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Organizational Behavior
MGT 301
Submitted to
Prof. Dr. Emad Elwy
T.A. Nouran Fayed
Submitted by
Mahdy Mohamed El Labben 085691
Saad Harraz 070651
Omar Hesham Abd El Atty 104789
Rami Ashraf
Contents
Abstract 3
Introduction 4
Piraeus Bank History 5
Piraeus Vision and Mission 6
What are Attitudes? 7
How do we form Attitudes? 8
Job Attitudes 9
Interview questions 10
Theoretical Frame Work 11
Sample of answer 13
Recommendations 14
Conclusion 15
References 16
Appendix 17
2
Abstract
3
Introduction
Attitudes are the base of many decisions that people take in their
daily life. People can quite their job and look for another one, can think
about leaving their neighborhood and move somewhere else, they can
also brake up with others, just because they are forming new attitudes
toward idea, brand name, product, persons, places …etc.
4
Piraeus Bank Group
.Brief History
Piraeus Bank Group is one of the most dynamic and activ
organizations in Greece today. Founded in 1916, Piraeus B
5
.Vision
.Mission
6
Attitudes
1- Cognitive = evaluation
is the way how an employee describes the way things are.
''Too much working hours and no recognition.''
2- Affective = feeling
is the way how people feel things.
''I dislike the work environment.''
3- Behavioral = action
is the way people will behave as a cause of things happened before.
7
inconsistency between attitudes and behavior. But in fact, it is impossible
to completely reduce dissonance.
8
As previously mentioned, there are many attitudes. For this reason,
I am going to focus on job attitudes and the relationship between
''Attitudes and Job satisfaction.''
Neutral
Dissatisfied
Extremely
dissatisfied
If there are any other aspect you feel that can affect the employee
attitudes and the job satisfaction, please mention.
10
Theoretical Frame Work
More modern research came up with proving the attitudes helps only to
predict future behavior and they are only slightly related to each other,
therefore, we can not set a general rule that says that attitudes come
before behavior or behavior comes first, it depends on the person and on
’’.how he form his attitudes ‘’ Learning Hierarchy
11
How Piraeus does measure the attitudes and the job satisfaction of his
employees and what Piraeus management is doing to increase their
?employee’s satisfaction
12
In the following interview, I used an open ended question to elicit random
answers for my question from the manager of the credit card department.
13
Recommendations.
I recommend to Piraeus Bank in Egypt to reduce the turnover rate of the
employees. Because it is irrational to sack employees for a change in the
organization structure, or ask them to accept the downgrade in positions if
they do not want lose their jobs.
14
Conclusion
15
Phase 2: Motivation (from concepts to application)
You are satisfied in your job, persistent in your work, looking forward to
wakeup every morning go to your office and make an effort in the
direction of the organizational goals. In organizational behavior this
equals a motivated employee.
Internal forces that energize and direct you towards your goals represent
intrinsic motivation. The inner needs do not address only your work
environment, but your purpose of living. Therefore there is not always a
good fit between what your job requires from you and what you really
need.
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motivational energy in the work place. Also the environment that an
organization form in its own work place would be a form of motivation, a
manager could motivate his team by words, or even by being a good
example of exerting an effort in order to achieve organizational goals,
Motivation is one of the key factors that lead to employee productivity, in
any organization, human resource is one of the biggest resources that an
organization has, which contributes to its overall growth and profitability.
To maximize employee productivity, organizations need to focus on two
areas: personal employee motivation and the work environment.
It seems that there are three specific personality characteristics that are
important in the study of organizational behavior and influence the level
of satisfaction of the employees: locus of control, self-esteem and self-
monitoring.
Locus of control refers to what a person believes that has a good or bad
influence about his/her life. More specific in a work environment: if
mostly external factors or internal forces influence the career path.
Weak people believe in fate, luck and powerful people that can help them
on the way. It works if you accept to have your freedom and rights as a
human being limited.Strong people believe in themselves. Their future is
determined by their career planning process, their actions and initiatives.
These people ask not why you have money, but “how did you do it so I
can do it too?”
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of the effort you put in reaching the goal of the organization. Performance
is how the organization quantifies how closer you are of reaching the goal
and how properly they are using motivation.
That does not mean that motivation is the main and only reason that
forms attitudes; however, motivation is a must and a main aspect among
others, to form a positive attitude of employees.
“The intention of the Piraeus Bank Group is to attract and keep the most
capable employees. Compensation and benefits schemes provided to
employees play a major role in achieving the above objective. The
objective is to create competitive structures, as regards both to
compensation and benefits, so as to ensure a high degree of coverage for
the needs of employees.
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schemes have been designed.
Moreover, the Bank offers its employees a set of extra benefits such as
those presented in the following table:
• Free annual check up for all employees in cooperation with the
Employees' Association.
• Full coverage of the cost of a Group insurance scheme
(hospitalization, medical care, life insurance, accident insurance,
permanent total disability insurance).
• Coverage of childcare expenses.
• Rewards to employees’ children studying at any university in
Greece and abroad.
• Extra days of leave (motherhood and child hospitalization).
• Monthly allowance for the transportation of blind and disabled
employees.
• One-off special benefit for large families.
• Privileged price policy.
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Recommendations
I recommend to Piraeus Bank in Egypt to keep on applying their policy
regarding motivation using compensations and other benefits to
employees, also to create a happy working place and a positive
environment for the employees
20
References
Electronic References:
www.tip.psychology.org/attitude.html
www.businessdictionary.com/definition/job-satisfaction.html
www.research.berkeley.edu/ucday/abstract.html
http://www.piraeusbank.gr/ecpage.asp?id=233249&nt=19&lang=2
http://www.motivatingemployees.org/
Academic References:
Consumer Behavior
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Appendix
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