Many studies have proved the effect of employee work perceptions on the bottom line of organizations. In simple terms, we can assume that perception is reality, since the subjective process of perceiving what is perceived by a specific person is the pure unquestionable reality for this unique creature. Hence, if an employee perceived his salary as unfair, then his salary is unfair, regardless of the salary scale his company has adopted. This may automatically lead to demotivation and frustration in the workplace.
If we want to associate the perception perspective with employees' attitudes, we recognize that a positive or negative attitude can have a tremendous influence on the efficiency and profitability of a company. In other words, if employees have a positive attitude at work, their companies tend to have better performance, lower turnover, and more customer loyalty. Therefore, there must be a shift from purely focusing on HR practices to focus on employees ‘perceptions of these HR practices, given that the same HR practice is viewed differently by different employees.
According to the Center for Advanced Human Resource Studies in Cornell University ILR School, in order to achieve desired organizational outcomes, it's important to have not only the right HR practices but the right employee perceptions of those practices. Thus, companies should invest in bringing employees into the process and work on their attitudes as an essential part of HR.
According to Tom Ziglar, attitude is everything. He defined attitude as the secret weapon that rarely leads to the wrong action. He inspired people through his page to participate in the attitude challenge, and for the next seven days, no matter the task in front of them, to tell themselves the following before they do the task, and post him on the results afterwards:
“I love doing this, and I love the benefits that come from doing it with excitement, enthusiasm, love, skill, and passion.”
So are you up to the attitude challenge?