The key to understanding social comparison theories is the idea of perceived fairness. These theories help explain how two people with the same experience, job title, job responsibilities, and pay may have different perceptions of fairness. One employee may be entirely satisfied with the pay, and the other may feel cheated and act accordingly. To reduce these feelings, the dissatisfied employee would change the quality or quantity of their input. The result could be increased absenteeism, lower quality work, less quantity or even quitting the
Intangible or psychological rewards like gratefulness and recognition assumes an essential part in motivating worker and expanding his performance. Andrew (2004) presumes that commitment of employees is taking into account rewards and recognition. Lawler (2003) contended that success and survival of the organizations is resolved through how they treat their human resource. Ajila and Abiola (2004) analyze that intrinsic rewards will be rewards inside the job itself like fulfillment from finishing an errand effectively, gratefulness from the supervisor, self-governance, and so on, while extrinsic rewards are tangible rewards like pay, rewards, periphery advantages, advancements, and so on. Filipkowski and Johnson (2008) analyzed the relationships between measures of job insecurity, organizational commitment, turnover, absenteeism, and laborer performance inside a producer.
Workers seek a fair balance between what they put into their jobs (inputs) and what they get out of it (outcomes); employees want to be treated fairly and likely to compare their treatment to that of their peers. This theory recognizes the motivational force of organizational space when rewarding for performance and how favoritism and inequities in the system can lead to job dissatisfaction and
If you are self-employed, be careful which jobs you accept. When you decide to work with a company that has unreasonable expectations or if the work is outside of your scope, you may end up regretting it. It may be hard to let the money go, but turning down this type of job will free you up for the kind of work you want to do. 7. Re-bid the job if the scope of work changes.
these conditions are less significant when compared to pay. Employees play are important role, so employee’s satisfaction is a very essential one, hence there arises a need to study the job satisfaction level. Employee attitudes are important to management because they determine the behavior of workers in the organization. The commonly held opinion is that “A satisfied worker is a productive worker”. A satisfied work force will create a pleasant atmosphere within the organization to perform well.
Understanding which professional development activity suits me best can get the most out of myself and work more efficiently. Different personality style affects work behavior too. Personality traits have to be identified in order to match with the suitable duty and job position, so that works can be done productively and be satisfied with the job scope (Munroe, n.d.). Some people with outgoing personality cannot face the computer whole day as compared to introverted people. People with higher work ethic tends to prioritise their work whereas some work adequately as what they got from their paycheck, and the people with lowest work ethic needs supervision to get their work done.
theories of Job Satisfactions There are various theories about job satisfaction, each one with the intention of shedding light and explaining how people find contentment and fulfillment with their occupations. These theories make it clear that jobs are perceived not only a means of earning a living but also as an important extension of one’s identity. Some of the famous theories related to Job Satisfaction have been mentioned below. Discrepancy theory As per this theory satisfaction is the function of what a person actually receives from his job situation and what he thinks he should receive or what he expects to receive. If actual satisfaction is less than the desired satisfaction it results in dissatisfaction.
A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job evaluation needs to be differentiated from job analysis as job analysis is a systematic way of gathering information about a job and job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs. 7.2 Meaning & Definition of Job Evaluation Job evaluation is the rating
This presents a host of benefits to a company, from reduced inventory carrying costs to a shortened supply chain. When managed well, this can reduce stock-outs and wasted product. But VMI carries potential disadvantages, as well. When a business relies on vendor-managed inventory, it 's placing a big bet on that company 's ability to deliver. The vendor has to be able to determine when to send new stock, what specific products to send and in what quantities.
(Weiss, 2002) When managers run a fair reward system, they promote citizenship behavior and reduce the employee intents to leave their job. (Woodward, 2003) Also it is thought that if employees are trained in the values and beliefs of the organization, this would aid organizational citizenship behavior and as a result it would lessen the employees’ turnover intentions. (Robbins,