Partner with stakeholders to conduct a deep-dive into different aspects of your organizational behavior, climate, and culture.

ATTITUDES WE EXPLORE

Organizational Identification. The extent to which employees define themselves by the same characteristics that define the organization; often to form a basis for which attitudes and behaviors are engendered.
Job Satisfaction. A positive feeling about a job resulting from an evaluation of its characteristics. A person with high job satisfaction holds positive feelings about the work, while a person with low satisfaction holds negative feelings.
Job Involvement. The degree to which people psychologically identify with their jobs and consider their perceived performance levels important to their self-worth.
Organizational Commitment. The degree to which one identifies with their organization and its goals and wishes to remain a member.
Perceived Organizational Support. The degree to which employees believe the organization values their contributions and cares about their well-being.
Employee Engagement. The degree of enthusiasm an employee feels for the job. Employee engagement, in many ways, represents a combination of attitudes (e.g., satisfaction and commitment) but exceeds these, representing something like “devotion” or giving your “heart and soul” to your work.