Great teams build each other up and strengthen individual members to create a cohesive group. By working together, employees learn that wins and losses affect everyone on the team. Teamwork necessitates confidence in each other’s distinct abilities. d. Teaches Conflict Resolution Skills Conflicts inevitably happen when you put together a group of unique people. Employees come from varied backgrounds and have different work styles and habits.
"Quality of Working Life" (QWL) is a term that had been used to describe the broader job-related experience an individual has. The modern version is probably best expressed in the terms of quality of work life. The stress of modern work life is often so stressful that it has become so imperative to strike a balance between work life and personal life. The underline assumption is that the work life balance ultimately insures quality of work life. Organizations, in the past gave more importance on advanced technology for higher productivity surpassing the needs and mental state of its employees.
Engagement can be regarded as an important way of reinforcing the employment relationship. Alongside organisational commitment is the idea of the psychological contract that an individual’s beliefs about the terms of their relationship with the organisation, who employs them (Rousseau 1995), enabling them to have an intellectual and emotional relationship with their work, and a financial stake in the success of the company. Employee engagement enables a two-way relationship between leaders and managers, and employees, where challenges can be met, and goals can be achieved. Engagement can be a key to unlocking productivity and to transforming the working lives of many people; and if it is how the workforce performs that determines business success,
The Effects of Job Satisfaction From the all studies employees fulfill the satisfaction level of the job. Analyst says that occupational fulfillment is more important. Fulfilled employees serve the customer promptly. It is the representatives who take the brand picture of the organization. High job satisfaction may lead to; High productivity of the organization Reduced turnover ratio Redusing of absenteeism Redusing
To be effective a culture must not only be efficient, but appropriate to the needs of the business, company and employees. On the other hand, Job satisfaction can be understood as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke (1991),
The Maslow’s need hierarchy. The Maslow's hierarchy theory of needs (Maslow 1943) presents a hierarchical meeting the needs in the basis of motivation. However, the commonly adopted is the fact that the strongest motivator of employees is a money. Factors such as participation, commitment, a sense of being recognized and valuable employee by management and colleagues seems to be more important to maintain the motivation of employees (Laurie 2007). Needham (1999) argued that the Maslow's hierarchy needs theory is too rigid because differs workers on different position have different needs and priorities, furthermore, they may have different motivators impact on their performance.
Performance appraisal activities such as cooper¬ation, goal setting, communication and feedback affect satis¬faction with performance appraisal that consequent¬ly affects employee satisfaction and productivity. The previous research done in the field shows that, Performance appraisal system by using inter¬action helps the relationship between the supervisor and the subordinate. It makes employee involved, satisfied and motivated and especially the fairness element in the performance management is important for employee
Introduction: This is an assignment done to detail the advantages of a well-designed and properly implemented performance appraisal system. In this assignment I have highlighted on the importance of a well- designed performance appraisal system and its benefit to both the employer and employee. Performance appraisal A performance appraisal is an evaluation done on an employee’s job performance to know how well the employees do their jobs and know the areas to be improved. Some appraisal systems used in the organizations are done so inadequately that they fail, and also create an undesirable experience for both the manager as well as the employees. Our organization also needs to change the appraisal system to a well-designed
The benefits of training and development may affect not only employee but also the company or organization. Employee becomes more flexible and motivated to work in the company. Employee will be loyal to the company and active. Increase productivity, fewer accidents these factors make company proud from company person. Furthermore, the organization image will be improved e.g.
Companies are also interested in enhancing employees Quality of Work Life generally tries to inbuilt in employees the feelings of autonomy, equity, pride, internal democracy, security, ownership, responsibility and also flexibility. The main aim and purpose of this study is to know employees balance their personal and professional life and to identify the health and safety determinants in working life among the working employees in an organization. For this purpose quality of work life is measured by taking into account the variables of employees such as Job requirements, Health and safety, Compensation, Work Environment, Employee career, Job satisfaction, Motivation, Job Designing and Term Effectiveness and also stress management. Lawler and Mirvis (1984) suggested that quality of working life was associated with satisfaction with working conditions wages, hours, and safe work environment. According to the Lawler and Mirvis the “basic elements of a good quality of work life” are mentioned