On the attitudes that lead to better outcomes within the workplace, it is essential to understand the major issues that influence how employees operate in the organizational setting. Attitudes are among the key areas that influence the manner in which the workforce performs inside an organization. From the article, the theory that can apply in the case of the article’s author is one of the two-factor theory by Frederick Herzberg. The theory argues that the level of job satisfaction among individuals is dependent on two types of factors. These comprise of satisfaction factors and the dissatisfaction factors. The satisfaction factors comprise of recognition, performance, responsibility, job status, and growth opportunities. The dissatisfaction factors revolve around secondary working situations, salary, relationships with peers, relationship between employees and supervisor, and the physical workplace situations. According to the theory, these two forces operate in the same environment, meaning that the two do not serve as polar opposites. Ending the dissatisfaction of employees, such as through increasing salary does not indicate that employees derive satisfaction from their job. To realize job enrichment, intrinsic motivation is essential, while the management should support the idea continuously. In this case, the job needs to present adequate challenges for utilizing the overall capacity of the work force, while the employees showing increased ability levels need to receive increased responsibility. Failure to utilize the overall skills of the employees results to motivation issues (Bartel, Freeman, Ichniowski, & Kleiner, 2011) . In this perspective, the two-factor theory applies to the case of the article since it depicts ways in which employees can improve their attitudes in order to improve organizational outcomes.
On the key indicators that the author applies from the theory to the concept in organizational behaviour, one revolves around attitudes. Employees should have positive attitudes within an organization to allow them dedicate their efforts toward improving performance of the company. Employees with positive attitudes are usually productive whereas the ones with negative attitudes lead the performance of an organization to deteriorate. In this perspective, therefore, it is essential to ensure that the workforce are satisfied with their job, such as through availing various motivators while at the same time eradicating the things that demotivate them. In the event of the U.S. bank, therefore, emphasizing on the factors that allow the workforce to develop positive attitudes in their areas of operations leads to better outcomes (Bartel, Freeman, Ichniowski, & Kleiner, 2011) . This initiative entails availing various motivating forces that allow the employees to develop positive attitudes with their workplace, which then increases the level of satisfaction and increased productivity in the organization.
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Form the article I perceive various portions to be relevant. One of the major areas I perceive as relevant is one where the author talks about the impact of productivity within an organization. Regarding the issue of productivity, certain organizations operate in a more efficient manner as opposed to the case of others. Here, the organizations that operate in the most efficient manner adopt efficient human resource management practices, which drive their companies to operate in an efficient manner and persistently. Efficient human resource management practices target the attitudes of the employees, since they serve as the key contributors toward increased profitability of an organization. These ensure to foster positive attitudes among employees by making sure the workforce remains committed to the activities they undertake in their organization. They eradicate any elements that might lead the workforce to become dissatisfied with their work, hence fostering motivation to continue performing their tasks in an efficient manner. Furthermore, I have realized that employees within an organizational setting feature distinct attitudes, which have differing influences on performance outcomes (Bartel, Freeman, Ichniowski, & Kleiner, 2011) . In this case, it is vital to have sufficient understanding of the differing attitudes that employees portray within the organizational setting to approach them in a manner that meets their needs and contribute toward increased productivity in the workplace.
Reference
Bartel, A., Freeman, R. B., Ichniowski, C., & Kleiner, M. M. (2011). Can a workplace have an atitude problem? Workplace effects on employee attitudes and organizational performance. Cambridge, MA: National Bureau of Economic Research.
