Organizations, in the past gave more importance on advanced technology for higher productivity surpassing the needs and mental state of its employees. This created a negative impact on the working environment among the employees. Thus it was realized that societal support goes hand in hand with technical innovations. This integration can only be made through quality of work life programs. Quality of work life denotes all the organizational inputs, which aim at employee’s satisfaction and enhancing organizational effectiveness.
Consequently, the employees were extremely dissatisfied with their job and as a result enterprises were prone to high employee turnover. If recruiters would paint a more realistic picture of the vacancy, the turnover rate can be partly minimized. On the one hand, if applicants are provided with a realistic job preview, some candidates will be discouraged and withdraw from the consideration. But these employment seekers would mostly have become dissatisfied if they would have joined the company. On the other hand, those applicants who know what to expect and still want to join the firm are generally more motivated and are likely to remain with the organisation.
Occasionally, employees lack motivation or require a boost in morale and while most managers cannot boost morale in stressed employees, leaders can and do. (Boundless Management, Defining Leadership, n.d., p. para. 21). Morale stands as a long-term issue with high employee turnover rates, specifically high morale that later turns into extremely low morale among several employees. Often, personnel seek out other companies that offer added benefits, flexible hours or higher salary than the current job.
That's what is properly managed company are competent employees with their talents, knowledge, practical skills. If the employees despite these advantages are not properly motivated, regardless of the position which occupies will not be felt job satisfaction. Sourcing the right people and creating conditions which led them to actively participate in the life of the company is now one
Turnover rate of employees would be low in a strong organizational culture. There is a negative relationship between strong organization culture and turnover rate. Organizations provide good treatment for employees and they have high job satisfaction. They are willing to distribute their work and help the organizations. Maybe there is arguments saying that strong organizational culture causes no freedom to be innovative.
If the company successfully meets the employees' needs then employee satisfaction levels will be high and performance, productivity and engagement levels will be increased. Unlike in the Hierarchy of Needs theory where an employee's needs must be met from bottom to top one at a time, the ERG theory suggests that more than one need can be achieved at any given time. Employers have to understand that employees are different and by trying to focus solely on satisfying one need at a time may cause regression and/or frustration which may lead to an employee being unmotivated or ineffectively motivated. The employer needs to utilize and encourage meeting/satisfying more than one need at a time in order to prevent any potential regression and to boost performance, satisfaction, and
Organizations are more efficient when employees have high organizational commitment. Probability of exhibiting negative behaviors such as absenteeism, dismissing, and work delay of employees with high commitment is less than employees with lower commitment. The employees, who adopt the organization 's objectives and work collaboratively as expected of them, increase the competitiveness of the organization. Besides, employees with higher commitment express positive opinions to the environment. 1.5 Teamwork as essential in achieving
Samuels used the Expectancy Theory to motivate the staff who felt over-worked and unappreciated. In essence, when a worker works well he or she expects a good appraisal which will lead to rewards. Whatever rewards are instituted it will better his or her situation in life. Expectancy theory assumes that motivation is not at all equivalent to job performance. To be more specific, expectancy theory assumes that personally, skills and abilities also add to a person’s job performance, some people are better suited to perform their jobs compared to others by virtue of the unique characteristics, special skills and abilities that they bring to their respective works.
human resource management has been critiqued because of an over-emphasis on job satisfaction, were increased productivity is attempted though, more than anything else, satisfying employee needs and wants, However studies within production engineering have seen a predicament described by Klein (1996,p.33) in where he proclaims that an increase in productivity can simultaneously decrease job satisfaction. this does suggest a precarious relationship between job satisfaction and performance and
Motivation is defined as “Processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” – Robbins & Judge 2012. There are many factors which may influence an employees enthusiasm for their work and their workplace. Many believe it all comes down to the employees perception of their environment. Perception is defined as a ‘process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment’. Content theories of motivation such as, Maslow’s hierarchy of needs theory, Alderfer’s existence relatedness and growth theory, Douglas McGregor Theory X and Theory Y and Herzberg’s two factor theory try to identify certain different things