Employees’ attitude is very important to every human resource manager in any organization. The performance of the organization depends largely with the attitude of the employees’ (Chin-Ju & Sengupta, 2010, p.1). The attitude of the employee towards work can be demonstrated by his or her behaviors in the work place.
Many employees have negative attitude in the work place that affects their performance in the jobs. Even though there are many other factors that affect the output of employees such self-motivation, communication, and technical competencies, employee attitude has the greatest impact on the performance of the employees (Ciutiene & Adamoniene, 2009, p.48).
When employees lack the right attitude towards the job they are doing or even to the whole organization, they lack morale to work hard to achieve the objectives of the organization. This in turn will lower the performance of the organization. In this paper, I will therefore analyze how managers can realize there is a problem of attitude among the employees.
Attitude refers to the view or opinion a person has towards something; for instance in an organization, the view of the employees toward the success of the organization, management of the organization, and even products that are produced in the organization. Attitude in the work place may also be expressed by how employees view what they are told to do including rules and regulations of the organization.
For example, when the employees have the right attitude towards the goals and objectives of the organization, reporting to work before time and leaving late after the official time will not be a problem to the employees. However, if they have negative attitude towards the success of the organization, they will report to work late and leave earlier if there is no rule to restrict them to do so.
Attitude in the work place is indicated by the rate of turnover and the productivity of the employees. Negative attitude will result in high rate of turnover and low rate of productivity among the employees. Positive attitude in the work place is indicated by high rate of productivity and low rate of turnover among the employees. Thus by assessing these two factors, managers are in a position to know the attitude of their employees in the work place.
The following ways or techniques are used to show there is a problem of employees’ attitude in the organization: constant complaints towards the supervisors, rudeness, refusal to share one’s opinion, ignorance, disobedience to the rules of the organizational, and viewing everything pessimistically in the work place among others. These behaviors can demonstrate to the managers and supervisors that an employees does not like what he or she does.
In order to frame this problem, human resource manager ought to use appropriate strategies that will not worsen the situation but instead solve the problem without confrontation with employees.
These strategies include giving employees an opportunity to express their views towards what is happening in the organization, counseling if the problem is caused by personal issues, giving an employee time off to resolve their personal issues, appreciating that there is a problem but showing employees how they can participate in solving it.
As Edit (2008) argues, negative attitude can be caused by stress (p.360).These strategies and many others will help to change the attitude that employees have towards their job and the whole organization.
The performance of employees depends with the attitude they have towards work. High rate of turnover and low productivity of employees are signs of negative attitude among the employees. Human resources manager therefore ought to address this problem using appropriate methods such as creating an open forum with employees, counseling among others.
Chin-Ju T., Edwards, P., & Sengupta, S. (2010). The associations between organizational performance, employee attitudes, and human resource management practices. Journal of General Management, 36(1), 1-20.
Ciutiene, R., & Adamoniene, R. (2009). Interaction between Employee’s Interests and Attitude towards Work as Well as Influence When Forming Career. Engineering Economics, 65(5), 48-55.
Edit, L. (2008). Aspects regarding the approach of the problems of the employees and of the problem-employees. Annals of the University of Oradea, Economic Science Series, 17(4), 360-364.