job to her fellow employees and has reduced working effort. The fourth employee feels isolated and undervalued, negatively affecting his job (Hewagama et al., 2019). Each response is based on the individual’s dissatisfaction with their current position. Withdrawing, looking for other opportunities, and complaining is how people deal with unhappiness in their jobs. These reactions result from the individual’s attitude and satisfaction with their current position. Therefore, these responses are essential in creating a productive and satisfied workforce.

How the Attitudes and Job Satisfaction Affect the Organization

The above attitudes and job satisfaction for each employee impact the organization regarding profit, employee turnover, and other employees’ attitudes. The first employee’s response was late, which caused conflict with her boss and decreased productivity and efficiency (Hewagama et al., 2019). The second employee’s response of looking for other opportunities outside his current company leads to losing loyalty and commitment. The third employee’s response of complaining about her job to fellow employees negatively impacts the employee’s morale. The fourth employee’s response of feeling isolated and undervalued leads to a lack of engagement and motivation. These reactions affect the organization differently, but all result in a loss. The organization also has to deal with employee turnover costs when employees are unhappy. These scenarios highlight how employees’ attitudes and job satisfaction can significantly impact

The Role of the Manager in Changing These Attitudes

The managers of these employees can take a variety of approaches to change their employees’ attitudes. The first manager could try to understand why the employee is unhappy and see if anything can be done to improve the situation (Mira, Choong & Thim, 2019). The second manager could provide more support and recognition for the employee’s efforts. Subsequently, the third manager could talk to the employee about their concerns and address them carefully. Finally, the fourth manager could create a more inclusive and diverse environment. Each of these approaches would be based on the specific situation of the employee and the organization. Mintzberg’s managerial roles would be necessary in implementing these changes. The role of a leader would be critical in setting the tone for change within the organization. Also, the part of a diagnoser would be necessary to understand the root of the problem (Mira, Choong & Thim, 2019). The role of an implementer would be needed in putting plans into action. Lastly, the part of a monitor would be necessary to ensure that changes are effective and employees remain satisfied.

References

Hewagama, G., Boxall, P., Cheung, G., & Hutchison, A. (2019). Service recovery through empowerment? HRM, employee performance and job satisfaction in hotels. International Journal of Hospitality Management, 81, 73-82.

Mira, M., Choong, Y., & Thim, C. (2019). The effect of HRM practices and employees’ job satisfaction on employee performance. Management Science Letters, 9(6), 771-786.

Moin, M. F., Omar, M. K., Wei, F., Rasheed, M. I., & Hameed, Z. (2021). Green HRM and psychological safety: How transformational leadership drives follower’s job satisfaction. Current Issues in Tourism, 24(16), 2269-2277.

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The Impact of Employee Behavior on Job Satisfaction and Business Outcomes

Employee Behavior and Job Satisfaction

Good employee engagement is critical to an efficient and effective organization. Understanding job attitudes and job satisfaction is imperative to creating a productive organization.

The following Course Outcome is assessed in this assignment:

MT302-1: Describe the impact of individual behavior on business outcomes.

Read the fictional scenario and respond to the checklist items in a 2- to 3-page paper with an additional title page and reference page.

Scenario (fictional): The following four employees have different attitudes towards their jobs and levels of job satisfaction, which impact their behavior on the job at this beverage company. You are the human resources (HR) director who is becoming concerned regarding the behavior of some employees at work. Read the following background information on each of the four employees and address all the checklist items.

Employee #1: Marketing product manager: She experiences cognitive dissonance every time her boss tells her she should not worry about the lower end of the market as “those people don’t have much buying power,” when the company’s values statement says that the company values the welfare of everyone everywhere. She comes from a blue-collar family and resents her boss’s attitude towards low-income groups. She is frequently late to work, and her boss has given her a warning.

Employee #2: Engineer: He is in an obvious job creating new products that cause a lot of stress and works 12-hour days. He is loyal but feels depressed by the constant work. He is looking at job openings online during his off hours because his current long hours are starting to affect his family life.

Employee #3: Loading dock manager: This representative works the 12 a.m. – 7 a.m. shift. She does what is required but complains in the employee break room about the offices and work conditions when she is on break. The other employees tend to agree with her when she complains. The distribution supervisor has noted employees’ reduced effort on the shift.

Employee #4: Distribution lead: He is the sole Hispanic employee in the organization and feels isolated, as though he is just a placeholder versus really making a recognized difference in the organization. The company promotes itself as a diverse organization, which he knows is invalid. He feels everyone expects him to fail since not many people regularly engage with him, including his boss.

Checklist:

The four employees have different attitudes and levels of job satisfaction.

Describe the attitudes and job satisfaction of each of the four employees.
Based on the reading, Categorize and explain the employees’ responses to dissatisfaction.
Explain how each employee’s above attitudes and job satisfaction impact the organization regarding profit, employee turnover, and other employees’ attitudes.
Include at least two scholarly* citations with accompanying references regarding attitudes and job satisfaction and the impact on the organization that support your responses to the checklist item above.
Explain what each of the managers of the four employees can do to change the employees’ attitudes for the better (referencing at least two of Mintzberg’s managerial roles to explain your response).
Submit your 2- to 3-page paper with additional title and reference pages using the current APA format and citation style (see the Unit 1 Reading for APA assistance) to Dropbox.