Work Attitudes that lead to High Performance

The attitudes of most interest to managers are those related to work, especially attitudes that influence how well employees perform. To lead employees effectively, managers logically seek to cultivate the kinds of attitudes that are associated with high performance. Two attitudes that might relate to high performance are satisfaction with one’s job and commitment to the organization.

Job satisfaction:

A positive attitude towards one’s job is called job satisfaction. In general, people experience this attitude when their work matches their needs and interests, when working conditions and rewards (such as pay) are satisfactory, when they like their co-workers and when they have positive relationships with supervisors.

Many managers believe job satisfaction is important because they think satisfied employees will do better work. In fact, research shows that the link between satisfaction and performance is generally small and is affected by other factors. The importance of satisfaction varies according to the amount of control the employee has; an employee doing routine tasks may produce about the same output no matter how he or she feels about the job. However, an internal study at a big super market recently found a clear link between employee satisfaction, customer satisfaction and revenue. In particular employee’s attitude about whether their workloads were manageable and well-organized ranked among the indicators of company performance.

Managers of today’s  knowledge workers often rely on job satisfaction to keep motivation and enthusiasm for the organization high. Organizations don’t want to lose talented highly skilled workers. In addition most managers care about their employees and simply want them to feel good about their work – and almost everyone prefers being around people who have positive attitudes. However, a survey by International Survey Research found that Generation X  employees, those who are carrying the weight of much of today’s knowledge work, are the  least satisfied of all demographic groups. Managers play an important role in whether employees have positive or negative attitudes towards their job.

Organizational Commitment:

Organizational commitment  refers to an employee’s loyalty to and engagement with the organization. An employee with a high degree of organizational commitment is likely to speak well when talking about the company. Such a person likes being a part of the organization and  tries to contribute to its success.

Most managers want to enjoy the benefits of loyal, committed employees  including low turnover and willingness to do more than the job’s  basic requirements. In addition, results of a recent survey in Global organizations suggests that companies with committed employees perform better. The study found that companies with highly committed employees outperformed the industry average over a 12 month period by 6 per cent, while  those with low levels of commitment underperformed the average by 9 per cent. Alarmingly, the level of commitment in the United States is significantly lower than half  of the world’s other large economies. US employees are less committed than those in Brazil, Spain, Germany, Canada and Italy. This low level of organizational commitment puts US firms at a serious disadvantage in the global marketplace.

The high motivation and engagement  that comes with organizational commitment is essential to the success of knowledge based organizations that depend on employees’ ideas and creativity. Trust in the management’s decisions and integrity is an important component of organizational commitment. Unfortunately in recent years, many employees have lost that trust, resulting in a decline in commitment.

Managers can take action to promote organizational commitment by keeping employees informed, giving them a say in decisions, providing the necessary training and other resources that enable them to succeed, treating them fairly and offering rewards they value. For example, employee commitment in today’s workplace is strongly correlated with initiatives  and benefits that help people balance their work and personal lives.

Sometimes a person may discover that his or her attitudes conflict with one another or are not reflected in behavior. For example, a person’s high level of organizational commitment might conflict with a commitment  to family members. If employees routinely work evenings and weekends, their long hours and dedication to the job might conflict with their belief that family ties are important. This can create a state of cognitive dissonance, a psychological discomfort that occurs when individuals recognize inconsistencies in their own attitudes and behaviors.

In the case of working overtime, people who can control their hours might restructure responsibilities so that they have time for both work and family. In contrast, those who are unable to restructure workloads might develop an unfavorable attitude towards the employer, reducing  their organizational commitment. They might resolve their dissonance by saying they would  like to spend more time with their kids but their unreasonable employer demands that they work  many hours.

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  • Varun

    Very Good Article !!!!

  • Sabitha

    Very good article

  • agumbe

    Ramarao ji.   
    Very Good article..
    Hope you remember me.

  • Deajoa206

    Very good article

  • Valan

    The articles is very good.If all the managers follow it the organization will grow and subordinate will also  grow.The Organization transparency will increase .Team spirit will increase .

  • Sweta_satvase

    Very good article!!!!!!

  • Nvenkatesh2001

    Good Article

  • Shardjono

    Employees and company have to persue together to build this two important conditions.

  • Santosh BR


    The article is a ‘Very Good Read’

    Santosh BR

  • Nadeem-sid


  • Sumudu Rajaguru

    Very good article.

  • Sreya

    Nice article :)

  • Tarun

    Good article for the employers to understand the attitude of the employees!!!

  • Rohit Handa

    This clearly shows the importance that leaders need to give to creating work life balance

  • Loomy_79

    An employee’s attitude is mostly reflected by the working environment. For ex. if he joins a new company and he is highly motivated, however the general organizational culture is demotivating, ..this employee may be demotivated too so easily.

  • Shashi

    Its! a very good article 

  • Safyan Arshad

    Muhammad Safyan Arshad
    I LIKE

  • Chander Shekhar

    Excellent article, valuable to the organisation and for those engaged in people management.   

  • b.radha.

    Do you have any doubt about anything in life insurance.  i will try to explain with what a little knowledge i have to our members.  you can ask any question about life insurance and its tax related. thanks.  Any services in this area also i can do to our friends.

  • Ssjhcw

    SS JARYAL : Leader makes the team perform.  What if the bosses create conflict between two peers just to get the inside information, which could be more dangerous and harmful to the organisational interests.  what should the organisation do to such bosses.  

  • Sanjivdua 2009

    The attitude towards employer and employees is very good.  Both will grow substantially.  Best of luck.

    Sanjiivv B Dua

  • Deajoa206

    Thank you for this insight.

  • Works Mgr


  • Zita

    Very clear and concise. I learned a lot. Thank you so much,

  • HR_dixi

    Young Managers – try this – just place a display at a common place which attracts eyes of everyone (more so by the collegues) saying “HAVE YOUR LUNCH IN TIME – REMEMBER IT IS YOUR MOTHER REMINDING YOU” and experience the difference.

  • Vijayrajsj07

    good one 

  • Deepak Talreja

    Really good for newly manager!!

  • Cecil David

    Excellent points Mr Rama Rao. I would like to add here that those managers who  are transparent and dedicated to developing employees into future manager material are the one’s who have performing teams. The problems start and end with the manager herself. In case the manager feels threatened by the performance of a capable employee, in one way or the other, the team starts to disintegrate. Unfortunately just a handdful of managers are committed towards developing thier employees into capable managers and I personally fee this is a prime reason of falling performance.

  • Hosurmurali

    Dear Mr.Rama Rao,

    Excellent article. Thank you very much for your great contribution.

    All the very best to you,


  • Hr

    really nice article

  • mayuri bawaskar

    Very Helpful artcle

  • Ehabragab5


  • Kionric

    i’m loving this

  • HR_Nishita Nayak

    nice article..
    agree with Mr.Cecil David….

  • Phanidhar7778

    it’s nice. But attitude comes from the working atmosphere and responsibility assigned to the individual, means selecting right person for right job.