EMPLOYEES ATTITUDE AND ORGANISATIONAL PERFORMANCE

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EMPLOYEES ATTITUDE AND ORGANISATIONAL PERFORMANCE

When a person arrives at work, his mood influences his work performance and might have an effect on the morale of the employees around him. Workers with positive attitudes outperform those with negative attitudes. Workers with negative attitudes outperform those with positive attitudes. Managers are responsible for monitoring staff attitudes and addressing issues such as negativity and sloth.

The Attitude of a Worker

An employee’s attitude is formed by a variety of things that he or she brings to the job. It is difficult to modify an employee’s attitude since it has deep roots. Her attitude is the result of her upbringing, which includes thought patterns and ways of viewing the world that she has picked up through the years from classmates, parents, teachers, coaches, and other adults

The Influence of Attitudes

The attitude of an employee has the capacity to influence his relationships with others as well as his own job performance. According to Performance Magazine, attitude impacts an employee’s interactions to others, including colleagues, managers, and customers; attitude performance affects his perspective of his job and his worth to the firm. If an employee’s job requires him to collaborate with others, his attitude might influence the group’s success or failure.

Signs of a Negative Attitude

All-or-nothing thinking, overgeneralization and labelling, personalising and blaming, leaping to conclusions, and dwelling on the bad are all symptoms of negativity among workers. These indicators are instances of thought patterns that influence an employee’s perception of her job and her social ties with others at work. When a manager notices negative thinking patterns in a group setting, he might ask himself what type of thinking is influencing each employee. He can also assist group members in examining their attitudes in order to shift the focus back to positive thinking.

The Role of Management

According to Lumen, managers can determine if an employee’s low performance is due to an attitude problem or other variables such as employee attitudes and job satisfaction, inability to handle work duties, training needs, problems with the work environment, or personal concerns. Managers may discover that an employee suffers with performance due to a combination of these or other causes upon deeper inspection. As a result, it’s critical to treat an employee’s performance issues with caution, as they may or may not be connected to his attitude. This discussion may provide an employee with insights into why he is struggling.

Job Performance and Positive Attitudes

Managers should promote and acknowledge employees who have positive attitudes and perform well or above-averagely. These personnel contribute to a pleasant office environment and have a favourable influence on workplace morale. People with unfavourable attitudes or poor performance sometimes go unreported since they require more of a manager’s time. Recognition reinforces their excellent characteristics and encourages them to keep working hard.

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