One of the role of a managers is to help its employees improve their communication skills. This can be done on job or by arranging training programs. Training employees can increase motivation and job satisfaction among them. When all employees will be able to communicate effectively with each other, they are much more likely to perform well. People understand their jobs better and feel more involved.
Job satisfaction shows how much an employee likes his work as well as the level of his preoccupation with work. Generally, it can be stated that job satisfaction is a sense of comfort and positive experience that an employee have related to his job. Job satisfaction can affect work behavior, and through that, the organizational performance. For a long time job satisfaction has been viewed as a unique concept, but today it is seen as a very complex cluster of attitudes towards different aspects of the work (Rollinson et al., 1998). Therefore, the definitions of job satisfaction should include a variety of factors such as nature of work, salary, stress, working conditions, colleagues, superiors, working hours etc.
It could be also defined as” a framework of organizational values evidenced in the culture that promote employees’ experience of transcendence through the work process, facilitating their sense of being connected to others in a way that provides feelings of completeness and joy “(Jurkiewicz & Giacalone, 2004). So, workplace spirituality is about connectedness (Daniel, 2014). Harrington (2004) sees that spirituality in workplace is about employees who have a same sense of purpose and meaning in their work. The concept also indicates that employees can fulfill their spirits through work (Gupta et al, 2014). That’s why spiritual transformation is vital, not only because of its collaboration to employees’ personal growth, but also because of its ability to build a psychological contract between employer and employee by
It also helps employees feel empowered when company is very transparent with them. One of the examples of the article from quantitative research using Insights2020 of 10,000 practitioners in 60 countries, 350 business and partnership with LinkedIn, Korn Ferry, Esomar and Advertising Research Foundation. Two groups were divided: Overperformers and Underperformers based on 3-year revenue growth compared to their competitors. Results concurred that overperformers had one thing in common that majority of the high-performing, customer-centric company had some sort of Insights Engine built. We had Microsoft develop this software to make life easier for the companies at any level to help visual this big data into meaningful strategies to pivot the business based on customer
Zadeh, on the other hand, researched on the effect of the theory to empowering employees/staff. Their main hypothesis is that there is a significant relationship between the theory and staff empowering. The result of the research indicated that there is a relationship between the theory and staff empowering. Of the two articles stated above both of them made use of the theory properly since the theory of Likert motivates humane factors that where Dr. Likert considers it as an effective way of leading a group. The variables relate well to the theory for job satisfaction and staff empowerment deals with the feelings and emotions of the employees.
To illustrate, employees demand a positive work climate that can stimulate satisfaction hence, the organization needs to put into consideration the holistic nature of their employees to enable them connect strongly and positively to their various tasks and organization. 2.1 Significance of the concept. Studies on Organizational climate have revealed that it is very possible to envisage organizational effectiveness (e.g. Feng et al. 2011).
Moreover, are the social needs, which include a good, working atmosphere for example employees working in teams. Furthermore, are the esteem needs that means that employees would like to feel recognized by their managers to increase their self confidence and to feel that they are playing an important role in the company. Abraham Maslow believed that providing employees with the basic needs would motivate and encourage them to find their own self-development and
House “An explanation of the effects of leader behavior on subordinate satisfaction, motivation, and performance is presented. The explanation is derived from a path-goal theory of motivation” (Robert.J,1971). Managers can assist employees in implementing and increase motivation, and empowering their satisfaction, so that they can become more productive employees. This will enable employees to help Kapilaco in meeting their goals. Kapilaco visible and transparent, employees has a better view of how they can contribute to the success of the organization.
So it basically refers to the positive attitude of the employees related to their work. It means the employees feel energetic and happy about their work and do it with commitment and dedication. Workplace environment consists of both physical and nonphysical components, which together have a significant impact on the engagement of employee in his work. This paper further explores these two constituents by tracing the work done on these variables. Performance is a direct outcome of employee engagement, which is defined as employee’s contribution in increasing the value of
Effective delegation brings appreciation and greater understanding among employees. Delegates are given to opportunity to manage tasks that are of particular interest to them. This development of new skills can improve chances of promotion and future career opportunity. 7.5 USEFULNESS OF CONCEPT TO THE WORLD When duties are delegated by superiors, it gives team members the opportunity to learn new skills and enable superiors do the few jobs perfectly well. Through delegation leaders can get their respect and loyalty from their teammates thus enhancing their credibility as a leader.