{"id":55677,"date":"2026-04-03T11:54:12","date_gmt":"2026-04-03T11:54:12","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/organizational-behavior-module-2\/lessons\/lesson-7-theory-of-reasoned-action-3-2\/"},"modified":"2026-04-03T11:54:12","modified_gmt":"2026-04-03T11:54:12","slug":"lesson-7-theory-of-reasoned-action-3-2","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/corporate-behaviors-and-culture-module-ucam-university\/lessons\/lesson-7-theory-of-reasoned-action-3-2\/","title":{"rendered":"Lesson 7: Theory of Reasoned Action"},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 7: Behavoiral Theories and Working Relationship
\n<\/h2>\n

Theory of Reasoned Action
\n<\/h3>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

The Theory of Reasoned Action (TRA) is a behavioral theory that can be applied to organisational behavior.<\/h5>\n
Developed by Martin Fishbein and Icek Ajzen, the TRA is a social psychological model that explains how attitudes, norms, and intentions influence behavior.<\/h5>\n
According to the TRA, behavior is primarily determined by an individual’s intentions, which in turn are influenced by their attitudes and subjective norms.<\/h5>\n
Attitudes refer to an individual’s positive or negative evaluation of a behavior, while subjective norms refer to the perceived social pressure to engage in a behavior.<\/h5>\n
Intentions, which are based on attitudes and subjective norms, are the best predictors of behavior.<\/h5>\n
In the workplace, the TRA can be used to predict and explain employee behavior.<\/h5>\n
For example, if an organisation wants to encourage employees to adopt a new behavior, such as using a new software program or following a new safety protocol, it can use the TRA to understand how attitudes, norms, and intentions might influence employee behavior.<\/h5>\n
First, the organisation can assess employees’ attitudes towards the new behavior. This can be done through surveys or focus groups, which can identify positive or negative attitudes towards the behavior.<\/h5>\n
Once attitudes are identified, the organisation can work to change negative attitudes by providing information or training to increase understanding and positive attitudes.<\/h5>\n
Next, the organisation can assess subjective norms by understanding the social pressure that employees may face to engage in the new behavior.<\/h5>\n
This can be done by identifying important social groups or individuals that may influence employee behavior, such as supervisors, peers, or customers. The organisation can then work to encourage these social groups or individuals to support the new behavior.<\/h5>\n
Finally, the organisation can focus on increasing employee intentions to engage in the new behavior. This can be done by providing incentives, such as recognition or rewards, to employees who adopt the new behavior.<\/h5>\n
The organisation can also provide training or support to help employees overcome any barriers or challenges to adopting the new behavior.<\/h5>\n

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