A happy worker makes for a good worker, or so they say! Every company or small business owner desires a positive employee attitude within his or her organization for high productivity and quality. For the majority of companies, it is the management’s first move in order to attain this. Money can hypnotize some employees to become a more productive worker, but not all employees. What about those employees who value intrinsic rewards over the monetary type? Not all employees will be weaned with the flash of cash. So we all must consider the fact that human beings will be consistent towards the general sense of satisfaction, but what sort of things lead to this satisfaction? What kind of satisfaction are we looking for? More so, what is going to satisfy an employee?
Most of the research in to the study of Organizational Behavior are concerned with job satisfaction, job involvement and organizational commitment. The second two attitudes, job involvement and organizational commitment, are more or less the results of job satisfaction. An employee who has a high level of job satisfaction tends to bear attitudes, which are favorable to the organization. When a prospective employee goes to that interview, there are going to be friends of that prospect who will give the simplest advice of “Sell yourself! This is your chance to prove yourself to that important company!” Little do those friends know that this is also the chance for the company to lay a sales pitch on the prospect too! Managers are concerned with the efficient operation and profit margin of the company more so than an employee’s job satisfaction. To managers, an employee’s job satisfaction is just an insurance that the employee will be productive and not skip work, and of course, to get the best man for the job. So of course, when a manager giving the interview favors a prospect, only the job’s favorable side will tend to be revealed. The prospect is told of a wonderland where the corporate ladder is actually a stepping stool. There is no mention of the negative sides. The applicant now has expectations about this job that has to be met by the job or there will be a lot of dissatisfied employees. Balancing the positives with the negatives is important so that the employee will not be disappointed and become a problem that could’ve been avoided from the beginning.
Successful leaders have vision, communicate well, make effective decisions, and motivate their followers. Employees are more likely to respond to a leader who is likable and credible. A leader who would want to change attitudes must have a very unbiased one.
The management’s attitude is going to give employees a very visual idea of how his or her job at the organization is going to generally be, and once an image is set in people’s mind it is difficult to change. From the start, the management must be thought of as fair and consistent.

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