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Case study of employee engagement
How employee satisfaction links with job satisfaction
Positive and negative effects of organizational culture
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Organizational Behavior and Competitiveness
“The first separate fingers are five independent units.
Close them and the fist multiplies strength. This is organization.”
- James Cash Penny
An organization’s competitiveness to the market can be traced from different factors. It could be a high market share, increasing customer satisfaction or increasing profits. What lies behind all these is a concerted effort of employees and management; who, despite their intercultural differences, share one organizational culture. “Organizational culture is an important resource for enhancing organizational competitiveness (Zhang Xiaujuan, 2009, p. 390).” The competitiveness of an organization therefore depends on the existence of a motivated and united
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The search for competitive edge starts from the search for high performing employees. Having them inside the organization sustains competitiveness and efficiency. What if such kind of employees leaves the organization? This shall endanger profitability and performance, thus reducing the level of the organization’s competitiveness (Hadia Iftikhar, et al., 2015). One idea to retain employees within the company is employee satisfaction or the so-called job satisfaction. However, the next question could be: does job satisfaction add value to the organization? Some satisfied employees could be performing less or just content towards their working environment. They should also be engaged in the organizational goal and aim at productivity and competitiveness. “An employee can be satisfied with a job without being engaged in the job. Employee engagement is much more than being content with pay and the ability to leave at 3 pm. That contentedness is merely job satisfaction, and though satisfaction is generally enough to retain employees, it’s not enough to ensure productivity. On the other hand, employee engagement does promote increased productivity (Charles Rogel, …show more content…
The effectiveness and efficiency of each and every action in the organization, is dependent on every employee’s performance. It is clear that fostering employee engagement is a critical competitive advantage. So, how do we apply this? The key lies in recognizing and addressing both the commonality and the diversity of employees' needs and motivational factors. It is advisable to focus on addressing important needs common to the majority of employees; however without overlooking the minority needs, which may be important to smaller numbers of individuals, as they could also be likely to have significant impact on engagement and commitment levels. Individualized approaches are also needed to address employees' varied career goals, work interests, and motivational factors, the most desirable, rewarding and meaningful to them about their work to make effective decisions about how to help each employee identify and achieve career goals and how to match work assignments to employees' individual interests and motivational factors. Managers must get to know their employees well. This requires a considerable amount of time, as well as strong competencies in coaching and communication in order for interactions to be most effective in producing desired
Workers feeling, which includes competitive compensation and reward strategies, professional growth and development, career paths and succession plans and the organizations leadership and culture are contributing factors of employee engagement
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Organizational cultural is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their
"How Zappos’ Organizational Culture Drives Its Competitive Advantage18." Generator Group. N.p., 18 June 2013. Web. 06 May 2014.
The collusion of two or more corporations can result in anti-competitive conduct. This occurs when two usual competitors fix the price of their goods or services by forming a ‘contract, arrangement or understanding’. This is ‘horizontal’ coordinated conduct, meaning that retail competition between two corporations for the same goods or service is eliminated. The consumer subsequently suffers as a result of having to pay higher retail prices for those particular goods or services. To achieve and regulate consumer protection, fair trade and competition within Australia, the Competition and Consumer Act 2010 (Cth) (“CCA”) implements consumer safeguards by governing the relationship between retailers, suppliers and consumers.
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
As such, this book plays an imperative role in determining the success of an organization as it gives core values and strategies that the corporate management of an organization can adopt in order to ensure maximum output from its workforce. Organizational behavior refers to the manner and style by which the employees of the organization conduct themselves, their attitude towards work, as well as their productivity and responsibility at their work place. The behavioral approach taken by the workforce of the organization determines the success of an organization. The authors through the book expound on the benefits of having a functional workforce that embraces and upholds the objectives and doctrines of the organization. Furthermore, analysts argue that the most important assets that an organization can have in order to ensure a competitive advantage is its experienced, professional, and above all, dedicated employees willing and ready to give their all for the success of the
Simply speaking, a company’s structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a “one size fits all” culture template that meets the needs of all organizations” (Nov 30, 2012). Those organizations who have shared beliefs and values and have organized methods on chain of command going to have positive outcomes. This will help shaping their employees views and performances. The growth and profit of the business relays on their employees and their performances. Culture is the core which will help and encourage all different level workers. If the core itself is weak, it will weaken the atmosphere of the business. Many companies announce that they have great culture but fail to implement to the lower level of workers. The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
The key to understanding what employees’ motivations are, and how managers can support them in their aims and objectives, is to understand that different people are motivated by different things. Managers should make a conscience effort to stay in touch with the interest, skills and abilities that their employees possess. Given the opportunity, it is possible that employees can provide valuable information about how to motivate each other to do a better job.
Engagement consults the eagerness, inspiration and echelon of commitment workers show in the presentation of their work responsibilities. The recruitment and selection of qualified applicants can directly impact employee engagement. In the recruitment procedure, recognizing candidates whose job record proposes that they reveal promise is one approach to forecast their height of obligation to an organization. In detail interviews are a perfect method to recognize applicants who are passionate concerning the prerequisites they can convey to the organization.
Based off of the gratification an individual contains towards their work is job satisfaction. 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 of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
Organizational culture is the key to organizational excellence and leadership is a function to create and manage culture (Chen 1992). Organizational researchers have become more aware of the importance of understanding and enhancing the cultural life of the institution. "This study is one of a group of companies with high-performance in North America, interest in organizational culture is an important element in organizational success. Tesluk et al (1997). Looking at the" soft "of the organization, the researchers claim that" the organizational culture may be suitable for a means to explore and understanding of life at work, and make them more humane and more pronounced (Tesluk et al, 1997), and the graves (1986) also stressed the importance of corporate culture, and the need for research strategies and methods of investigating the various elements and processes of the organizational culture. He argued the culture that meets the basic needs of belonging and security in an attempt to describe this gathering that culture is "the only thing that distinguishes one company from another gives them coherence and self-confidence and rationalises the lives of those who work for it. Standard that may seem random, is to enhance the life to be different, and safe to be similar, and culture is a concept that provides the means to achieve this compromise (p. 157).
A diversified company has two levels of strategy: business unit (or competitive) strategy and corporate (or companywide) strategy. Competitive strategy concerns how to create competitive advantage in each of the businesses in which a company competes. Corporate strategy concerns two different questions: what businesses the corporation should be in and how the corporate office should manage the array of business units.
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.