Career And Job, What Is The Difference? In a world where money is necessary to maintain a comfortable lifestyle, an occupation is needed in order to ensure survival and way of life. Procuring an occupation in terms of a job or a career is a form of establishing purpose. A job and a career are often expressed as the same, but contain many differences. A job is a temporary necessity that does not have a huge impact in a person’s life but a career is potent and requires the choice of an individual to commit large amounts of time, training, interest and flexibility.
The employees would feel that their work will be useful and important to the company because they have the tendency to to succeed and being trusted by the company. According to Brookins, M. (n.d), the advantages of job enrichment are the employees can learn new skills, reduce boredom, receive recognition and increase the employee’s motivation. The employee can gain new skills as their responsibility increases and they get new opportunity to try new tasks. It will be different from the tasks that they are given before so they could gain more knowledge. The employee can reduce boredom since they will do the same tasks everyday.
While not all employees will always like each other, they do need to set aside their personal or even work-related differences to reach a larger goal. In many instances, those who are not considered “team players” can face demotion or even termination. On the other hand, those who work well with others often can advance on that aspect alone, with teamwork sometimes even outweighing performance. Commitment Ethical and behavioral guidelines in the workplace often place a high amount of importance on dedication. Although possessing the necessary skills is essential, a strong work ethic and positive attitude toward the job can carry you a long way.
Many would say its money; more people are starting to claim that they are driven to make a difference. Regardless of what motivates you and drives you to reach peak performance - it must be managed and balanced. However, there are various actual criterion factors that tend to motivate an employee to work hard and achieve their desired
It has become a predominant issue inside the workplace. A lot of organizations have implemented efficient programs and policies with the aim of improving employee experiences of balance between work and life. When there is an absence of a well-developed measure of work-family balance, measuring the impact of such interventions factually becomes problematic. Hence, there is a need to fully understand and find an effective assessment measure of work-life balance. This allows human resource management of the organization to employ a proactive approach towards seeking innovative ways to enlarge their organization’s competitive advantage.
Developing metrics based upon goals and the quality and volume of work will further engage employees. • RESOURCES Proper resources are required for the completion of the work and it is not necessary that the managers should only supply the resources but the main focus is on the choice made as they must be able to do decision making and also solve the problems. There will be also timings when employees have to face difficult situations and won’t be able to navigate them, therefore this where the managers increase the employee engagement by coaching, improve skills
Job analysis: Job analysis gives information with regards to job description and job specification which is helpful to identify the importance of the specific job to the organisation. 6. Employee Motivation and Welfare: As the employee is asset to the organisation the HR department always take care of employees with regards to their needs and tries to motivate them by offering various benefits and appraising them for their
By training employee it will help them develop and improve their skills, abilities and ultimately their job performance which allow them to achieve their or the companies goals and objectives. Employees must be given opportunities to improve their skills, abilities and job performance so that they can reach their full potential that will help them achieve their objectives or goals quicker and easier. Employees will not improve, develop or reach their full potential if the managers cannot or will not motivate their employees by compensating them and rewarding by promoting them or increase their salaries. Each employee must be treated equally and be respected by other employees or managers. Employee’s skills and knowledge can be improved by only training and developing the employees.
Individuals may become more loyal towards the organization. Employees will be more satisfied if they get what they expected, job satisfaction relates to inner feelings of workers. Naturally it is the satisfied worker who shows the maximum effectiveness and efficiency in his work. Most people generalize that workers are concerned more about pay rather than other factors which also affects their level of satisfaction, such as canteen facilities, bonus, working conditions, etc. these conditions are less significant when compared to pay.
Different models and systems of measuring employee satisfaction and motivation are being developed in the context of human resource management. The common goal of the system/model for measuring satisfaction and motivation of the employees is a tendency to develop a feeling in each individual that all employees share a common destiny / fate with the public organization and to attempt to release the creative potential of employees through tangible and intangible incentives (Aščerić, 2008). The quality of life in the workplace is considered to be the key factor for motivation. The employees are the ones that give meaning to the organization, because without people - organizations do not exist. The employee is a thinking and conscious being which has his own goals and his own life that takes place outside of the organization (Lukić, 2007).