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Job satisfaction from an employee perspective
Employee motivation and job performance
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Job satisfaction explain the how an individual employee are concern with his/her job. It is comparatively old term in the last century the job for a particular person were absolutely pre-forecasted and determined by the profession and occupations of that person`s parents. Managing workforce, most of the managers are face the difficulty of providing job satisfaction under their supervision or mentorships in an service or no-service organization. There are various kind of factors that influence the employees satisfaction level towards organization, such as level of pay and benefits, promotion system in an organization leadership and social activities. Employees satisfaction towards human resource practices and policies is very important which is often measured by the organizations, the most common way of measuring the satisfaction level of an employee are rating scale or …show more content…
The development and unsuccessfulness of an organization is based on the human resource and their efforts. Without the dedicated and positive contribution from workforce or human resource, an organization can not grow or progress. To achieve a goal and objectives of an organization, they need to recruit skilled peoples. Human resource management means the man power management of an organization. There are two main function of human resource management they are:- Managerial function It include:- • Planning • Organizing • Directing • Controlling Operative function:- Procurement function : it include job analysis, HR planning, recruitment, selection, placement, induction and internal mobility. Development: it include training, executive development, career planning, HR development. Motivation and compensation; job design, work scheduling, job evaluation, performance appraisal, compensation administration, incentive benefits. Maintenance: it includes health and safety, employee welfare, social security
Human resources management is defined as, the [process of evaluating the needs of a business or organization with regards to employees, especially in hiring, recruiting, motivating and compensating employees.1 One of the major roles of this function involves
Improving the percentage of employee satisfaction can be accomplished by means of implementing an employee satisfaction instrument
These represent what is often called the management process. Staffing, personnel management, or human resource management is the function for the organization to focus on today's workforce environment. It includes activities like recruiting, selecting, training, compensating, appraising, and developing. The functions of human resource department in an organization are ideally aimed to ensure there is recruitment of employees, compensation for their services, helping them perform their tasks and solving different problems that arise during work in order to optimize business profitability through their performance. Each of the functions of human resources department really plays a vital role in the effectiveness of any organization.
Human Resource Management ensures that a business has the right staff with the right skills, at the right time, who are committed and motivated to give their best to the business.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
Job satisfaction has a great impact on human resources management. It has a positive association with job performance (Judge, Bono, Thoresen, & Patton, 2001), productivity (Glaman, Jones, & Rozelle, 1996) and organisational commitment (Achor, 2011; Mowday, Steers, & Porter, 1979); and negative association with absenteeism (Basford & Offermann, 2012), employee turnover (Koch & Steers, 1978) and job stress (Burke, 1970). Job satisfaction is a cognitive and affective evaluation of one’s job, which influences the emotional state of an employee (Brief, 1988). The Job Descriptive Index was developed by Smith, Kendall, and Hulin (1969) to measure workers’ satisfaction based on five facets: co-workers, supervision, promotion opportunities, salary and
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
The need of the study covers the high level of satisfaction leads to organizational commitment. While a low level or dissatisfaction, results in behaviour detrimental to the organization. People will work harder and drive satisfaction of they are given to make their own decisions. The employee satisfaction survey helps companies to determine employees think and identify employee’s needs and concern so that improvements can be made and stronger teams can be formed. The sense of belongingness plays an important role in those scenarios. A satisfied employee can always serve the organization
The Importance of the Human Resource Function Human resources are the backbone of any business. It deals with the most important resource in the business – people. For any business to achieve its objectives they must plan their resources and one of their key resource is people. They need to get the right people and develop. them well in order to meet the organisation’s aims successfully.
Job satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision (www.boundless.com). According to Colquitt, Lepine, and Wesson in Organizational Behavior, 5th ed., job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences. However, after careful research we found that job satisfaction is not just one thing. It is several different facets working together that determine job satisfaction. We will show how pay satisfaction, supervision satisfaction, and satisfaction with the work itself all play a volatile role in developing job satisfaction.