Introduction:
“Job or employee satisfaction has been defied in many ways. The feeling is based on perception of satisfaction of employee. Some think that it is just that an employee is satisfied with his job or not. If job is according to employee requirement, interest and qualification than he is satisfied with his job. If environment of sector or organization in which employee is working is not good and there is too much work stress than employee is dissatisfied with his job.
Definitions: “Contentment arising out of interplay of employee's positive and negative feelings toward his or her work.”
Job satisfaction is defined as
"The extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs"
Factors Influencing Job Satisfaction:
The following are important factors of employee’s job satisfaction:
1. Pay or reward.
2. Opportunities of promotion.
3. Relations with superior management and supervisors.
4. Working environment.
5. Interaction with co workers.
6. Job Security.
7. Social Simulation.
8. Opportunity for promotion.
9. Recognition and appreciation.
10. Working hour and physical condition.
Mechanism of Job Satisfaction:
Two are more popular
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Not all employees are satisfied with their jobs and not all are dissatisfied with their jobs. If an employee is satisfied with his job than he works with great zeal and work in a good manner because he knows that his work is his power and if organization provide him good working environment and facilities then it also demands excellent performance. So employee feels their responsibilities and work in a proper manner because he done the job of his interest. If employee is not satisfied with his job and working conditions of organization then he try to find new job of his interest and switch to another
Contents Terms of Reference 2 Procedure 2 Findings 3 Current Structure 3 New Structure 4 Employee Relationships 4 Instructing Staff 5 Contingency Variables 5 Conclusion 6 Recommendations 6 References 7 Appendix A 8 Terms of Reference I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class.
2. Explain how a person would use this theory in order to enhance his or her impression management. An individual can use the implicit theory for both impression management and impression formation
It has been my greatest ambition and goal, since I was in high school, to attend Langston University’s Doctor of Physical Therapy program, in order to one day have the education and proficiency to treat patients and be the source that enables them to succeed for a patient’s success will be my success and a patient’s failure will be my failure. My desire to pursue an education in what I love is fueled by my family for none of my family members, other than my siblings and I, have had the opportunity to continue with an education. It has been difficult to continue my education as a first generation college student. However, I look back to the little girl I used to be in a new country and the hardships I have overcome in learning two languages
5. Good compensation system for employees. 6. Owned stores at prime locations. 6.
This is a good way of increasing employee 's motivation and if used properly always have positive effects on the normal business
Organization structure – The whole activies are divided in the department and the responsibility and hirenchy of each department is well defined. However Senior management needs to be more focused on Strategic Initiative rather than Daily Operations .For this it is Important to develop a second Rung of Leadership. Human Resource Plan – The Human resourse plant is defined for all the employee and the system for the recruiting , training & development, benefits and reward is well established.
(You can find these in the introduction of the module) 1. [“Without this active intervention by management, people would be passive-even resistant- to organizational needs. They must be therefore be persuaded, rewarded and punished, controlled…” (p.
The supervision model presented by Davys and Beddoes (2010) reflects on the development and management and uses triangle for each point to have a supervisor role, this includes: • Handling service delivery • Organisation procedures, protocols and policies • Quantity and quality of work priorities and
Higher Quality of Service or Product 3. Monetary Savings 4. Better Employee Retention Rates 5. Pleasant Work Environment Maslow`s Hierarchy
Effectively, it gives outsiders an ability to judge the motivation of another based on the level of need they are
Further General Managers, Department Managers, Supervisors and associates
Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
Among scholars, the different facets of job satisfaction included feelings toward a job, pay, benefits, supervision, coworkers, the work itself, organizational environment, and work conditions as stated by Biggs & Swaile; Fichter & Cipolla (as cited by Appiah, 2016). Aziri (as cited by Appiah, 2016) stated that employees were usually more productive, more stable, and had a better
Job satisfaction occurs when employees consider the type of the
Employees are considered as one of the most valuable assets for a company. They are the main force behind the company’s success. So happiness of employees is definitely a big factor in driving the company to meet its goals and reap the benefits. Now the question comes that does happy employees create happy customers. Well the answer is definitely yes.