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Human Resource Management Decisions Herzberg’s satisfiers and dissatisfiers are found as factors. The five factors that determined job satisfaction are: achievement, recognition, work itself, responsibility, and advancement (Starling, 2010, p. 357)). All of these factors are related to job content. In addition, the five factors that are associated with job dissatisfaction are: company policy and administration, supervision, salary, interpersonal relations, and working conditions (Starling, 2010, p. 357)). By eliminating dissatisfiers it will reduce the employee dissatisfaction, but will not motivate workers to high achievement levels. On the other hand, the opportunities, challenge, and recognition for the personal growth are powerful motivators and will promote high satisfaction and performance. The satisfiers and dissatisfiers are demonstrated in this case study in the way that if the city shifts to a health benefits plan through an insurance company, employees will have to choose their doctors from a preferred provider network. The state laws were not labor friendly, and the city has the authority to impose unpopular decisions on the workforce (Denhart, 2000). The decision on the health insurance benefits was going to be highly controversial. For …show more content…
In terms of the employers benefit, is to create a management system to achieve long term goals and plans. The human resource management deals with employees on different levels. When conflicts arise, the HR staff may bring out a fair solution. Human resources management also acts, looking at issues such as job performance and employee interaction, to make sure that things are running normal. The human resources management helps establish a workplace policy in which employees understand the rules and
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
A category for job satisfaction is the motivators/satisfiers. Factors such as recognition, responsibility meaningful and interesting work, opportunities for advancement, and personal growth are desirable traits that employees look for. Whereas, hygiene factors are the causes for job dissatisfaction. They are based off of working conditions, relationships between co-workers, policies, supervisor behaviour, job security, wages and benefits.
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.
This two-factor theory determines if an employee is satisfied or dissatisfied on his or her work. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. Herzberg theory will be helpful to the researcher because it determines from the data that the motivators were elements that enriched a person's job; he found five factors in particular that were strong determiners of job satisfaction: achievement, recognition, the work itself, responsibility, and advancement.
Therefore, the satisfaction level of employees as well as their motivation factors should be considered by the organization. The employee, who is able to maintain balance between private and professional life and having a high degree of job satisfaction, can contribute more to success of the organization (Yadav & Dabhade, 2014).
Multiple theories have been developed to offer insight on a student’s motivation and its impact on their performance. The effectiveness of these theories in various student life scenarios vary as seen from differing applications. Therefore, it is difficult to pinpoint one particular theory as being the most effective. Motivation theories can be divided into three distinct categories that include: needs, process and reward systems theories. The needs category of motivation theory is frequently employed more than the others although this is arguable. There are different theories contained in the needs category which may differ in application although they all share a distinct similarity. The Herzberg’s two factor theory is the
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
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’
Human resources are the function within a company’s organization that monitors the availability of qualified workers. They recruits and screens applicants for jobs help select qualified employees. Some of those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. All this is the human resources manager needs to provide a high return on the company’s investment in its people. A human resources manager also deals with the employee relations, resource planning and administrative personal functions. They also deal with hiring, firing, training and other personal issues. A human resources manager also deals with safety, employee motivation, communication and all the administrative stuff. A human resources manager is one of the most important jobs in any health care organization.
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.
Improving employee job satisfaction brings along additional benefits such as a direct impact on increase customers’ satisfaction and employees’ work performance. Satisfied employees tend to add extra effort to job performance, then work harder and better. Hence the organizational success totally depends on human capabilities, highly satisfied work force is completely essential for an organization.
Job satisfaction can be influenced by an employee’s ability to complete required tasks, the level of communication in an organization, and the way management treats employees. If employees feel satisfied with what they are doing or j...
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.
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.