Attitude v/s Behaviour

Well, reality check, not everything you believe in shows in action. Attitude
seldom follow behaviour, and under few conditions it does, such as when the
attitude is potent, and strong. Or when something has happened that changed
your behaviour as well as your attitude about it. For example: watching violent
movies. If you were in a situation where you went through something
violent...raped, shot, abused...you tend to not watch violent movies, and avoid
them.

Another thing, to change, sometimes you need to change your behaviour. You
know smoking' aren’t going to get anywhere but maybe straight to your grave,
yet you don't do anything about it. In this case, you need to change your
behaviour. You need to simply quit, or maybe give yourself some kind of
incentive to smoking. Chewing gum instead of smoking, perhaps.

There was a famous incident that happen -and excuse my bad memory, I do not
recall the exact details, but rather the overall story- There was a girl, in her late
teens /early 20's I believe, she was abducted by a group of rebels let’s say. The
girl instead of asking for their mercy, she rather changed her behaviour to get
their trust at first, and stay on the safe side, and not by a long shot, her attitude
has changed, and she became one of them. Behaviour can change attitudes.

Importance of Aptitude:

In order to enjoy the work that you do, you must be qualified and fit for the job, and your
skills and talents match your career. A lot of companies these days invest in career aptitude
tests in order to measure the employee's capabilities based on his interests, preferences,
hobbies, and style of working, among other characteristics. These tests are completed in order
to determine who can perform specific functions or roles in various fields.

Here are the ways of measuring the importance of career aptitude test results:

 Compare this test with Attainment Tests Results. Attainment tests are
skillfully designed to determine a person's academic achievement. If a
person's academic accomplishment test has the same results as the career
aptitude test or is way too low compared to the standard score, then, it
will be beneficial for the person to choose a different career path.
 Basically, if two tests are compared, the most reliable is the career
aptitude test. However, if it is not accurate, it is advisable to retake the
test and to answer the questions sincerely in order to obtain the most bona
fide result. Keep in mind that whoever takes the career aptitude test must
answer as honestly as possible.

 Evaluate the results of career aptitude tests with IQ (Intelligence

Quotient) test results. IQ tests are intended to estimate and categorize
human intelligence and problem-solving. The results of these two
psychological tests would precisely tell you if you are qualified for the
position and what rank matches your personality. However, these two
tests are usually most practical for job applicants who are applying for a
higher position in the company.

 Consider whether taking this examination is worthwhile in regards to the

task that you need to accomplish or perform. If you are someone that has
minimal responsibilities in an organization, only performing basic and
generic activities such as sorting pieces of paper, or doing maintenance
work, then the results of the career aptitude test have little bearing.

But for some organizations looking to promote from within, this test may
be useful for all employees. So it is important that you do well on this
examination.

 Check if the person taking the assessment answered the career aptitude
test without having any second thoughts or doubts, or without trying to
cover up something. Make sure that the person taking the examination
understands clearly the purpose of these tests.

Naturally, if you are unsure or have any uncertainties about what you are
doing, you can always search the Internet, and/or ask for more important
and helpful hints or opinions from psychiatrists, psychologists, human
resources professionals, and guidance counselors. These people will
explain the idea behind the career aptitude test.

Attitude v/s Aptitude

One dictionary defines aptitude as “natural tendency or talent; ability."  The

same dictionary defines attitude as “a way of thinking, acting, or feeling."   I
interpret this to mean that aptitude enables a person to  perform a task while
attitude  determines how well the person performs that task.  Which is more
important?  Is one more important than the other? 
 

Can a hotel employee with great aptitude, but a poor

attitude provide superior guest service?  Absolutely. 
The more pertinent question is: will that employee
consistently provide the level of service you want
and  your guests deserve?  Probably not.   Can 

the poor attitude sometimes adversely affect job performance?  Absolutely. 

What about the opposite?  Can a positive attitude compensate for less aptitude?  
I think it can,  at least partially.  As a “professional guest,"  I am far more
tolerant of a genuinely cordial and guest-oriented employee  who may not be a
technical wizard than I am of the super efficient desk clerk who does not smile,
or even look at me during check in.  Surveys indicate that many of your guests
share my tolerance.

A prospective employee’s aptitude is often tested as part of the recruitment and

hiring process. What about attitude after the applicant is employed and dealing
with your guests every day? 

How can you assess your employees’ attitude?  What can you do about poor
attitude?  In my opinion,  assuring that communication channels are always
open is an excellent way to evaluate your staff’s attitude.  The communication
must be two-way.  If you keep your employees informed and make them feel
comfortable in keeping you informed,  you can more accurately assess their
attitude.   I do not suggest “gripe” sessions as I do not think they are
productive.  I suggest property-wide discussion  or focus groups.  The groups
should be small enough to permit and encourage maximum participation. 

A suggestion program is another way to get feedback from your staff.  You can
tell a lot about attitude from suggestions and comments.  I do recommend that
all suggestions received be answered.  An unanswered suggestion can send the
message that management is not really serious and just going through the
motions. 

I also think you should reward suggestions that are adopted, and explain why
others cannot be implemented.

Mystery shopping can also help you assess employee attitude.  Experienced 
and insightful shoppers can tell you a lot about how employees are interacting
with your guests, and what attitude they are projecting.  Mystery shopping can
also
identify employees who merit positive recognition.  This can be a significant
factor in your overall program of rewarding and reinforcing positive attitude.