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. In case of Billy and Ted, Billy could have done lots of thing to improve workplace attitude and related indicators such as Job satisfaction, absenteeism and turnover. After that incident Ted had a negative attitude about Billy and also very strong negative attitude about his company. Because Ted was denied compensation and Billy was awarded compensation. Ted perceived that his company didn’t treat him with the fairness and later on he left the company because of h... ... middle of paper ... ...chology, 86, 80–92. Judge, T. A., Locke, E. A., Durham, C. C., & Kluger, A. N. (1998). Dispositional effects on job and life satisfaction: The role of core evaluations. Journal of Applied Psychology, 83, 17–34. Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage. Stephen P. Robbins, Timothy A. Judge. Organisational Behaviour, 6th edition. Pearson Australia. Stephen L. Fink (1992). High commitment workplaces. Greenwood Publishing Group. Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1–74. http://www.joanlloyd.com/joan_lloyds_topics.aspx http://www.dailyhrtips.com/2011/02/01/hr-blog-can-managers-create-satisfied-employees/
There are many different causal reasons for the existence of this problem with employee satisfaction and morale. In this paper, I will address what I believe to be the most important factors that contribute to this problem. This employee satisfaction problem, and its causal and symptomatic problems, impacts the department in many ways. For example, we have lost valuable employees resulting in unnecessary attrition. There is a loss in productivity that results from the time and energy that many employees spend dealing with components and symptoms of the individual problems. This wasted t...
...itive and negative affectivity in job performance: A meta-analytic investigation. Journal of Applied Psychology, 94(1), 162-176. doi:10.1037/a0013115
All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.
Fischer, K.J, (2012) Lesson 2- Individual Behavior in the Organization [PowerPoint Slides]. Retrieved from https://learn.liberty.edu/bbcswebdav/pid-14600835-dt-content-rid-123218201_1/courses/BMAL500_D05_201640/BUSI500_LUO_8WK_DEV_ImportedContent_20110311033412/BUSI500_LUO_8WK_MASTER_ImportedContent_20110218040324/Course%20Content/Module/Week%202%20%E2%80%94%20Attitudes%2C%20Values%2C%20and%20Job%20Satisfaction/Reading%20%26%20Study/Lesson%202%20presentation/2-Individual_Behavior_%20in_the_Organization/index.html
Allen,N.J. and Meyer, J.P. (1990) `The measurement and antecedents of affective, continuance and normative commitment to the organization' Journal of occupational Psychology in L. Fulop and S. Linstead, Management: A Critical Text, Macmillan, South Yarra, 1999, pp 259
... Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007. doi:10.1037/0021-9010.89.6.991
Cognitively, these behaviors may influence how individuals understand the characteristics of their jobs, as is the situation when individuals with optimistic core self-evaluation understand intrinsic job features more completely, even controlling for real job complexity. Affectively, these personalities might stimulate job satisfaction through their outcome on mood or mood at the organization. Lastly, employees who are emotionally steady, extroverted and conscientious may be better-off at work because they are more possible to achieve sustaining results at work. Part of this outcome may operate through job presentation, such that conscientious employees achieve better and are more content with their jobs because of the intrinsic ...
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
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
...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.
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.
Additionally, employee satisfaction are directly correlated to employee commitment and the loyalty which again directly related with the business and work productivity (Papazisi, Raidén, and Sheehan, 1995). Smart leaders knows that keeping their employee satisfied and motivated are essential for their organization (Sher, Bakhtiar, Muhammad &Ali, 2010).
Individuals aspire to get job in a flourishing organization which offer s them a healthy earnings and chances of development and growth. According to Porter, commitment can be described as beliefs that are formed inside or intentions enriching aspiration to be a part of particular organization by accepting values and goals. Employees are essential in accomplishing objectives of their organization targets. The scrutiny of characteristics and effect on their opinion related to commitment is vital. Numerous studies revealed that commitment is optimistically associated with outcomes or results of organization like satisfaction, characteristic of job and organization. Allen & Meyer stated that commitment is psychological condition binding an employee with organization (Mohamed Madi, 2012). According to Dessler, when an individual becomes a part of a particular, he or she has specific desires, aspirations, needs and skills. He or she is also hopeful of having a place of work where skill and capabilities will be used and the vital needs to be satisfied. The probability of enhanced commitment gets better when organizations provide these particular
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.