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How attitudes and emotions influence behaviors
Attitudes impacts on our behaviors in one of two ways: they can directly trigger consistent behaviors, with minimal thought intervention. Secondly, attitudes guides behaviors following a period of deliberate and extensive processing or consideration, through what is known as the formulation of intentions.
Individuals whose attitudes towards certain objects are well-established are also likely to possess evaluative summaries regarding the attitude object in question (for example, the extent of their liking or disliking the object). Consequently, it becomes quite easier for the individual to decide on the course of action to take (Shane & Glinow, 2010). Therefore, such individuals have a higher probability of influencing their behavior directly.
People’s perception about certain attitude objects may be changed by attitudes due to their likelihood to pay more attention to certain aspects of an object consistent with the attitude. Attitude objects are likely to change with a change in the attitude of an individual (Aronson, Wilson, & Akert, 2005). This is more of a bias process whereby the attitudes of people are consistent with the behaviors that they manifest.
Stirred emotions results in a distorted perspective. Our focus shifts to the emotion, along with the stimuli which triggered the emotion. When this emotion is amplified in our minds, we tend to react in a rational way and subsequently, it motivates our behavior. For instance, we may fight when we have been angered, or even end up enduring an abusive relationship.
Ways personality and values influence behaviors
A ‘value’ is defined as a character attribute or emotional state that one desires to be defined by or live within (Shane & Glinow, 2010). Individuals who value feeling in control are also likely to make behavioral choices that enable them to obtain the necessary emotional disposition. People who value being independent will most likely choose to adopt the choices that will allow them to achieve this goal.
Although personality is often viewed at as a psychological construct, research also indicates that biological needs and processes could also affect our personality. Personality impacts on how we respond to the environment around us. In the same way, we act differently become our personalities are also different.
A plan to increase employee motivation, satisfaction, and performance
When a company adopts the right motivation techniques for its employees, this tends to unlock their potential. As a result, the company is more likely to witness improved employees performance, increased tenure, and a reinforcement of success-building behaviors (Aronson et al, 2005).
To start with, there is the need for an organization to create the right opportunities to enables employees to succeed and in the process, earn rewards that will motivate them. A company can for example use the point-based accumulation strategy for retaining and rewarding employees. In addition, the plan adopted should blend well with the company’s objectives, culture, and the employees.
The reward system adopted by a company should also be both inspiring and meaningful to the employees because this way, employees shall work hard to achieve the set goals and in the process, the company benefits from an increase in return on investments.
The management should endeavor to understand the behavior of their employees and seek to influence behavior, as opposed to changing personalities, to reduce possible resistance. Organizations also need to ensure that they fully meet the lower-level needs of their employees. Employees also need to feel that there are unique and valuable. Consequently, managers need to exploit the pride of their employees.
In addition, managers should form a habit of listening to the views raised by employees as a way of building their confidence. The managers should also delegate some of the decisions to employees. This way, they feel in-charge. This is likely to increase their confidence and productivity.
Reference List
Aronson, E., Wilson, T. D., & Akert, A. M. (2005). Social Psychology (5th ed.). Upper Saddle River, NJ: Prentice Hall
Shane, M., & Glinow, V. (2010). Organizational Behavior. New York : Mc Graw Hill
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