INTRODUCTION
Nowadays job satisfaction plays a vital role in the organization or company. There is some relationship between job satisfaction and attitude as attitude can evaluate feeling of satisfaction and dissatisfaction. When a worker is not happy in doing their job they are actually expressing the feeling of job dissatisfaction and consequently result them to be a bad attitude worker while performing their job. This is because the worker is not receiving a job satisfaction as it is related to attitude. Managers consider job satisfaction to be important because it is always relate to major causes of work behavior. This means that job satisfaction play an essential part in determining performance. What the organization or company always want to do is reducing the job dissatisfaction among their worker as it is not health and becoming issue for the development
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Among the symptoms of job dissatisfaction are being aggressive in communication and interaction. It means that people who are not happy tend to be rude and adversely affect the relationship between workers. The other symptoms are worker force to tend portraying self centered behavior whereby worker would only think of and undertake tasks that are important to them without considering what other colleagues feel and what the effects are to be organizations. The job dissatisfaction also will lead worker to the symptom of playing truant at work. This symptom including workers start being absent from work and doing other task unrelated to their work. In addition majority of worker will criticize in unproductive manner to voice out their unhappiness in negative manner. The worker may also leave the organization as they are meeting with job dissatisfaction. This symptom makes the worker to start searching for alternative and would leave the organization when the opportunities to do so are
According to a 2017 job survey, in America only 24% of employees are very satisfied with their jobs. (Jared Lindzon). This means in America over half of the employees are less satisfied or unsatisfied with their jobs. However, in order to survive, these people must continue to work where the jobs are available. One author who addresses this problem, is Karen Olsson in her article “Up Against Wal-Mart”.
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.
Employees are encouraged to provide feedback to the organization through opinions and creative ideas (Cheretis & Mujtaba, 2014). This allows the employee to be an intricate part of the decision making process which allows them to feel important to the company’s success. Employees should be satisfied with their job, support management, and
Deceitfulness is Satin’s primary tool when confronting God with the challenge of testing his most loyal and righteous servant Job. Satin believes Job is only loyal to God because God has blessed and protected him because Job is blameless in God’s eyes. Satin is positive Job would turn his back on God if God stopped protecting him. However, God has faith in Job and told Satin to do his worst, but he could not kill Job. Job is not privy to this conversation between Satan and God and is unaware Satan is the one testing him, not God.
Some of them that I have personally experienced are mainly when they are not happy with wages. They are not happy with what they are paid and some of them are underpaid for the amount of work they do. This leads to decreased motivation and interest in working and they look for opportunities to take a leave from the work and even pretend sick when they are not. They even look online for better opportunities where they can be paid more for the same work. Secondly, many of the employees in the hospitals have fixed job status for a very long time and when there is no scope for any growth, they get frustrated and it is seen in their performance and when they get any offer from other organization even for the same position with higher salary they tend to move out of the organization.
We do not have control over others emotions and values, we do have control over are reactions to those; our attitude, our reaction to others and situations is under our control. Our perception of job satisfaction is a combination of factors as defined by Phillips and Gully as “the work itself, attitudes, values and personality.” At Pike Place Fish Market, attitude is given as a choice; a decisively positive attitude will by nature impact co-workers as demonstrated.
Due to this meticulous memo-based culture, the former Chrysler executives found themselves engaged in decisions that they had not realised they had taken causing further dissatisfaction. Due to the German dominance of DaimlerChrysler many highly skilled Chrysler employees and executives left the company and joined General Motors or Ford The conflict between the employees actual and desired work environment led the employees to quit. “The fundamental causes of employee dissatisfaction need to be studied in depth in order to help managers make decisions to improve overall worker satisfaction” (Wu, Liang-Chuan, & Maggie,
If the attitude and philosophy of employees do not change, these will be difficult to overcome or solve the problem. Due to its nature, its magnitude may be difficult to measure. Second, JIT is produced
Organization’s primary objective is to achieve the set goals, aims to increase productivity utilizing minimum resources. To this end, they try to establish an environment where the employees feel comfortable, resultantly increasing their performance individually and collectively. However, despite of efforts, it has been observed that not all the employees reciprocate. Intentionally or unintentionally unconstructive or negative behavior also prevails in the organization. This non-productive behavior includes gossip, personal phone calls, cyber loafing, harassment, stealing, abusing organizational property or even limiting productivity.
“Leaders are those individuals who are out front taking risks, attempting to achieve shared goals, and inspiring others to action” (Marquis & Huston Pg. 40). The writer had the pleasure of interviewing Mrs. Olaleye-Abner, a registered nurse at the department of behavioral health and developmental disability. She has been a nurse for 30 years and currently in the position as an RN supervisor. She works night shift starting from 11pm to 7:30am. The writer choose to interview her because of her wealth of experience in the nursing field.
This includes factors like Poor communication, low levels of support for problem solving and personal development and lack of definition of organizational objectives. • Role in organization including Role ambiguity and role conflict; responsibility for people unclear. • Career development including Career stagnation and uncertainty, under or over promotion, poor pay, job insecurity and low social value to work. • Decision latitude/Control including Low participation in decision making and lack of control over work. • Inter-personal relationships at work including social or physical isolation, poor relationships with superiors, interpersonal conflict and lack of social
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 is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
Throughout my high school years, I have invested my time in extracurriculars to learn from students and teachers, develop leadership skills, and more importantly, to meet others who share similar passions. This year, I am the president of Chinese Club. I teach over 50 members about Chinese culture by incorporating videos, martial arts movies, arts and crafts, and informing them of upcoming Chinese cultural events. My aspiration is to encourage students to be well-rounded and enjoy learning about all sorts of cultures. I want students to understand that there is a lot more to the world than what we perceive through our own eyes.
In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a
Employees are considered as one of the most valuable assets for a company. They are the main force behind the company’s success. So happiness of employees is definitely a big factor in driving the company to meet its goals and reap the benefits. Now the question comes that does happy employees create happy customers. Well the answer is definitely yes.