The organization influences the worker 's attitudes to their jobs. The public reputation of an organization may build up for better or worse, their attitudes towards it. 2. The Nature of Work : The nature of the work, the worker is expected to perform also affects his attitude towards job as well as his morale. If the employee is expected to perform routine or specialized job, he will feel bored and alienated, Repetition of the same task again and again makes the working situation worse.
Since, targets are set to accomplish, working at a faster rates are prone to accidents which aggravate the issues of being understaffed. Having deadlines as workers’ main priority hinders the creativity and ingenuity of workers, causing a reduction in contribution towards problem solving and improvement towards work environment/ productivity. Inevitably, low morale and reduction in sense of belonging towards the organization is a secondary issue with regards to understaffing. Working in an understaffed environment will conduce dissatisfaction with the jobs. Losing interest towards jobs leads to missing deadline and taking leave from work by the working which factors into a declination in overall productivity.
Disruption was more apparent as I struggled to demonstrate and verbalize my views and my purpose of enthusiasm in certain assignments. Enthusiasm became scarce between the both of us and it made concluding tasks more stringent. Hindrances, for example, close-mindedness, interference, and absence of excitement were obvious between my boss and I and these obstructions made ineffective communication existent in the workplace. Business communication skills impact the motivation of employees. A highly communicative and collaborative work environment promotes employee productivity, creativity, and inspiration.
Sharlyn Lauby, president of the consulting firm ITM Group Inc., stated, “With unemployment continuing to drop, recruiting is getting tougher and organizations cannot afford to just go hire someone else—companies need to understand why employees stay and what causes them to leave” (Maurer, 2017). Management also needs to address job satisfaction and commitment, which is likely the main reason for poor retention and low work performance. The human resources department can assist management with job satisfaction and commitment by evaluating and tracking employee work attitudes. Paul should know the importance of establishing clear and concise job descriptions for employees both in the managerial and workers level positions. The book states, "To avoid potential lawsuits, it is important that organizations support lists of essential job functions with hard evidence based on the information found in job descriptions and assessments of typical work duties" (Mathis, 2015,
In some cases, employees are so concerned with getting ahead and making money that they ignore procedures and protocol. This can lead to additional paperwork and careless errors that result in the task having to be completed again. Additionally, employees who feel acting ethically and following the rules will not get them ahead in the business sometimes feel a lack of motivation, which often leads to a decrease in performance. Employee Relations At the point when a manager or leader in an organization displays an absence of moral conduct, he faces losing the respect of his co-workers and his employees . It is hard to have a successful business without very much respected managers and leaders.
When employees feel job-related changes as a threat this will negatively relate to job satisfaction, employee stress and absenteeism increases. However, if employees find changes challenging this will have a positive effect on job satisfaction and no effect on stress and absenteeism (Verhaeghe, Vlerick, Gemmel, van Maele, & de Backer, 2006). Furthermore, a side issue of organizational changes is that the organization frequently forget the focus on the work environment. This is the main reason why conflicts arise as normal part of structural changes. In order to prevent difficulties when a structural change happens, managers and employees have to be aware of the effect changing structural processes might have (Andersen,
Since workers cannot jump into new responsibilities and managers cannot be expected to increase their jobs, the “personality functions” acts as an escape route and distracts managers from issues such as performance and remuneration. Blaming a “lack of fit” for poor performance is ultimately a convenient, yet fatalistic, management philosophy. This can further lead to increase in turnover and ultimate blame coming on the HR Manager
These advancements have made job stressful among staff within the organization as well as within the life of the empolyee. Sauter, Lim, and root (1996) outline the harmful physical and emotional responses that arise once the strain of employment become unmatchable to the worker’s talent, resources, or needs. Activity stress become more outlined as the condition arising from the interaction of individuals and their stressful jobs are increased that ultimately characterised by changes that forces the employee to deviate from their traditional functioning. The perception of the consequences of stress on a private sector has modified. Stress isn 't invariably dysfunctional in nature, if positive, will prove one amongst the foremost necessary factors in rising productivity inside a corporation (Spielberger, 1980).
Employers feel that it could be a security threat. Employers also feel that there could be a clash of work cultures, loss of real time interactions and additional training costs. They also feel that it will be a huge adjustment for both employers and employees. Employees feel that remote working can lead to less productivity owing to many distractions at home which can increase stress levels. They also feel it is difficult to balance work life as there will be less connectivity with the colleagues which can strain the work relation.
By creating a friendly employee relationships like family, providing friendly relationships, conversation, and sometimes even emotional intimacy can solve the problem of highly rate turnover of employees. Promac Enterprise should avoid to make the employees ' jobs become a source of a source of boredom or dread for them. Besides, when the manager facing any problems or issues regarding to the sales or customers’ orders, he will become very serious or emotionally distant. This made the employees feel stress and pressure when working in this company. Thus some of them cannot work under this kind of pressure environment will choose to work in other company that offer the same position.