Managers often notice the relationship between attitudes and job performance

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• Organizational and job commitment: Kelly's organizational and job commitment may be decreasing as a result of Sam's behavior. When employees feel like they are not valued or respected at work, they are less likely to be committed to their jobs and the organization.
• Absenteeism and turnover: If Kelly's job satisfaction and organizational commitment continue to decline, she may be more likely to miss work or even leave her job altogether.

Job Satisfaction Job satisfaction is a measure of how happy and fulfilled an employee is with their job. It is influenced by a number of factors, including the employee's workload, pay, benefits, opportunities for advancement, and relationships with coworkers and managers. In Kelly's case, her job satisfaction is likely suffering due to Sam's behavior. Sam's constant invasion of Kelly's personal space is making her feel uncomfortable and disrespected. This is likely leading to a decrease in her motivation and productivity. Attitudes toward Management and Co-workers Employees' attitudes toward their managers and coworkers can have a significant impact on their job satisfaction and performance. When employees have positive relationships with their managers and coworkers, they are more likely to be engaged in their work and less likely to experience stress and burnout. In Kelly's case, her attitude toward Sam is negative. She feels uncomfortable and disrespected by Sam's behavior, and this is likely spilling over into her attitude toward her job and management. It is possible that Kelly is also starting to resent her manager for not doing more to address Sam's behavior. Organizational and Job Commitment Organizational commitment is the degree to which an employee feels connected to and involved in their organization. Job commitment is the degree to which an employee is invested in their job and their work. When employees feel like they are not valued or respected at work, they are less likely to be committed to their jobs and the organization. In Kelly's case, her organizational and job commitment may be decreasing as a result of Sam's behavior. She may be feeling like she is not supported by her manager or the organization, and this may be leading her to question her future at the company. Absenteeism and Turnover Absenteeism and turnover are two of the most costly problems that organizations face. Absenteeism refers to the number of days that employees miss from work, while turnover refers to the number of employees who leave the organization each year. If Kelly's job satisfaction and organizational commitment continue to decline, she may be more likely to miss work or even leave her job altogether. This could lead to increased absenteeism and turnover costs for the organization. Recommendations There are a number of things that Kelly's manager can do to address the situation and help Kelly to improve her job satisfaction and productivity:

• Talk to Sam about his behavior. The manager should explain to Sam that his behavior is making Kelly uncomfortable and that it is affecting her work. The manager should also set clear expectations for Sam's behavior and let him know that there will be consequences if he continues to invade Kelly's personal space.
• Offer Kelly support. The manager should let Kelly know that she has his support and that she can come to him if she has any concerns about Sam's behavior. The manager should also provide Kelly with resources to help her cope with the situation, such as counseling or mediation.
• Create a more respectful work environment. The manager should lead by example and create a work environment where all employees feel valued and respected. This includes setting clear expectations for behavior and enforcing consequences for violations of those expectations.

By taking these steps, Kelly's manager can help her to improve her job satisfaction and productivity, and reduce the risk of absenteeism and turnover. Conclusion The case study of Kelly and Sam highlights the importance of workplace relationships and how they can impact employee job satisfaction, organizational commitment  

Sample Solution

   

Case Study: Kelly and the Personal Space Invader (Sam)

Introduction

In the video "Working with You is Killing Me," Kelly describes her frustration with her coworker Sam, who invades her personal space. Kelly feels uncomfortable and disrespected by Sam's behavior, and it is affecting her job satisfaction and productivity.

This case study will examine the following terms as they relate to Kelly's situation:

• Job satisfaction: Kelly's job satisfaction is likely suffering due to Sam's behavior. When employees feel uncomfortable and disrespected at work, it can lead to decreased motivation and productivity.
• Attitudes toward management and co-workers: Kelly's attitude toward Sam is negative, and this may be spilling over into her attitude toward her job and management. When employees have negative relationships with their coworkers, it can create a hostile work environment and make it difficult to focus on their work.