Changing employees attitudes Essay Example | Topics and Well Written Essays - 500 words

Changing employees attitudes - Essay Example Why do managers want to change their employees’ attitudes? The answer is simple. Managers want to change their employees’ attitudes because it affects their productivity. Employees are increasingly important for organizational success and competitiveness Wallace (2006, pp.1-3) states that employees must not only be trained, they should be developed for results. Wallace quotes Linda L. Martin and Dr. David G. Mutchler in their book, â€Å"Fail-Safe Leadership† when they stated â€Å"in business, and in life, attitudes directly determine whether an individual turns a problem into an opportunity – or a crisis† (2006, pp.1-3). Organizations hire employees because of their skills and qualifications. They also design training programs to further improve the quality of work of the individuals and eventually improve their productivity. Wallace (2006, pp.1-3) points out however, that organizations put too much emphasis on improving the skills of the employee while majority of termination in companies are due to attitude problems of the employees. This just shows how important it is for a manager to be able to change the behavior of its employees. Before changing an employee’s attitudes, we must first understand that attitude has three components namely, the cognitive, affective and behavioral (Macalinao, 2009). Cognitive is the opinion or belief segment of an attitude. The affective component is the emotional or feeling segment of an attitude while behavioral is the intention to behave in a certain way toward someone or something.

Facebook and Human Resource Management Research Paper - 1

Facebook and Human Resource Management - Research Paper Example It is important to highlight that Facebook is a social networking website. Simply put, it is an online or digital community wherein its users can socialize virtually: meet, interact, share photos, videos, news, among other information. It is a network of close to a billion users, connecting friends, families, strangers, coworkers, and so forth, regardless of location and time. The framework is simple and appealing: Profile pages are created so that individuals can post and share information about themselves. Gunter (2010) explained that such architecture creates an environment that encourages members to log in regularly in order to keep track of what friends and colleagues are doing, sharing their own activities, interact about interests and hobbies, send messages, and join groups and networks, among other things (p. 1). These characteristics and capabilities underscore why Facebook can impact human resources management. They reveal how majority of the workforce logs in to the websit e daily. In the United States, there are close to 100 million Facebook users. A Pew Research Center study found that of those who use social networking sites, 92 percent use Facebook, followed by MySpace with a meager 29 percent (Hampton et al., 2011). The bulk of Facebook users are dominated by 18-44 year olds, able-bodied people that constitute the workforce or at least could qualify as workers (Statista, 2012). These user demographics access their Facebook account at least a month through different devices such as computers and mobile phones.