...Examining Emotions, Attitudes, and Job Satisfaction BUS 520 – Leadership and Organizatinal Behavior . Emotion, attitude and job satisfaction can influence decision-making. A poor decision-making is an effect of negative behavior or mood and can interfere with a person’s job or decision-making. Job satisfaction is another way whereby employees can be influence. Emotions determine job satisfaction (and vice-versa) and how employees attitude influence the performance of the organization. Having all these traits can be asset to all the managers and directors in a company whose job is to entail the planning and decision-making. Making sense on how people behave can depend on understanding their attitudes. Some people can have emotional attachments toward the company they work for (and some don’t). Managers can have some strong influence over the satisfaction of employees and how they are treated fairly. Managers have a collection of feelings and beliefs that can be strongly attached to job satisfaction. I have come to notice that ambition can negatively influence job satisfaction more so in making decisions in part of the roles that the employees play. Job satisfaction in other words, can be placed as a positive emotional state resulting from a great culture to another, providing better chances to employee’s participation in decision-making. Job satisfaction can be one-dimensional if it comprises evaluation in the interest of employee’s attitudes. Later...
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...Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction Trader Joe’s By: Earl Kenneth Remo Jr. Dr. Christopher McGrath Business 520 Leadership and Organization Friday, October 24, 2014 Trader Joe's once began with the founder Joe "Trader Coulombe, while vacationing in the Caribbean, he launched a very unique store brand to compete against 7-Eleven and Pronto Markets. Based in my hometown of Los Angeles, California, Joe decided to revamp his business from Pronto Markets to Trader Joes in Pasadena back in 1967. Now, Trader Joe's is one of the best produce markets in all of Los Angeles. Me and my family have been shopping there since 1997. Matter of fact, our favorite location is 3rd Street and Fairfax Avenue in Farmers Market. They have the best fresh produce that you cannot even think of. I see how employees continuously stay consistent within the company. Trader Joe's uses a friendly, flashy, aggressive, customer-oriented approach to promote a positive work environment for its employees. Employees where Hawaiian shirts, great customer service in which employees will demonstrate and sample the product to its customers on a daily basis from their workstation. The employees have a "Do what we do" mentally at every store, every day and the employees do not have to change prices of the products regardless what holiday or special day it is. The culture of the company, its product knowledge, customer and community involvement is what management cultivates its store...
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...team’s motivation, satisfaction, and performance. To evaluate how attitudes and emotions influence behaviors, this discussion will discuss attitudes and job satisfaction. The discussion will start by describing what attitudes are and how to effectively deal with attitudes. Attitudes An attitude is described as the way that a person or thing feels about another person or thing, whether it is in a positive or negative way. According to University of Phoenix, Leadership in Organizations; “attitudes are evaluative statements, either favorable or unfavorable, concerning objects, people, or events.” It determines how employee feels about either a person or thing. (University of Phoenix, 2008) Attitudes can be very complicated when an individual displays how he or she is feeling. An employee can ask someone how he or she feels about another employee, place or thing and, the individual will gladly give a response, but when one go farther and ask why he or she feels that way. Then it will go deeper in depth-on answering why the employee feels that way. This occurs when attitudes become more complicated but at the same time can team to effectively understanding each other. This results in the team’s effective production. It is stated that there are supposed to be three parts to attitudes that one cannot do without the other. The first is cognitive, which evaluates the situation. The next is the effective part which represents the more critical part of an attitude by exemplifying...
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...experience and get the job done there are factors that we must consider. Start by creating a plan to increase motivation, satisfaction and performance. We must start also by evaluating each team member attitudes, emotions, personalities, and values and how they influence behavior. Diversity is in the workplace and it is necessary to improve the value of effort from each individual on the team. The three elements in a business setting to making goals achievable are motivation, satisfaction, and performance. This paper is to prepare a plan and apply it in a business setting in increasing the performance, satisfaction and motivation of all members of a team. Throughout the paper will be addressing the differences in motivation and personalities discover in team collaboration and how each influence behavior. Introduction When working in a group there is various types of teams that are found in many settings. Regardless of the setting of the team, accepting and appreciating the similarities and differences of the teammates can contribute more effectively and improve productivity as a whole. Creating a plan that will influence organization positively is important for management in an organization. Teams need to understand the objectives of the task and know that it is important element to the plan. This will motivate team members who are willing to indentify the job and participate in accomplishing the tasks. There are people with different culture, personalities, attitudes, values, beliefs...
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...Examining Emotions, Attitudes, and Job Satisfaction Trader Joe Kimberly Love Dr. Thomas Schaefer Business 520 Leadership and Organizational July 20, 2014 Trader Joe’s founder had a perception for his stores after vacationing in the Caribbean. He perceived that the customers would try new things while on vacationing. Also realized that less is better. Many time customers buy more when there is less to choose from in that store. Their attention is only selective when there is not a big variety of supplies. Trader Joe case describes the business practices and how they reinvented themselves. Trader Joe’s set themselves apart from the 7- Eleven style store they had and they became top competitors to Whole Foods and Dean and Deluca giants. The case gives a description on the history of the retail chain and various aspects of its unique business practices. The retail store offered a selection of exclusive, which were mostly private-labeled products, and replaced poorly performing products with new ones. Trader Joe’s is a small supermarket chain which offers a limited selection of unique food products at reasonable prices. It sales most of its products under the private label 'Trader Joe's' and its variants. T.J. targets its stores at highly educated and travelled, but not necessarily wealthy, segments of the population. Trader Joe has a team of experienced buyers, who does extensive traveling and research before bringing new products into the stores (Palmeri...
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...Examining Emotions, Attitudes, and Job Satisfaction Gbemisola Salako Dr. John H. Carter BUS 520- Summer/2014 July 17, 2014 Question # 1- Examine the approach Trader Joe’s uses to promote a positive work environment for its employees. Determine at least three (3) ways in which Trader Joe’s is able to increase job satisfaction and performance. Job satisfaction can be described as an attitude that reflects an individual’s feelings towards one’s job, co-employees and the environment in which one works. These feelings can either be positive or negative. A person who enjoys what he or she does will be satisfied and have a positive feeling. A person who does not like his or her job will be dissatisfied and have negative feelings towards the job (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). Job performance can be described as what leaders in an organization or business expects of their employees as they carry out tasks or activities assigned to them (“Job,” 2014). Trader Joe’s as a company promotes a positive work environment for its employees by creating an environment where everyone is involved in the activities of the company. This company has a benefit package that is better than most companies in the industry. It pays its employees wages that make and keep them happy. There is an environment where every individual is valued as well as what each member of the company can contribute to the business. Trader Joe’s creates an environment of fun where everyone enjoys...
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...Examining Emotions, Attitudes, and Job Satisfaction Examine the approach Trader Joe’s uses to promote a positive work environment for its employees. Determine at least three (3) ways in which Trader Joe’s is able to increase job satisfaction and performance. What is the relationship between job satisfaction and job performance? Before we can find a connection between the two, we must first examine how attitude influence behavior. An attitude refers to a “predisposition to respond positively or negatively to someone or something” (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). In other words, it is the way we feel about various things in our environment (e.g. people, school, or work). At work, for example, our attitude depends on how we feel about being there, which influence how we behave. One of the most common job attitudes is job satisfaction. Job satisfaction refers to the feelings or attitude a person has toward their job, either positive or negative (Schermerhorn et al., 2012). There are many factors that are able to affect the satisfaction level within a work environment. Smith, Kendall, and Hulin (1969) designed the Job Descriptive Index to measures these factors. The JDI measures five facets, including satisfaction with: the work itself, quality of supervision, relationship with co-workers, promotion opportunities and pay. These components are important for managers and leaders to be concerned with because they often determine the success of an organization...
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...OVERVIEW OF CHAPTER This chapter focuses upon the manager as a feeling, thinking human being. It opens with a description of enduring personality characteristics that influence how managers perform their jobs, as well as how they view other people, their organizations, and the world around them. It then discusses how managers’ values, attitudes, moods, and level of emotional intelligence can impact the way they perform their job. The chapter closes with a discussion of organizational culture and explains how managers both create and influence it. LEARNING OBJECTIVES 1. Describe the various personality traits that affect how managers think, feel, and behave. (LO1) 2. Explain what values and attitudes are and describe their impact on managerial action. (LO2) 3. Appreciate how moods and emotions influence all members of an organization. (LO3) 4. Describe the nature of emotional intelligence and its role in management. (LO4) 5. Define organizational culture and explain how managers both create, and are influenced by, organizational culture. (LO5) MANAGEMENT SNAPSHOT: PAETEC’S CULTURE OF CARE PAETAC Communications is a privately owned broadband telecommunications company that provides local, long distance, and Internet services in 27 markets across the U.S. In the face of its troubled industry, PAETAC has experienced a phenomenal growth rate. This earned the company the number two spot on Deloitte Technology’s Fast 100 list, which ranks the technology industry’s...
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...full text archive of this journal is available at http://www.emeraldinsight.com/0268-3946.htm JMP 18,8 788 The relationship between emotional intelligence and work attitudes, behavior and outcomes An examination among senior managers Abraham Carmeli Graduate School of Business Administration, Department of Political Science, Bar-Ilan University, Ramat-Gan, Israel Keywords Job commitment, Job satisfaction, Altruism, Family friendly organizations Abstract The literature suggests that managerial skills in general, and emotional intelligence in particular, play a significant role in the success of senior managers in the workplace. This argument, despite its popularity, remains elusive. This can be attributed to the fact that although a few studies have provided evidence to support this argument, it has not received an appropriate empirical investigation. This study attempts to narrow this gap by empirically examining the extent to which senior managers with a high emotional intelligence employed in public sector organizations develop positive work attitudes, behavior and outcomes. The results indicate that emotional intelligence augments positive work attitudes, altruistic behavior and work outcomes, and moderates the effect of work-family conflict on career commitment but not the effect on job satisfaction. Introduction What makes a senior manager successful has been a central research question of organizational scientists for decades. Underlying this interest is the assumption...
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...Case Study 1: Examining Emotions, Attitudes, and Job Satisfaction Trader Joe’s Strayer University Examine the approach Trader Joe’s uses to promote a positive work environment for its employees. Determine at least three (3) ways in which Trader Joe’s is able to increase job satisfaction and performance. Whether or not Trader Joe’s knows it or not, they are in an environment that is experiencing emotion and mood contagion. This works both ways from the customer to management and vice versa. Customers go to the store in anticipation of a fun and friendly environment. This is exactly what they get. This is generated by a positive philosophy that starts from the top and works its way down. This is also driven by the concept of emotional labor; a situation where a person displays organizationally desired emotions in a job, (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). Trader Joe’s founder Joe Coulombe states that his store have “cheerful guides sporting Hawaiian shirts” (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). The tones of his stores are friendly and upbeat and his hiring practices ensure he has people that meet those needs. Directly from Trader Joe’s website; “Where fun, food and opportunity align” and “A Career For The Adventurous” (Trader Joe's: Home>Careers, 2014) Trader Joe’s also hits on all five of the components of job satisfaction. The work itself; he hires people that have a passion for food and want to work for a company that has the same general...
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...Leadership Styles at U-Haul Sales & Reservations and Implications on Job Satisfaction & Performance MGMT 591: Leadership and Organizational Behavior 12/14/2013 Introduction The organization chosen to be the topic of discussion is U-Haul international, located in Phoenix, Arizona. U-Haul is the largest DIY commercial moving truck rental company in the U.S.A and Canada. They rent and lease moving trucks, trailers, vans, pickup trucks, and storage facilities. U-Haul International is the headquarters for all the workings of U-Haul worldwide. The two 12 story towers reside in downtown Phoenix, AZ, where everything is handled from the executive level down to, marketing, sales and reservations, truck locations, the graphics department, accounting, and many other departments as well. When someone is looking to rent a U-Haul they call 1-800-Go-UHaul and reach the Sales and Reservations department. This department is the focus of my project paper. The Sales & Reservations department can employ up to 200 reservation representatives that quote moving cost and rent trucks and trailers to customers across USA and Canada. U-Haul International alone is worth $1.5 billion dollars. The Sales and Reservations department pays a minimum wage base salary and commission based on the number of moving equipment rented over the specified quota for your work hours. Some reps have made up to $3000 in commission alone in a month. Calls are monitored for accuracy, and your bonus/commission...
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...Studies and Research, India. E-mail: swatee@somaiya.edu Received: March 9, 2015 Accepted: May 20, 2015 Online Published: May 22, 2015 doi:10.5539/ijbm.v10n6p224 URL: http://dx.doi.org/10.5539/ijbm.v10n6p224 Abstract Business firms across the globe have always endeavoured to identify and strengthen drivers of employee engagement at the individual, group and organizational level. Drivers at the individual level have been less researched and tested in previous studies. This study attempts to examine the role of emotional intelligence as an individual antecedent of employee engagement. This is hypothesized drawing from literature that emotional intelligence plays an important role in shaping positive workplace feelings, attitudes and behaviour. Responses captured and analyzed from randomly selected sample of 182 professionals working in Indian organizations revealed that emotional intelligence especially mood repair augments high levels of employee engagement manifested through higher vigor, dedication and absorption in employees. These findings have significant implications for both research and practice. Keywords: attention, mood repair, clarity, employee engagement 1. Introduction Employee engagement has been viwed as the keystone of talent management and recipe for organizational success. Kahn (1992) advocated that engagement is instrumental for outcomes at individual (i.e. quality of people’s work and their...
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...Organizational Behavior and Human Decision Processes Vol. 86, No. 1, September, pp. 99–130, 2001 doi:10.1006/obhd.2001.2974, available online at http://www.idealibrary.com on Mood and Emotions in Small Groups and Work Teams Janice R. Kelly Purdue University and Sigal G. Barsade Yale University Affective influences abound in groups. In this article we propose an organizing model for understanding these affective influences and their effects on group life. We begin with individuallevel affective characteristics that members bring to their groups: moods, emotions, sentiments, and emotional intelligence. These affective characteristics then combine to form a group’s affective composition. We discuss explicit and implicit processes through which this affective combination occurs by examining the research on emotional contagion, entrainment, modeling, and the manipulation of affect. We also explore how elements of the affective context, such as organizationwide emotion norms and the group’s particular emotional history, may serve to constrain or amplify group members’ emotions. The outcome, group emotion, results from the combination of the group’s affective composition and the affective context in which the group is behaving. Last, we focus on the important interaction between nonaffective factors and affective factors in group life and suggest a possible 2001 Academic Press agenda for future research. During the past century, a tremendous amount of research attention...
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...Introduction to Management Technology BMRT 11009 - Section 300 Kent State University MANAGEMENT AMY HISSOM 10/26/2009 TABLE OF CONTENTS Introduction............................................................................................................................................ 3 Managers and Managing ........................................................................................................................ 4 What is Management?..................................................................................................................... 4 Essential Managerial Tasks............................................................................................................... 4 Levels and Skills of Managers ........................................................................................................... 4 Recent Changes in Management Practices ....................................................................................... 5 Challenges for Management in a Global Environment ...................................................................... 5 The Evolution of Management Thought ................................................................................................. 6 F. W. Taylor (1890-1940): Scientific Management ............................................................................ 6 The Gilbreths: Time-and-Motion Study ....................................................................................
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...Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. More About Human Resources Management An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organisation's HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies, however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas. An HRM strategy typically consists of the following factors: * "Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organisational goals, an organisation's HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives...
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