Abstract
It is worth to note that attitudes are central tenets that drive an individual employee to be unstable psychologically, well being, and job security hence poor organizational performance. Less negative attitudes leads to enhanced, better organizational performance because support staff, middle support staff and senior support staff are socialized and communicated with the right attitudes. By managing attitude, a leader directs attention or awareness, guides the judgment, and triggers the desired behavioural responses.Further, proofs show that effect, one of the components of attitude, has become a major variable factor in decision-making. Positive affect has a significant effect on decision-making, problem-solving, and behaviour.“Affect directs attention, guides decision-making, stimulates learning, and triggers the behaviour.
Emotions are the strongest factors in decision-making because they have the capacity to arouse feelings to a point of awareness to take action.We form beliefs, make judgments based on those beliefs, and take action on our judgments.
We have argued that attitudes have functions they play, the effects of attitudes on performance. The articles also discuss the positive and negative attitudes. However, the beauty of the discussion is the analysis of how workplace employees should develop and nurture an attitude regardless of its nature (there are true and untrue attitudes). The authors have also elaborated on the need for proper communication and how it triggers right attitudes. And lastly, the article gives a sample WPA (work place attitude barometer) which those with responsibility in the workplace and particularly at the university can utilize to measure attitude psychologically and scientifically.
