Attitude Values and Ethics

 

Our attitudes towards others and their attitudes towards we clearly affect our behavior human relations and performance attitudes are the foundation of our job satisfaction satisfied workers have a positive impact on customer satisfaction with the organization and its products our work values are the standard of behavior which affects our human relations and performance and unethical behavior hurts our human relations and performance an attitude is a strong belief or feeling toward people things or situations we all have favorable or positive and unfavorable or negative attitudes about life human relations work school and everything else attitudes are not quick judgments we change easily but we can change our attitudes people interpret our attitudes by our own behavior employers place a great emphasis on attitude Douglas

McGregor classified attitudes which he called assumptions as Theory X and Theory Y managers with Theory X attitudes hold the employees dislike work and must be closely supervised to get them to do that work Theory Y managers tend to look for the natural good in people Theory Y attitudes hold that employees like to work and do not need to be closely supervised to get their work done managers with dominant personalities often do not trust employees thus they have Theory X attitudes over the years research has shown that managers with Theory Y attitudes tend to have employees with higher levels of job satisfaction than employees of Theory X managers however managers with Theory Y assumptions do not always have higher levels of productivity in their departments managers attitudes and the way they treat employees affect employees job behavior and performance research shows that supervisors attitudes and expectations of employees and how they treat them lard determine their performance in a study of welding students a foreman who was given a training group was given names of students who were quite intelligent and who would do well actually those students were selected at random the only the difference was the Foreman's expectations the so-called intelligent students significantly outperformed other group members the Foreman's expectations became the Foreman's self-fulfilling prophecy the environment around us influences our attitudes usually we cannot control our environment but we can control and change our attitude you can choose to be and learn to be either optimistic or pessimistic you can choose to look for the positive and be happier and get more out of life the following hints can help you change your attitudes number one remember that what you think affects how you feel and how you feel affects your behavior human relations and performance to be aware of your attitudes people who are optimistic have higher levels of job satisfaction constantly try to maintain a positive attitude three realize that there are few if any benefits to harboring negative attitudes and four keep an open mind listen to other people's input and use it to develop your positive attitude it is difficult to change your own attitudes it's even more difficult to change other people's attitudes but it can be done the following hints can help you as a manager change employee attitudes one give employees feedback to accentuate positive conditions 3 provide consequences and finally 4 be a positive role model a person's job satisfaction is a set of attitudes towards work there are a variety of determinants of job satisfaction each of these determinants maybe of great importance to some people and offer little importance to others they could include the work itself paying benefits growth and upward mobility supervision workers job security and so on some people have been satisfied with many different jobs while others remain dissatisfied in numerous work situations people with a positive attitude toward work tend to have higher levels of job satisfaction a person's values are the things that have worth or are important to the individual and a value system is a set of standards by which the individual lives value is concerned what should be they influence the choices we make among alternative behaviors values direct from the most motivated behavior we will take for example if you have three job offers you will select the one that's of highest value to you values shape our attitudes when something is of value to you tend to have positive attitudes towards it but what is the value to you take time to identify what's truly important to you and be sure you devote your time to your values as related to values ethics refers to the moral standard of right and wrong behavior most people understand right and wrong behavior and have a conscience or they live by a personal code of conduct so why do good people do bad things in most cases when people are used to unethical behavior it's not due to some type of character flaw or being born a bad person few people see themselves as unethical we all want to view ourselves in a positive manner therefore when we do unethical things we are often unjustifiable to protect our self-concept so we don't have to have a guilty conscience or feel remorse let's discuss several thinking processes use to justify unethical behavior one moral justification is the process of reinterpreting immoral behavior in terms of a higher purpose to displacement of responsibility is the process of blaming one's unethical behavior on another three diffusions of responsibility is the process of a group engaging unethical behavior with no one person being held responsible for admin tags comparison is the process of comparing oneself to others who are worse 5 disregard for the distortion of consequences is a process of minimizing the harm caused by unethical behavior and finally, 6 attributions of blame are the process of claiming the victim deserved whatever happened or the unethical behavior was caused by someone else's behavior so in human relations, we need to have a guide to ethical decisions when making decisions try to meet the goal of human relations by creating a win-win situation for all stakeholders some of the relevant stakeholder partners other department managers the organization and the people and organizations outside of the organization that we work for here's a simple stakeholders guide to making ethical decisions if after making the decision you are proud to tell all over the relevant parties of your decision the decision is likely ethical if you are embarrassed to tell others of your the decision or you keep from rationalizing the decision might not be so ethical a The subsequent straightforward aide is the brilliant.