There are several theories that were invented as theories that analysis the prevalence of employee and job satisfaction. Since well employee satisfaction is influenced by being satisfied in the workplace, the theories should cover both concepts in order to elaborate more on both concepts. The following are some of the theories invented to elaborate the relationship between both concepts and they are as follows: Affective Event Theory According to Thompson and Phua (2001), cited by Ali, Edwin and Tirimba (2015: 419) the affective event theory was developed by Psychologist Howard M. Weiss and Russell Cropanzano to explain how emotions and moods influence job satisfaction. The theory explains the linkages between employees’ internal influences
As we are going to use the Human Resource Practices as an independent variable so there is a discussion about it. The Human Resource Management practices consist of the process of recruitment & selection, process of skills development, performance appraisal activities as well as development of human resource policies, and keeping of human resource records within the organization (Kotey& Slade: 2005). The past research shows that HRM Practices play an important role to increase the productivity of the organization by developing the skills and motivation level of the employees. HRM practices play a vital role to attain the business objectives through well-established strategies of the innovation or technical expertise of the workforce in the
There are some views in the organizations through balanced scorecard, which are the learning and growth, financial perspective, business process perspective and customer perspective. In fact, framework common language was provided by balanced scorecard (BSC) to refine the strategy pays decision to inform the employee or staff about the drivers of the success. In short, executive of the organization can imploded the capabilities specialized knowledge of human capital development in the organization and attempt to achieve long-term objectives and goals. (Taheri
Inequity in pay structures or low pay are great causes of dissatisfaction and can drive some employees to quit. Again, a new worker may wonder why the person next to him is receiving a higher wage for what is perceived to be the same work. You should have a wage and job evaluation system in place not only so that you are sure to comply with legal requirements, but also to avoid this problem. The salary or wages can also be an important deciding factor in employees decision to stay or leave. The data suggests dissatisfaction with pay can be a key factor in turnovers .
Some of the characteristics are: direct feedback, learning new skills, client relationships, scheduling own works, direct communication with authority, control over resources e.t. c. some of the measure to enrich the job could be, freedom of working method and sequence, giving employees feedback, increase responsibility, encourage participation, provision of adequate benefits and welfare measures by management etc. some of the advantages are: jobs could become interesting to employees, job enrichment could reduce turnover, ease task enforcement as well as increase job
The study first addressed and cited that the job rotation theories and its empirical implications. From the employee learning perspective, both inter-functional and intra-functional job rotation are effective ways to develop employee’s abilities and efficiency, then further enhance them to be promoted to higher levels. Further implied is job rotation provides the employer learning of the employee’s abilities during the process and the outcomes can be used to assist and improve promotion decisions. The employee motivation aspect in job rotation makes work more interesting and reduce boredom; but creates limited helps in promotion
Span of control is used to determine an organisation structure and it is important as it increases the management effectiveness, increase the staff morale and spirit and ensures better staff supervision and control (Meier & Bohte, 2003). Q3. How realistic is the concept of multiple intelligence in an organizational context? Explain some important issues and considerations for decision makers? Multiple Intelligence is a theory used to explain how people utilize multiple intelligence ability in creating products and solving problems relevant to the area they are located.
JOB ANALYSIS INTRODUCTION Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it (Dessler,2000). There are many definitions of job analysis since different scholars interpret it in their own words. Job analysis also means a purposeful, systematic process of collecting information on the important work-related aspects of a job. Possible aspects of work-related information to be collected might include - work activities like what a worker does, how, when, and why these activities are conducted. Tools and equipment used to do work related activities, context of the work environment as work schedule or physical working conditions, requirements of the personnel
Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses
As cited in Zellars & Fiorito, 1999), the success of the strategic management process largely depends on the extent to which the HR function is involved. As for the studies researches done in the last decade, employees who fell neglected will increase their absenteeism rate and turnover or will their commitment to their work will decrease. And this will definitely threaten the organization’s survival or at least hinders its success. Therefore it is primordial for an organization to adopt HRM practices that make best use of its employees. The organizations that align their HRM practices with their business strategy will achieve superior outcomes (BAE & Lawler, 1999).