Response To Dispositional Versus Situational Factors And Job Attitudes Coursework

Response To Dispositional Versus Situational Factors And Job Attitudes Coursework Response To Dispositional Versus Situational Factors And Job Attitudes – Coursework Example Whether job attitudes are affected most by situational factors or by a person’s disposition The argument on the most influential factors that improves employees’ attitude towards workEmployee attitude presents immense influence to their performance and overall productivity in institutions. Employees with negative attitude towards work record dismal performance in most instances. They lack the requisite passion and enthusiasm towards quality performance as compared to employees with positive attitude (Saari & Judge, 2004). However, achieving positive attitude is dependent on various that include dispositional and situational factors. The factors affect the attitude of employees towards work and job satisfaction especially in the present competitive environment. Despite the contribution of the two factors in shaping employees attitude, situational factors are more effective and influential as compared to dispositional factors as justified below. In particular, situational factors present vital incentives that are core towards effective motivation of individual’s further effort to exemplary performance and positive shaping of work attitude. The factors also help in enhancing employees’ morale thereby leading to the development of positive attitude as cited by several human relations and performance theorists such as Elton Mayo. The situational factors that are deemed more instrumental in the development of employees’ positive attitude include good working conditions, high salary, and provision of part time bonuses (Saari & Judge, 2004). Provision of subsidiary allowances and benefits, and employee recognition including reward system forms fundamental factors that contribute to positive development of employees’ attitude towards work. On the other hand, dispositional factors revolve around character and personality of an individual. The factors that include values, personality traits, skills, abilities, cognitive style, and self-concept are viewed as part of the individual character that informs behavior. According to the concept, individuals’ attitude towards work is likely to remain static or vary from situation to situation. Based on the facts presented, it is clear that situational factors remain the primary and influential motivators of employees in institutions. This is evident given that materialistic incentives such as money, better working conditions, and rewards tend to influence individuals next course of action in most instances (Saari & Judge, 2004). For instance, employees respond positively to pay increments and any form of reward that is accorded to them. Such rewards boost their working spirits and enhance their vibrancy. The instrumental nature of the situational factors in the development of positive attitude towards work has also been established in various empirical studies (Saari & Judge, 2004). The studies indicate that employees respond best to financial incentives and g ood working conditions given that they feel valued and part of the institution when such incentives are awarded. Therefore, they reciprocate by working with necessary determination as compared to other forms of reward. Elton Mayo and Abraham Maslow who are renowned human relations and performance theorists also affirmed that employees are more satisfied when remunerated. ReferencesSaari, L.M., & Judge, T.A. (2004). Employee attitudes and job satisfaction. Human ResourceManagement, 43(4), 395 407. DOI: 10.1002/hrm.20032