The attitude is the evaluative statements or judgments concerning objects, people,
or events. More precisely attitudes can be defined as a persistent tendency to feel and
behave in a particular way toward some object which may include events or individuals
as well.
Attitude can be characterized in three ways:
First, they tend to persist unless something is done to change them.
Second, attitudes can fall anywhere along a continuum from very favorable to
very unfavorable.
Third, attitudes are directed toward some object about which a person has
feelings( sometimes called “affect”) and beliefs.
Changing Attitudes
Employees’ attitudes can be changed and sometimes it is in the best interests of
managements to try to do so. For example, if employees believe that their employer does
not look after their welfare, the management should try to change their attitude and help
develop a more positive attitude in them. However, the process of changing the attitude is
not always easy. There are some barriers which have to be overcome if one strives to
change somebody’s attitude. There are two major categories of barriers that come in the
way of changing attitudes:
1. Prior commitment when people feel a commitment towards a particular course of
action that have already been agreed upon and thus it becomes difficult for them
to change or accept the new ways of functioning.
2. Insufficient information also acts as a major barrier to change attitudes.
Sometimes people simply see any reason to change their attitude due to
unavailability of adequate information.
Some of the possible ways of changing attitudes are described below.
Providing New Information. Sometimes a dramatic change in attitude is possible
only by providing relevant and adequate information to the person concerned.
Scanty and incomplete information can be a major reason for brewing negative
feeling and attitudes.
Use of Fear. Attitudes can be changed through the use of fear. People might resort
to change their work habit for the fear of fear of unpleasant consequences.
However, the degree of the arousal of fear will have to be taken into consideration
as well.
Resolving Discrepancies. Whenever people face a dilemma or conflicting
situation they feel confused in choosing a particular course of action. Like in the
case where one is to choose from between two alternative courses of action, it is
often become difficult for him to decide which is right for him. Even when he
chooses one over the other, he might still feel confused. If some one helps him in
pointing out the positive points in favour of the chosen course of action, he person
might resolve the his dilemma.
Influence of friends and peers. A very effective way of changing one’s attitude is
through his friends and colleagues. Their opinion and recommendation for
something often proves to be more important. If for example, they are all praise for a particular policy introduced in the work place, chances are high that an
individual will slowly accept that even when he had initial reservations for that.
Co-opting. If you want to change the attitude of some body who belongs to a
different group, it is often becomes very effective if you can include him in your
own group. Like in the case of the union leader who are all the time vehemently
against any management decision, can be the person who takes active initiative in
implementing a new policy when he had participated in that decision making
process himself.
or events. More precisely attitudes can be defined as a persistent tendency to feel and
behave in a particular way toward some object which may include events or individuals
as well.
Attitude can be characterized in three ways:
First, they tend to persist unless something is done to change them.
Second, attitudes can fall anywhere along a continuum from very favorable to
very unfavorable.
Third, attitudes are directed toward some object about which a person has
feelings( sometimes called “affect”) and beliefs.
Changing Attitudes
Employees’ attitudes can be changed and sometimes it is in the best interests of
managements to try to do so. For example, if employees believe that their employer does
not look after their welfare, the management should try to change their attitude and help
develop a more positive attitude in them. However, the process of changing the attitude is
not always easy. There are some barriers which have to be overcome if one strives to
change somebody’s attitude. There are two major categories of barriers that come in the
way of changing attitudes:
1. Prior commitment when people feel a commitment towards a particular course of
action that have already been agreed upon and thus it becomes difficult for them
to change or accept the new ways of functioning.
2. Insufficient information also acts as a major barrier to change attitudes.
Sometimes people simply see any reason to change their attitude due to
unavailability of adequate information.
Some of the possible ways of changing attitudes are described below.
Providing New Information. Sometimes a dramatic change in attitude is possible
only by providing relevant and adequate information to the person concerned.
Scanty and incomplete information can be a major reason for brewing negative
feeling and attitudes.
Use of Fear. Attitudes can be changed through the use of fear. People might resort
to change their work habit for the fear of fear of unpleasant consequences.
However, the degree of the arousal of fear will have to be taken into consideration
as well.
Resolving Discrepancies. Whenever people face a dilemma or conflicting
situation they feel confused in choosing a particular course of action. Like in the
case where one is to choose from between two alternative courses of action, it is
often become difficult for him to decide which is right for him. Even when he
chooses one over the other, he might still feel confused. If some one helps him in
pointing out the positive points in favour of the chosen course of action, he person
might resolve the his dilemma.
Influence of friends and peers. A very effective way of changing one’s attitude is
through his friends and colleagues. Their opinion and recommendation for
something often proves to be more important. If for example, they are all praise for a particular policy introduced in the work place, chances are high that an
individual will slowly accept that even when he had initial reservations for that.
Co-opting. If you want to change the attitude of some body who belongs to a
different group, it is often becomes very effective if you can include him in your
own group. Like in the case of the union leader who are all the time vehemently
against any management decision, can be the person who takes active initiative in
implementing a new policy when he had participated in that decision making
process himself.