Dear duvurisp,
"You have written that candidate should be screened while being inducted in the company". This screening is part of the recruitment practice. This recruitment practice is part of the organisation culture.
Employee attitudes are formed because of the organisation's culture. When employees ask to themselves, "over here what is important?" they get certain reply. They mould their behaviour according to the reply they get. For example, if the employee has worked in a very disciplined organisation and later joins a company where discipline is not valued much, adjusts to the new environment. Vice versa is also true.
Faculties of the hotel management institutes often tell their students that they are future chefs or restaurant managers. Their ____ behaviour will not be accepted in "X" or "Y" hotel group. Indirectly what faculties do is to shape their attitude.
Attitudes are also a result of what one employee tells to another in informal discussion at lunch room or smoke room etc. "Do not do this" or "you can do ____" is nothing but response to the organisation's culture.
Innovation thrives in most of the American companies. Why? It is because innovation is value and this value has been embedded in those company's culture. If you check the IQ level of the software engineers, more or less you will find all have same IQ but then why India does not have Google or Microsoft or IBM? It is because Indian companies have failed to create that kind of culture. Mr Vishal Sikka, recently joined CEO of Infosys, is trying to introduce "design thinking". Is he not changing the organisation's culture?
Hope this answers your query.
Thanks,
Dinesh Divekar
The very first line" Employee attitude is offshoot of organisation's culture " is not,agreed .the candidate should screened while being inducted in the company ..we should have more ways to check /screen once attitude. It has something to do with family background,friend's circle etc.