dallert123
Can you please provide a response to the post below? Not an…
Can you please provide a response to the post below? Not an explanation. A rely please.
Attitudes can change at the drop of a hat, especially when dealing with the workplace, where working conditions, atmosphere, and company policies change every day. For me (and I assume many others) compensation can be a huge factor in how I engage with my work and my attitude towards my company in general. When I feel unvalued via a low compensation, I generally care less for the work that I do & don’t feel as motivated or engaged in my day to day work. In the textbook, this exact example is brought up, where an underpaid employee could see a “positive change in attitude” with a big salary increase (Griffin, Phillips, & Gully, 2020). While we should not just assume everything can (and should) be fixed by throwing money at it, it’s important to recognize that people are motivated by money. Money equals security which in this economy equals the ability to retain a sense of normalcy.
A very important factor also noted by Organizational Behavior: Managing People and Organizations, is that people’s needs and circumstances change just as quickly as the companies themselves do. Examples of this include if an employee is disappointed with the less-than-ideal health insurance offered, that employee might harbor resentment or disengage from the company and their work due to the inconveniences caused by the lack of quality health insurance. However, if an employee’s significant other takes a job from a company with a much better health plan, that employee is no longer in need of their company’s lesser health insurance, and their attitude towards the company may improve as a whole, through no action from the company (Griffin et al, 2020).
In more recent times, companies have adopted work from home (remote work) policies as a result of the 2020 Covid 19 pandemic. To many, even in uncertain health times, this was a much-needed blessing. Saving money on childcare, gas, commuter expenses, and having flexibility for errands such as grocery shopping and doctors appointments. It was fair to say that these landmark changes were a positive change in employee satisfaction (Atobishi and Nosratabadi, 2023). However, it should also be noted that in the same study conducted in Drivers and Constraints of Employee Satisfaction with Remote Work: An Empirical Analysis, is that the lack of immediate communication and personal interaction were also drivers in decreasing work satisfaction (Atobishi and Nosratabadi, 2023) as unintended consequences of needed, and generally accepted, changes.
We now see multiple big-name companies such as Amazon, Meta, Twitter, and Google reverting their remote work policies and demanding employees return to office. These companies claim that their changes are to address the lack of communication and personal interactions brought up by Atobishi and Nosratabadi (2023), while disregarding the positive impacts on job satisfaction that remote work has brought to employees. In the video presentation Conscious Capitalism Unpacked: An Evening with Raj Sisodia, Sisodia points to a metric that more than 50% of employees feel disengaged from their jobs (Conscious Capitalism Unpacked: An Evening with Raj Sisodia, 2019) . This is relevant because these are pre-pandemic numbers from a poll in 2019. As we see remote work policies diminish, we are in danger of seeing more of these disengaged workers returning to office, and it will be up to these companies to improve job satisfaction once again.
Atobishi, T., & Nosratabadi, S. (2023). Drivers and constraints of employee satisfaction with remote work: An empirical analysis. Organizacija, 56(2), 93-105. https://doi.org/10.2478/orga-2023-0007
YouTube. (2019a). Conscious Capitalism Unpacked: An Evening with Raj Sisodia. YouTube. Retrieved June 22, 2023, from https://www.youtube.com/watch?v=FyWMffZbCF8&ab_channel=GeorgetownMcDonough.
Griffin, R. W., Phillips, J., & Griffin, R. W. (2023). Individual Values, Perceptions, and Reactions. In Organizational behavior: Managing people and organizations (pp. 117-121). essay, South-Western.
Also, please be sure to include at least one in-text citation and one reference.
THANKS!
