There are two types of stress called eustress and distress. Eustress originates from a pleasant experience while distress is unpleasant and disease producing stress (Walden University, 2015e). However, stress and possible stress that causes disease can be minimized by providing employees with roles that are clearly defined and encouraging communication between managers, employees, and other departments (Mitut, 2010) within an organization. Manager and employee meetings can also be implemented to discuss employee expectations, roles, and concerns. By promoting motivational strategies that influence esteem, security, social, and self-achievement, organizational members could feel less stressful within the work environment (Mitut, 2010).
Bella’s: a case study in organizational behavior Ali Kareem Issa Daner Dlawar Anwar University Of Kurdistan Organizational Behavior Instructor: Dr. Natalia Danilovich December, 15, 2014 Give your understanding of job satisfaction and employee engagement, discuss/describe why each is important in organizational settings? First of all, "Job Satisfaction is a general expression of workers’ positive attitudes built up towards their jobs. "(Çelik, 2011, pp 2). In addition, job satisfaction is employee 's perception feelings about her/his job within the organization, also those feelings could be positive which means highly satisfied or negative which means highly dissatisfied. Job satisfaction occurs when employees consider the type of the
Safe Work Procedures are recorded procedures for performing tasks. The purpose of a safe work procedure is to reduce the hazard to health and safety in the workplace and reduce the likelihood of an injury by ensuring that employees know how to work safely when carrying out the tasks involved in their occupations. Workers frequently cite the weight and bulkiness of objects that they lift as major contributing factors to their injuries. Bending, followed by twisting and turning, were the more
Despite that, this process may also assist these individuals with areas to focus on if interested in a management role. In spite of that, employees are also able to recognize his or her strength and weaknesses to become more effective. Still, the 360 system allows others to evaluate another employee’s work ethics anonymously. Still and all, the 360 degree feedback is when you collect feedback about your strengths and weaknesses from everyone around working around the individual. For instance, as a Team Leader, he or she may provide feedback on an associate, a supervisor, and a manager and in some cases even vendors.
According to Brooks (2015), when employees are fully satisfied, they commit their efforts towards attaining the set goals and objectives. They also see the reason of being associated with the company, hence reducing employee turnover rates. The other strength that the company has is better reputation. Based on the case study, close to 90 percent of employees from the survey indicated that the employees were willing to remain in this company because of its positive reputation. One of the internal weakness identified is a challenge to find and retain employees who can deliver positive results to the shareholders.
Self-efficacy is referred to as an individual’s self-belief in his ability to accomplish particular tasks and it has been related with workplace performance, the experience of stress, burnout, and role adjustments. Given it is persuasive role on performance; therefore, it is serious important for managers or bosses to know the role of self-efficacy within the workplace (Talkdesk, 2013). Self-efficacy affects employees’ performance in workplace in the various ways, such as; Self-efficacy views disturb the choices one has to make and the opinion of trial of their goals and their level of obligation to individual goals. Now with that being said, employees with low levels of self-efficacy tend to choose less challenging goals for themselves and the employees with high level of self-efficacy tend to choose more challenging goals for him. Secondly, Employees perform and use effort at levels dependable with
How employees behave with their colleagues, in what way they interact toward their workplace environment and its artifacts, in what manner they interface toward the clients and other important external entities for the organization and all other behaviors that go beyond the call of duty are part of the OCB. The vast majority of the related research has focused on the effects of OCB on individual and organizational performance. Organs examine the nature of the employee behavior using eight independent research studies on the subject and demonstrate how the dominant, though not only, predictor of the "good citizen" is job satisfaction. He examines how workers perceive job satisfaction in terms of highly individualized, instinctive evaluations of fairness in their workplace. A research conducted on 422 employees and their supervisors from 58 departments of 2 banks examined the predictors of citizenship behavior.
THEORIES OF JOB-SATISFACTION- There are several differences of opinion amongst experts regarding the various components and theories of job satisfaction. Even though they may be different and varying but somewhere down the line, they are also overlapping. The prominent theories are categorized into two types- Content theories and Process Theories. (Foster, 2000). Content Theories- the content theories try to identify the specific things affecting the satisfaction levels of an employee.
Despite the lack of clarity of the concept of psychological well-being at work, we nevertheless try to articulate the concept of well-being in general. It is easy to admit that the overall well-being of a person draws its origin in the different spheres of activity of his life, like family, friends, sporting activities and work. It’s therefore represents a source of influence among others on general wellbeing. Also, another important distinction to take into consideration is the difference between the concepts of well-being at work and the notion of well-being of the worker in the workplace. • The well-being of the person at work: involves hygiene, safety, health, the embellishment of the workplace, etc.
For example, Fortune magazine has its annual list of “100 best companies to work for.” The American Psychological Association also offers awards to psychologically healthy workplaces each year. Firms are able to enhance their employee happiness with professional development, employee recognition practices, healthcare benefits, and free employee assistance programs (Hartwell et al., 1996). Human resources managers can monitor employee well being through surveys and publicly emphasize their commitments to employee happiness. Some causes of happiness at the workplace can be one’s salary, being respected by colleagues, having the right tools to carry out their duties, knowing what their goals are, and smaller things such as free meals or daycare. When employees are happier and healthier, it increases their efforts, contributions, and productivity (Fisher, 2003).