By offering employees incentives such as share ownership or monetary bonuses, the common goal of the organisation can be integrated with the employee’s interests. Incentives are a good mechanism to create a positive working atmosphere within the organisation and a good way in instilling successful employee relations. Incentives such as profit sharing will give employees a financial stake within the organisation and job satisfaction as they feel valued and appreciated. When managing employee relations with a unitarist perspective, management focuses on different aspects of employee involvement and participation by delegating daily work activities to employees. The work activities are distributed to various teams with one common goal.
For example, dignity and self worth. RCT states that relationships with other individuals and social groups promotes the dignity and self worth of the individual. Many of the underlying ideas of RCT can be directly supported and improved through the social work profession. I mentioned earlier that RCT leans on professionals a great deal, specifically when there is disconnection in relationships. Because RCT leans on professionals, this encourages social workers to become expects of RCT and be supportive and encouraging around an individuals relationships to others in society.
This research method is used: to describe variables, to examine relationships among variables; to determine cause and effect interactions between variables. 2. Qualitative Research Qualitative Research is primarily exploratory research. It is used to gain an understanding of underlying reasons, opinions, and motivations. It provides insights into the problem or helps to develop ideas or hypotheses for potential quantitative research.
The line manager or any individual in a leadership role face the challenge of earning the trust and building a solid work relationship with its employees. Therefore, it is the human resource department’ responsibility to introduce workplace laws and policies as it relates to ethical stewardship. The human resource department have a greater role in contributing to the success of an organization’s performance. On account of, understanding strategic human resource management role provides a vital concept of the ethical duties implemented by the human resource professionals. As a result, this process adds value by connecting the right people with the right strategy which in turn increases job performance.
Another study done by Yu (2011), show that perceived supervisor support and internal locus of control are positively related to job satisfaction. Besides that, the employees job satisfaction can also be ensured through their quality of work life such as creativity of outside of work, payment for work and better working environment (Md, 2013). Quality of work life is a set of principles which holds that people are the most important resources in the organization and they should be treated with dignity as they are trustworthy, responsible and capable of making valuable contribution (Ahmad & Mok, 2009). They also said that quality of work life require the design of work systems that enhance the working life experiences of organizational members, thereby improving commitment to and motivation for accomplishing organizational
Workplace learningis the aspect that can benefit employers and individuals because of the contribution to the portable skills and competences (Duchemin and Hawley, 2010). Such achievements the individuals should entail documentation as recognition like certificates awarded by the employer. It can help the individualsto bargain themselves with the
We can conclude that research supports the link between work engagement and performance. Employees, who feel vital and strong, are enthusiastic about their work, show better in-role and extra-role performance. Consequently, engaged workers realize better financial results, and have more satisfied clients and customers. 4.4 Studies on the crossover of work engagement Crossover or emotional contagion can be define as the transfer of positive (or negative) experiences from one person to the other (Westman, 2001). Barsade (2002) conducted an innovative laboratory study in which the transfer of moods among people in a group and its influence on performance examined.
Ethical leadership is related to employee job satisfaction by impacting a positive influence on employee performance (Resick et al., 2011). The ethical leadership also found to increase the intrinsic motivation and job responses (Piccolo, et al., 2010). The willingness of the employee to report any concern and problem also depends on the organization culture and leadership behavior (Brown et al., 2005). It is also studied that a leader with strong ethical traits can affect positively to task significance and autonomy of the employee job (Ruiz, Ruiz & Martinez, 2011). According to them, the followers have willingly perceived the good traits of their leaders and thus good moral, values are practiced in an organization that can shape the overall
Benefits CPD activities enable CPAs to showcase their skills and knowledge and make the best of their career. It can also be of great benefit to employers establishing frameworks for recognizing achievements of the employees. In the 2000 study on expectancy-value theory of achievement motivation, Wigfield and Eccles explain how an individual’s choice, persistence, and performance are affected by motivation. The motivators for partaking in the CPD programs are diverse and complex. Individual professionals and governments’ motivations are similar and to some extent shared with employers.
Autonomy is the degree to which a job provides an employee the option and independence to decide and schedule how the work has to be done. There have been various researches that have been carried out specifically focusing on the relationship between autonomy and team effectiveness. Autonomy in workplace can benefit the employees, teams, manager and the organization as a whole. Autonomy is closely related to the effectiveness of the team. The results of a study conducted to investigate how autonomy was related to the effectiveness of teams showed that there was a positive relationship between autonomy and effectiveness of the teams.