Other organizational dependent elements such as policies, opportunities, work allocation and leadership were equally instrumental in guiding and promoting good employee attitude which in turn lead to job satisfaction. It was also found out that team leads and managers should encourage employees to undergo training for improving communication skills, on stress management and familiarizing them with technical and technological concepts. A subsequent analysis showed a consistent employee job satisfaction and a correlated high productivity of the organization which was a direct result of the implementation of few worker motivation benefits and
Theoretical Background This study is anchored on the two-factor theory by Herzberg. The two-factor implied as the hygiene factors and motivators. Hygiene factors are the things that you get from working like pay or salary. Motivators are the factors that produce job satisfaction like the level of responsibility and the amount of job control. Herzberg believes that hygiene factors are important but not enough for job satisfaction and motivation.
They are as follows i) Family friendly practices can provide particular and positive responses which can be favorable to the organization. ii)Family friendly practices can help the organization with internal labor market. iii)It can also help organization to build a work system with highly committed employees 19. (Wood et all 2003) found that adopting family friendly practices can be explained at the best depending on the organization adaptation, and a consolidation of competitive forces and firms pressures, technological factors managerial values and knowledge and perceptions regarding work and family program . He also stated that work life balance initiatives offered by the employer can help employer in attracting better talent , intensify productivity, reduction of work stress and decrease absenteeism, better motivation, talent retention ,productive work practices etc.
He created a list of motivators that he believed would help give employees job satisfaction and hygiene factors that could lead to demotivation. Maslow’s hierarchy shows that although it is perceived that good pay at work should keep a worker happy and motivated, it is not enough, and rather that esteem, fulfillment of potential and appreciation are what truly motivates workers. Maslow believed that decision-making and challenges were more important than adequate pay in terms of
Individuals with high spirit at work are well adjusted and exhibit a sense of inner harmony, positive energy, conscientiousness, and a spiritual inclination (Kinjerski, 2004). Spirit at work is also related to an increased commitment in the workplace (Krishnakumar & Neck, 2002; Milliman, Ferguson, Trick¬ett, & Condemi, 1999). More spe¬cifically, employee spirit at work has been found to be positively related to employee work attitudes, such as job satisfaction, organizational com-mitment, work self-esteem, and the lack of intention to quit (Milliman, Czaplewski, & Ferguson, 2003). Be¬cause these attitudes have been asso¬ciated with a reduction in absentee¬ism and turnover and an increase in job performance, it follows that spir¬it at work should also lead to similar
The Theory Y managerial approach adopts a positive viewpoint. It assumed that staff like to work and wish to deal with challenging issues -should both the work itself and the organisations environment be appropriate. Subsequently, should these factors be adequate; Theory Y suggests that staff will then work willingly, without coercion or control. Theory Y assumes that staff are motivated by their needs for recognition, respect, esteem and self actualisation. It would seem from research that a manager adopting a Theory Y managerial approach is more likely to motivate a social care staff than adopting a Theory X managerial
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.
In many organizations, reward management has been seen to be a vital instrument in employee performance Guest (2002). A well rewarded employee feels that they are valued by the company. Such employees are encouraged to work harder and better if they are aware that their wellbeing is taken seriously by their employers, and that their career and self development are also being honed and taken care of by their company. Employees are the engine of organization vehicles while reward is the fuel. No organization can achieve its stated objectives without its employees.
Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB. For firms to be able to incorporate the OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour which often results in progression within an organization in special offers and job satisfaction. The workers in return gain respect and recognition for their work from the management which increases motivation and further inspire to adopt OCB. Employees with conscientiousness traits have great LMX quality relationships with their superiors. This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them.
Importance of Job Satisfaction In the organizational behavior researches, it is found that job satisfaction plays a positive role on both the employer and the employee. Importance of job satisfaction from these two interest groups are discussed below: For the employer, if the organization gets a group of satisfied workers, it will enjoy a better turnover and productivity. The organization will have a goodwill and a mystique will be created. As a result, employee retention rate will be high resulting stability within the organization. Customer, client or citizen satisfaction will be ensured through a group of distinguished, self-esteemed and satisfied workers.