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DEVELOPMENT OF THE
RIGHT ATTITUDE
PRESENTED BY
MAHESH B. BAPAT
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ATTITUDE FORMATION
Attitude formation is related to attitude
learning & behaviour development.
Three methods of attitude formation :-
1) Classical Attitude Formation.
2)Operant Attitude Formation.
3) Cognitive Attitude Formation.
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CLASSICAL ATTITUDE
FORMATION
Based on stimuli.
Some stimuli are combined natural stimuli.
Combination of Conditioned &Unconditioned stimuli to arrive atconditioned response.
Repetition of Conditioned stimuli.
Stimulus generation and attitude formation
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INSTRUMENT OF OPERANT
ATTITUDE FORMATION Reward or Response based attitude
formation.
Attitude of hard work & sincerity developed
to get some rewards. Even managers work for gaining distinct
recognition.
Either positive or negative enforcementmay be used by the organisation
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COGNITIVE ATTITUDE
FORMATION
Fully based on employees cognitive skills,behaviour and attitude.
Cognitive attitude is based on self realisation
and observations. Behaviour of the organisation with the employee
plays important role.
Family, surroundings, working conditions, direct
& indirect experiences of the organisation helpto develop either positive or negative attitude.
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ATTITUDE CHANGE
Change of employees attitude is required
to modify their behaviour.
Goals of attitude change:
1) Convert negative attitude to positive
attitude.
2) Fortify existing positive attitude.
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CHANGE OF ATTITUDE
INVOLVES
Changing motives of the employees.
Admiring employees. Comparing conflicting attitudes.
Changing the beliefs of the employees.
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Changing motives of the
employees Motives are the pushing force of attitude.
Motives may be monetary gains, ego defensive,knowledge or any other.
Most of the times motives are preserved byvalue expression of the object.
Motives can also be changed by providing betterworking conditions, developing enough scope of
knowledge exposure. This can also establishbetter understanding among the people.
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Admiring employees
Admiring hard work of the employees helpdevelop positive attitude or change theexisting one.
Appreciation can work miracles. Slightest favours for the employees can
change their attitude or negative beliefs.
Non-monetary incentive mean much morethan monetary ones.
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Comparing conflicting attitudes
Conflicting attitudes help to make some
decissions.
Less forceful attitudes are left aside &
strong and favourable are given
importance.
Resolving helps arrive positive attitude.
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Changing the beliefs of the
employees
Attitude is expression of belief.
Exposing drawbacks of negative beliefs &
emphasising good qualities of positive
beliefs help changing wrong beliefs.
Learning process is the most useful here.
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THEORIES OF ATTITUDE
FORMATION & CHANGE
1) Cognitive Dissonance theory.
2) Attribution theory.3) Manager-Employees Relationship theory.
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Cognitive Dissonance theory
Dissonance occurs when conflicting thoughtspersist.
Recognition of incompatibility by the employee.
Change in employee behaviour as a result ofcertain behaviour.
Employees feel uncomfortable due toinconsistency.
Sometimes dissonance is ignored because ofgood rewars.
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Attribution theory
1) Self perception: People assign attributes
to their attitudes.
Internal & external self perceptions.
People assume self perception as most
useful (internalise) & others ones as leats
useful (externalise).
Used to motivate employees on their own.
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2) Others Attributes: Follow others attitude
if accepted & useful.
Employees adopt honesty & sincerity ofthe managers.
Also good deeds of people around are
followed.
3) Object Attributes: Response & reward
oriented attribute.
Has direct impact on attitude formation and
formation.
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4) Correct Attributes: Include basic good
qualities like honesty, sincerity, etc.
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MANAGER-EMPLOYEES
RELATIONSHIP THEORY
Most significant factor for organisationaldevelopment.
Cordial relations.
Helpful & hyginic relations. Managers attitude towars employees matters.
Consistency in managers behaviour.
Manager should share feelings & moments of
the employees.
All this helps develope positive attitude.
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THANK YOU