(Great English is a must!! No grammar errors!)(Paraphrase the paper attached)(Nothing more needs to be done, only paraphrase the document)(NO grammar errors or incohernt senteces)(The document is attached,APA Format)(The number of words should stay close to the original file)-While you rephrase the paper,you also need to summarize some elements to reduce length of the work-Running head: MT302M1 COMPETENCY ASSESSMENT
MT302M1 Competency Assessment
Stephanie Gilliard
Purdue Global University
“MT302M1 Competency Assessment—Attitudes and Job Satisfaction”
When dealing with organizational behavior, it is important to understand the three groups
of analysis: inputs, processes, and outcomes. Each of these lead to the next, as inputs lead to
processes and processes to outcomes, which gives the advantages of knowing what to expect,
better finding where there is an issue, and knowing how to address that issue. This model is
applied to individuals, groups, and the organization, in terms of behavior. In analyzing individual
behavior, attitudes and job satisfaction are important to consider because they can have major
negative or positive impacts on the success of an organization. Additionally, they are good
indicators for how healthy the processes and the environment or culture of an organization is.
Negative changes in behavior on the individual level usually indicates job dissatisfaction, and it
is important for an organization to understand what is causing the dissatisfaction to make
appropriate changes, otherwise, the dissatisfaction could affect many individuals in the
organization for well into the future of the company. The remainder of this paper attempts to
describe the attitudes and job satisfaction levels of four different employees with different job
titles, while explaining how each affect the organization, and what changes their managers can
make to improve their job satisfaction levels and attitudes.
Employee #1
Attitude, Job Satisfaction, Employee Response to Dissatisfaction, and What Management
Can Do to Improve Attitude
This employee is a social media marketing director who experiences cognitive
dissonance when his manager asks him to write more about the lab test results of the company’s
product, when he is posting to promote the product on other company websites. Cognitive
dissonance is, “any incompatibility between two or more attitudes or between behavior and
attitudes.” (Robins & Judge, 2019, p. 78) When breaking the attitude down into the three
assumed components of attitude: cognitive, affective, and behavioral, it is easier to understand
the relationship between the attitude and behavior it may cause. With cognitive dissonance,
contradictions in behavior and attitudes create turmoil within. When this happens, we will alter
our behavior or attitude so that we can ease the discomfort caused by the conflict. So, when the
employee is asked to change his posts, he feels discomfort and stress because being asked to
change his work conflicts with his belief that his work is perfectly fine the way it is. As a result,
the employee has changed his attitude toward the company to minimize the dissonance and now
feels dissatisfied with his job. The employee displays withdrawal behavior as a result of his
dissatisfaction. In a Journal of Education and Practice publication, Dr. William Oduh outlines
some of the important dimensions of job satisfaction as related to cognitive dissonance. Among
the dimensions, he explains that withdrawal behavior reflects, “… the worker’s withdrawal from
noxious employment conditions and this could be expressed through absenteeism (temporary
withdrawal) and turnover (permanent withdrawal).” (2016)
An employee with job dissatisfaction caused by cognitive dissonance, can impact the
company in many negative ways. As seen with the social media marketing director, it can create
a situation where the employee becomes withdrawn, meaning; showing up late, missing shifts,
and not putting their best effort into their work. This can lead to turnover. The company’s profits
will also be affected because the level of quality of work can diminish and employee turnover
means spending more on training new employees more frequently. Lastly, it can have a large
impact on other employees. They may begin to adopt bad habits or begin to experience their own
dissatisfaction with their job, due to the negative mood of an employee, or due to having to pick
up the slack, in addition to their normal workload, because of that employee.
Fortunately, it is possible to change an employee’s attitude, which is why it is quite
important for managers to recognize when an employee may be experiencing cognitive
dissonance. In the situation of the social media marketing employee, there are a few things the
manager can do to reduce the dissonance the employee is experiencing. Dissonance is not as
strong when, “…the employee perceives that the dissonance is externally imposed and
uncontrollable.” (Robbins, Et al, 2016, p 218) Additionally, it can also be decreased if, “…
rewards are significant enough to offset the dissonance.” (p. 218) With that, the manager can
help to reduce the employee’s conflict and dissatisfaction by explaining why certain external
factors create the need for more information on the lab results to be shared, and/or by rewarding
the employee with something that he highly desires.
Employee #2
Attitude, Job Satisfaction, Employee Response to Dissatisfaction, and What Management
Can Do to Improve Attitude
In this scenario, a high-level engineer is overly stressed by her job. She and her family
are strained due to the unpredictability of her schedule, along with the long hours and endless
travel to facilities around the globe. Though she remains loyal to the organization, the conditions
have led to her feeling depressed. The unhappiness she feels has resulted in a lack of
participation to embrace new initiatives as well as a decreased level of contribution for new
This employee is experiencing psychological strain from burnout, which is, “…a
syndrome that results from chronic stress at work, with several consequences to workers’ wellbeing and health.” (Salvagioni, Et al, 2017) Additionally, the role overload is probably creating
more stress from her family in demanding for her time. This level of job dissatisfaction is very
bad for the employee and for the organization. Her lack of participation to embrace new ideas
and her decreased level of idea contribution are both direct indicators of deteriorating
organizational citizenship behavior. This affects the company in a counterproductive way, as
good citizenship behavior promotes an organization’s success through high performing
employees. (Robins & Judge, 2019, p. 28) Another reason this level of job dissatisfaction and
behavior are highly detrimental to an organization is that employee burnout usually takes from
six to nine months to recover from, and in extreme cases, up to two years. (Burnout Response,
The employee is high profile and a very important asset to the organization, so her
manager needs to take immediate action. When applying Henry Mintzberg’s managerial roles,
this situation calls for interpersonal, informational, and decisional management practices. The
manager will need to take responsibility for the employees’ direction and must find ways to
motivate, thus being a leader. The informational role will require the more specific role of the
monitor, as the manager will need to be aware of the employee’s progress or even more negative
changes. From a decisional standpoint, the manager will need to incorporate the roles of
disturbance handler and resource allocator. The employee needs more time off, therefore, the
manager will need to allocate time across all schedules, to make sure no one is overworked.
(Robbins, Et al, 2016, p. 7) To begin with, her manager should assess and set realistic
expectations that will promote a better work-life balance. In addition, her manager can help her
to understand how valuable she is to the organization and encourage her in getting any form of
support she may need, as this could range from peer support to medication, depending on her
Employee #3
Attitude, Job Satisfaction, Employee Response to Dissatisfaction, and What Management
Can Do to Improve Attitude
This employee is a customer service representative who works the second shift. He does
what his job requires of him, but he often complains to other employees about working
conditions and his coworkers tend to agree and lately he and many of his coworkers have used
more sick days than usual.
Since studies have shown that our moods become more negative later in the day, this may
attribute to part of the reason for this employees’ job satisfaction. Another cause of his negative
feelings could stem from boredom, as boredom, “…can at times lead to complaining.” (Robbins
and Judge, 2019, p. 163) In addition to job dissatisfaction caused by mood and/or boredom, the
employee also works very long hours. When he complains to the other employees, his negative
attitude is also adopted by some of his coworkers. The attitude of the employee, along with some
of his coworkers leads to counterproductive behavior, as they all start to use more sick days.
One of the most serious ramifications of this behavior, that the company may face, is that
all of these employees are responding with neglect, or they are expressing dissatisfaction that,
“…passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced
effort, and an increased error rate.” (Robbins and Judge, 2019, p. 91) However, the employee
described in the scenario has actively used voice and appears to have moved into the exit
Management needs to step in immediately and talk to the employees about what can be
done to make them happier. If it is a matter of too many hours, the manager should consider
reorganizing the schedule to make shifts more manageable. If it has to do with the environment,
management can make updates to the equipment or the amenities available to employees, even
having company gatherings or parties. Another way management can control the situation would
be to have incentive programs on a regular basis, with rewards that employees care about.
Regardless of where the issue stems, it is clear that the manager has to become more involved
with the staff and needs to take on more of a leadership role in order to keep the employees’
needs met, as it could be as simple as giving longer lunch/dinner breaks.
Employee #4
Attitude, Job Satisfaction, Employee Response to Dissatisfaction, and What Management
Can Do to Improve Attitude
This employee is a quality control administrator and the only Asian in her company. She
feels isolated and doesn’t feel that her work makes any difference for the company. She does not
believe the company’s claims of being a diverse workplace and frequently thinks that her
coworkers and boss expect her to fail.
Though it is unknown whether the employee is a recent expatriate, she may still be going
through an adjustment process that is not being handled by the organization in a proper way. Her
job dissatisfaction derives from the lack of empowerment she feels, and, “… poor adjustment can
result in employee dissatisfaction, poor performance, prejudice, and misunderstanding.”
(Robbins and Judge, 2019, p. 63)
Management needs to immediately address this by offering the employee positive
feedback. Something as simple as letting her know that she is doing a wonderful job can go a
very long way for an employee in this situation, otherwise, she is left in her head to derive her
own feelings of her performance. Management could also rethink some of the tasks, as to have
them be completely through the effort of a group. By involving her in group projects, she will
feel less isolated and may also notice that people truly are diverse on so many levels and that she
isn’t alone in being different. The benefits of managers who give feedback, especially
emphasizing when employees are doing great work, would be realized through more productivity
from all employees. Having luncheons with different groups, just to get to know the staff better
and allow the employees to get to know each other better, can also help to give the employee and
other employees, more positive core self-evaluation. “People who have a positive core selfevaluation (CSE)—who believe in their inner worth and basic competence—are more satisfied
with their jobs than people with negative CSEs.” (Robbins and Judge, 2019, p. 86)
In Conclusion
Though each of the four employees express job dissatisfaction for different reasons and in
various ways, the organization would do well to commit itself to focusing on the leadership skills
possessed by those in management positions, as well as understanding the behavior and attitude
that surrounds job dissatisfaction and how to manage to reduce dissatisfaction. By promoting
positivity, diversity, and management awareness and involvement with employees, most of these,
if not all of the aforementioned scenarios could have been prevented or resolved long before
each employee reached these levels of job dissatisfaction.
Aduh, W. (2016). Dimensions of Cognitive Dissonance and the Level of Job Satisfaction among
Counsellors in Delta and Edo States, Nigeria. Journal of Education and Practice, 7(21),
20-29. Retrieved from https://files.eric.ed.gov/fulltext/EJ1109405.pdf
Burnout Response. (n.d.). In Workplace Strategies For Mental Health. Retrieved January 21,
2019, from https://www.workplacestrategiesformentalhealth.com/managing-workplaceissues/burnout-response
Robbins, S., DeCenzo, D., Coulter, M. & Woods, M. (2016). Management : the essentials.
Melbourne, Vic Melbourne, Vic: Pearson Australia,Pearson Australia.
Robbins, S. & Judge, T. (2019). Organizational behavior. New York, NY: Pearson.
Salvagioni, D. J., Et al. (2017, October 4). Physical, psychological and occupational
consequences of job burnout: A systematic review of prospective studies. PlosOne.

Purchase answer to see full

Why Choose Us

  • 100% non-plagiarized Papers
  • 24/7 /365 Service Available
  • Affordable Prices
  • Any Paper, Urgency, and Subject
  • Will complete your papers in 6 hours
  • On-time Delivery
  • Money-back and Privacy guarantees
  • Unlimited Amendments upon request
  • Satisfaction guarantee

How it Works

  • Click on the “Place Order” tab at the top menu or “Order Now” icon at the bottom and a new page will appear with an order form to be filled.
  • Fill in your paper’s requirements in the "PAPER DETAILS" section.
  • Fill in your paper’s academic level, deadline, and the required number of pages from the drop-down menus.
  • Click “CREATE ACCOUNT & SIGN IN” to enter your registration details and get an account with us for record-keeping and then, click on “PROCEED TO CHECKOUT” at the bottom of the page.
  • From there, the payment sections will show, follow the guided payment process and your order will be available for our writing team to work on it.