It is a fact well known that if a person is satisfied at work this can reduce stress levels and increase motivation and their general disposition. As previously stated job satisfaction can affect a person's mood and emotional state. Managers can employ some type of benefit for their employees such as, such as a company gym, meditation classes, or company retreats. Another recommendation is doing a stress audit. As clearly outlined above stress affects our emotions and moods by doing a stress audit managers can out what areas of work are stressful – is it excessive workload, non-consultative management styles, role conflict or too high expectations and thus work to improve their employee’s emotions and moods.
Ensuring job satisfaction is one of the main ways to increase productivity. According to Edwards (2015), “When an employee is happy, that employee is essentially saying they care more about what they're doing. This leads to increased dedication and attention to detail--which obviously enhances productivity and output” (P.9). Thirdly, recognition can be a very useful tool to increase productivity. Recognition of employee efforts can equate to greater productivity, even among those who aren't as productive.
Therefore, this is such a powerful way to motivate the employees. Besides monetary incentive, there are some other stimuli which can motivate a person to have a better performance. This includes job satisfaction, job security, job promotion, and pride for accomplishment. The followings are the need of the incentives: to increase productivity, to drive or arouse a stimulus work, to enhance commitment in work performance, to inculcate zeal and enthusiasm towards work, and to get the maximum of their capabilities so that they are exploited and utilized
Part one: Competitive advantage: Competitive advantage is defined as the benefit that any organizations will gain in order to be better and unique than their competitors. This would benefit them by increasing their sales as well as gets more consumers than its rivals. Competitive advantage is one of an important aspect that every organization must use, because it provides the company with an edge above its competitors and a capability to create bigger value to the organization and its shareholder. Therefore, it is very difficult to copy the sustainable competitive advantage from the rivals because it is unique to them. Consequently, competitive advantage could be measured by using two strategies.
It further helps in accomplishment of tasks. Through the links with the supervisors, a person is able to obtain more opportunities in his interested field and with good references able to achieve higher position. Interpersonal skills help to increase in reputation and customer satisfaction. A person becomes an effective leader with the help of interpersonal skills because by knowing the employees create loyalty and increase the productivity. A leader with the lack of interpersonal skills is a total
And by consistently striving to improve the communication skills in this area, one will be able to successfully establish strong business relationships. It is important to practice these skills because it allows companies to operate effectively and be productive. This is because workplace communication improves workers ' productivity. However, there will also be many negative consequences that may occur as a direct result of communication challenges within a business. Some of the examples include decreased productivity, misunderstandings with regards to policies and procedures within the workplace and employee dissatisfaction as well.
Managing these relationships is vital to business success, as strong relationships can lead to greater employee happiness and even increased output. To reap these benefits, keep the dynamics of your employer-employee relationship in mind. So improves cooperation between employers and employees, minimizing the unnecessary conflict, keep employees informed of decisions that concern them, these are the importance of employee relations. And the conflict between employees and their employers arise because of different interests. To overcome for industrial peace, the employees and organizational interests must be merged or
Best-self activation is an all-encompassing tool that leads to immediate and long-run desirable outcomes through interaction, recursion and subjective construal between social system and social concept. Best-self activation concepts lead to improvements in employee’s productivity, emotions, resilience to burn out and stress normally associated with work environment. Creativity in problem solving, good relationships with colleagues and employers, high performance under pressure are some of the benefits associated with best-self activation. Best-self activation influences physiology and emotions in employment relationships. There is growing evidence which suggest that apart from making workers feel good, best-self activation also makes them experience a barrage of positive emotions like
In other words, the practice of properly using, or refraining from the use of, emotions impacts job satisfaction the most. Building relationships by listening empathetically while engaging the employee optimistically, counteracts the emotions associated with feeling unheard or unappreciated. Moreover, altering the organizational mindset to integrate the power of positive thinking changes an individual’s response from fear to enthusiasm, promoting job satisfaction in the
Well rewarded employees are more productive, more efficient and more willing to work towards organizational goals than the employees who are experiencing low levels of rewards Hunter et al (2010). Entwistle (2007) is of the view that if an employee performs successfully, it leads to organizational rewards and as a result motivational factor of employees lies in their performance. The highly motivated employees serve as the competitive advantage for any company because their performance leads an organization to well accomplishment of its goals Rizwan and Ali ( 2010).Employees who are effective and efficient are likely to be limited if they are not given appropriate rewards to Perform. Mendonca, (2002) looks at reward and compensation system that is based on the expectancy theory, which suggests that employees are more likely to be encouraged to perform when they perceive there is a strong link between their performance and the reward they receive. Guest, (2002) is of the opinion that reward is one of the keys that motivate employees to perform as expected.