ATTITUDE DEVELOPMENT IN HRM
We will discuss all bout attitude development from Module C of CAIIB Human Resource management paper for 2022 exams.
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Now, lets come to our today’s topic i.e. ATTITUDE DEVELOPMENT. It’s from the Module – C: Motivation, Training and Skill Development of HRM syllabus as prescribed by IIBF for 2022 exams of CAIIB.
Attitude can be defined as “a state of mind that predisposes a student to decide to behave in a certain way.”
Educational psychologists say that attitudes consist of:
- behavior, and
Thus, attitudinal objectives are those that ask the learner to decide to do something under certain circumstances.
The purpose of attitude training is to:
- influence or convince a person to make a decision in the desired direction.
- It can involve changing attitudes as well as related feelings, values, motivations and beliefs.
There are 2 types of Attitude Training:
Direct Attitude Training
Some examples of direct attitude training are:
- Encouraging employees to participate in a wellness program
- Encouraging the use of conflict resolution techniques in the workplace
- Taking a positive attitude when providing customer service
- Convincing employees to recycle at work
- Appreciating the importance of using hand sanitizer after patient contact
Implicit attitude training.
Indirect attitude training is more subtle and is often the subtext of a course with a completely different learning objective.
For example: a course teaching how to use a new software system can highlight the benefits of a new application. Although the goal of the course is to train the software, influencing users to feel positive about the new system is secondary.
Instructional strategies for changing attitudes
One can change attitudes with facts, figures and statistics. One can also use a visceral approach to reach people on an affective level. Here are 7 instructional strategies you can try for attitude training.
- Model behavior: In this approach, one models the desired behavior to show how effective it is or how easily it can be achieved.
For example: in a course that encourages employees to use conflict resolution skills, you could create a video comparing two ways to resolve a conflict between two employees.
The first confrontation ends without resolution; conflict resolution techniques solve some problems. The attitudinal component is the underlying message that skills are effective and easy to learn.
- Tell stories: Storytelling is a strategy that directly appeals to emotions. Stories are known for evoking emotion, which creates a connection between the message and the audience. Especially when audience members see themselves in the story, the message becomes more meaningful.
- Create cognitive dissonance: It is the tension that arises from holding conflicting or inconsistent beliefs. People often feel the need to reduce this dissonance by changing beliefs.
An example of cognitive dissonance occurs in people who eat an unhealthy diet associated with disease, but those same people want to live a long, healthy life. If you can find different ways to create and emphasize cognitive dissonance in your training, you can definitely motivate people to change.
- Use role playing or simulation: Role playing helps students understand the outcomes of different options in simulated scenarios. To increase realism, the scenarios should branch into alternative paths depending on the student’s decision. In this way, students discover how specific behaviors and actions can have different consequences.
- View the results of risky behavior: Often, but not always, there are risks associated with failing to choose the desired behavior. This is the case when attitude training is about health and safety. Persuasion through deeply moving stories or emotional imagery can be effective.
For example: I conducted a video interview with a patient suffering from a hospital-acquired infection to motivate healthcare workers to improve hand hygiene practices. The emotional impact can change attitudes.
- Use a gentle approach: Some forms of attitude training are deliberately indirect. They may not be a critical course objective, but they are still important. In these situations, integrate posture training with other content. You can do this by pointing out the benefits of the change or portraying them in a subtle way.
For example: a person who has quit smoking appears energetic, or the tone of voice describing an organizational change is optimistic but not overly enthusiastic.
- Appeal to the Intellect: On the other hand, some adults are persuaded to change their position when given solid facts.
For example: when persuading employees to recycle at work, make a compelling case with statistics that show how a cleaner environment creates benefits for employees and their families. Always try to present statistics in a visual format to make them more attractive. See how to make numbers interesting.
Changing attitudes can take time and may require multiple points of contact, reminders, and occasional motivational pushes. But it also lends itself to many creative approaches.
IMPLEMENTATION OF TRAINING FOR ATTITUDE DEVELOPMENT BY HR
- Using multimedia tools: Use multimedia tools. Professional learning organizations use presentations, whiteboards, and videos in addition to written materials. Sometimes quizzes, questions and answers, games or role playing are incorporated to engage the participants.
- Training in order of importance: Implement training modules in order of importance. If customer service or time management are the main issues, implement these trainings first.
- Take professional help: Use a professional trainer or experienced staff member whenever possible. The interaction of the trainer with the audience and the presentation of the material is the main factor in the effectiveness of the training.
- Making training part of orientation: Make training part of every new employee’s future orientation. You’ll probably play a lot with current employees, but new hires are prime candidates for training during their first days on the job.
- Creating a feedback form: Create an employee feedback form to evaluate the training and collect comments and opinions on the perceived effectiveness of the training. The most effective training modules and programs are those that are improved or modified when needed, and participant feedback must be taken seriously to expand the program and measure its impact.
While implementing, you can limit each workout to a maximum of 60 to 90 minutes or less. This will make planning predictable and help prevent information overload for employees. Don’t reinvent the wheel. There are many effective training programs available for purchase that can be customized to suit your business or used as is.
So, this was all about the attitude development under training programmes. For more notes on the HRM & other CAIIB Subjects, visit our website: Learningsessions.in
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