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Lecture

5 Attitudes, Moods, and Emotions.docx

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Department
Administrative Studies
Course
ADMS 2400
Professor
Indira Somwaru
Semester
Fall

Description
5 Attitudes, Moods, and Emotions Attitudes, Moods, and Emotions Management Notes - Job satisfaction: pleasurable emotional state resulting from the appraisal of one’s job or job experiences. o How you feel about your job o What you think about your job - Employees who has high job satisfaction will get positive feelings and vice versa - Values: things that people consciously or unconsciously want to see or attain. Eg: o Pay o Promotions o Supervision o Co-workers o Altruism o Status o Environment Value Fulfillment: Value-Percept Theory - Value-percept theory: job satisfaction depends on whether employee perceives that his or her job supplies those things that he or she values. o Dissatisfaction = (V want – V have) x (V importance) - Pay satisfaction: employees` feelings about the compensation for their jobs. - Employees would based their pay towards their job duties and they would compare their pay to their fellow colleagues 4 Facets - Promotion satisfaction: employees` feelings about how the company handles promotions. o Some people would not like promotions because of more responsibilities or more long work hours o Whereas some would like it as it opens more opportunities for them and they have a higher wage - Supervision satisfaction: employees` feelings about their boss, including his or her competency, communication, and personality. o Two questions are usually asked  Can they help me attain things that I value?  Are they generally likeable? - Co-worker satisfaction: employees’ feelings about their co-workers, including their abilities and personalities. o Two questions are usually asked:  Can they help me do my job?  Do I enjoy being around them? - Satisfaction with the work itself: employees’ feelings about their actual work tasks. o Is it dull, repetitive, and uncomfortable? Or is it challenging, interesting, and respected. The Job Characteristic Model - There are three critical psychological states that make work satisfying: o Meaningfulness of work: a psychological state indicating the degree to which work tasks are viewed as something that counts in the employee’s system of philosophies and beliefs. o Responsibilities for outcomes: a psychological state indicating the degree to which employees feel they are key drivers of the quality of work output o Knowledge of results: a psychological state indicating the extent to which employees are aware of how well or how poorly they are doing o Job characteristic theory: a theory that argues that five core characteristics (variety, identity, significance, autonomy, and feedback) combine to result in high levels of satisfaction with the work itself Core job characteristics (VISAF) - Variety: the job that requires different activities that involves different skills and talents. - Identity: the piece of work has to be completed in whole and it has to be identifiable. - Significance: when a job matters and impacts society as a whole. - Autonomy: when you have freedom, independence, and discretion while you’re perform at work. - Feedback: the job itself provides the worker with clear information on how well he or she is doing - Knowledge and skill: employees have the aptitude and competence to succeed on their job
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