Job range, depth, and relationships fall under the term job design. According to Ivancevich, Konopaske, and Matteson (2014), “A major cause of effective job performance is job design, which refers to the process by which managers decide what job tasks and how much authority each employee will have” (p.141). Job design by management determines the well-being of their employees and the organization. A job has pros and cons just like anything else. Jobs can be stressful mentally, physically, and emotionally but at the same time jobs provide income, purpose, and relationships with others.
When this happens, the workplace can get very un-professional and employees start to do as they please. These situations are then difficult to resolve because management is not taken seriously. Instead of creating an expectation of respect towards management, the barrier between professionalism and friendliness comes down and respect is lost. The solution sometimes results in letting the employees who don’t respect management go. This action shows other employees that they are serious now and are ready to work in a professional workplace.
One that may have this experience may not show his or her best work performances, absenteeism, and have negativity towards others. Workplaces should be aware of how to handle job stress and be able to share techniques with the employees to prevent job stress and burnout. Conclusion In conclusion, a leader has a great deal of responsibility, however understanding their purpose of composing others could help them to develop better leaders. Leaders want to make a difference and have their employee’s potential to shine, however being able to cope with others and finding techniques that works individually on others is a difficult task. There are people that are not designed to be leaders, it takes someone who is disciplined, motivated, and selfless to be leaders (Bethel University,
Ethical Dilemmas in the Workplace Business ethics issues are evolving in our society. New ones emerge, and organizations must give guidance to employees regarding these issues. Ethical dilemmas begin where the law, and regulation separate. So, people use judgment to fill the void where regulation or law siege to exists. Moral mishaps will happen throughout our daily routine, in the office, community, and in our society.
This could lead to resentment in the workplace, and conflict may occur as a result which can affect the entire workplace. Individuals not a good team player – some individuals may not do well in teams. Many may prefer to work on their own, and actually get more positive outcome then working as a team. If a business needs employees who work well in a team to accomplish a task, the business need to do well in screening out during the hiring
The realisation that an employee’s reaction to workplace stimuli may be closely related to his own personality characteristics , are making organisation assess employees beyond their education, experience and intelligence. In fact , these assessments
INTRODUCTION Conflict is a reality of life in today workplace . Conflict is a work place can be functional or nonfunctional . The level conflict , can be healthy in the organization as it encourages employee to search for better ways to do their jobs and we can also eliminates groupthink. nonfunctional conflicts can cause stress and headache for employees in the organization. .
The third category believes that many concepts and definitions of job satisfaction involve an evaluation process. Factors influencing job satisfaction of creating "job satisfaction" in a person is dependent on several factors together which lead to the achievement of the desired result. Lack of some of these factors may lead person to become dissatisfied with the job. Factors such as the amount of earnings the soul and the nature of work and its social status; prestige and reputation, enhance job safety, lack of role ambiguity, physical conditions, structure and organizational culture and communication with colleagues, according to the characteristics, performance evaluation, fit, flexible, innovative approach. Job satisfaction is a multi-dimensional attitude it is made up of attitude towards pay, promotion, relationship with co-workers, supervision, work conditions, benefits, contingent rewards, nature of work, communication, participation, performance evaluation system of the company etc.
This makes them feel like an important person within the organisation. It helps organisation to monitor their employee’s performance and flexibility towards their work. Weaknesses of situational leadership is that there is less understanding on demographic because of the lack of quality experience of employees as they
However, many employees resist work because they do not believe they have the skills and the capabilities to perform their duties successfully. This study will therefore seek to understand how people’s self-efficacy affects how they approach goals, tasks, challenges and responsibilities. There will be a direct attempt to find out the relationship that may exist between personal factors and quality of work life. Cross-cultural studies of quality of work life, suggest that cultural values can contribute to the explanations of the various job fulfillment, organizational involvement and quality of work life, both within and between cultures (Moorman and Blakely 1995). In view of this it is important to understand this concept in our country (Ghana) since the cultural values in Ghana are different from that of the countries that most of the studies were conducted.