Organisation Behaviour
An employee’s behaviour is the popular topic for the most researchers in organizational behaviour area. Most of the research in organizational behaviour has been concerned with three attitudes, which are job satisfaction, job involvement and organisational commitment (Elloy et al 98). This essay is arguing that Ralph’s current levels of workplace behaviours in his citizenship, turnover prospects, productivity and absenteeism to show that he is currently status at low levels of job satisfaction and also organisational commitment. In addition, it will be needed to discuss about how Ursula might re-build Ralph’s workplace attitudes.
Organisational commitment and job satisfaction are associated variables that affect organisational outcomes (Testa 2001). Organisational commitment can be define as ‘ a state in which an employee identifies with a particular organisation and its goal, and wishes to maintain membership in the organisation’ (Blau & Boal, p. 290). While, job satisfaction is referring to an individual’s general attitude towards their job and employee performance (McIntyre et al 2002). Research indicated there are three aspects were designed to assess the impact of job satisfaction, which are productivity, absenteeism and turnover (Robbins et al. 2001).
Productivity is a performance measure including effectiveness and efficiency (Robbins 1998). Ralph’s productivity was decreasing over the past few years since he feels bad about his job, as known as he was not doing well in his position. In addition, his productivity has been declining since he was overlook to the promotion. Since Ralph’s productivity drop, his job satisfaction also has been decline. The early studies that sought to establish the relationship between satisfaction and productivity (Robbins 1998). But, researchers found that there are no consistent relationships. Simply put, it is more relevant result is productivity lead to satisfaction (Robbins et al. 2001).
Research has indicated that
Organisational commitment and job satisfaction are associated variables that affect organisational outcomes (Testa 2001). Organisational commitment can be define as ‘ a state in which an employee identifies with a particular organisation and its goal, and wishes to maintain membership in the organisation’ (Blau & Boal, p. 290). While, job satisfaction is referring to an individual’s general attitude towards their job and employee performance (McIntyre et al 2002). Research indicated there are three aspects were designed to assess the impact of job satisfaction, which are productivity, absenteeism and turnover (Robbins et al. 2001).
Productivity is a performance measure including effectiveness and efficiency (Robbins 1998). Ralph’s productivity was decreasing over the past few years since he feels bad about his job, as known as he was not doing well in his position. In addition, his productivity has been declining since he was overlook to the promotion. Since Ralph’s productivity drop, his job satisfaction also has been decline. The early studies that sought to establish the relationship between satisfaction and productivity (Robbins 1998). But, researchers found that there are no consistent relationships. Simply put, it is more relevant result is productivity lead to satisfaction (Robbins et al. 2001).
Research has indicated that
References: Robbins, S. P., Millet, B., Cacioppe, R, & Water-Marsh, T., 2001, Organisational Behaviour: Leading and Managing in Australia and New Zealand, 3rd edn., Prentice Hall, Australia. Robbins, S.P., 1998, Organisational Behaviour, 8th edn., Prentice Hall, USA. Testa, M. R., 2001, ‘Organizational Commitment, Job Satisfactions, and Effort in the Service Environment’, Journal of Psychology, vol 135 issue 2, pp. 226. [Online] Available: EBSCOhost: Academic Search Premier [Accessed 27 March 2003].