A directly proportional relationship was found between the creativity of the employee and the transformational leadership followed by the higher level management. Psychological empowerment was also seen as a factor in influencing the employees’ innovativeness. Same was the impact of transformational leadership at the organizational level and it was positively associated with the organizational
It is a fact well known that if a person is satisfied at work this can reduce stress levels and increase motivation and their general disposition. As previously stated job satisfaction can affect a person's mood and emotional state. Managers can employ some type of benefit for their employees such as, such as a company gym, meditation classes, or company retreats. Another recommendation is doing a stress audit. As clearly outlined above stress affects our emotions and moods by doing a stress audit managers can out what areas of work are stressful – is it excessive workload, non-consultative management styles, role conflict or too high expectations and thus work to improve their employee’s emotions and moods.
Likewise, employees’ feeling of job satisfaction has been reviewed in comparatively with a specific dimension of organizational culture and leadership. In organizations that are flexible and adopt the participative management type, the latter are more possible to be satisfied, resulting in the organization’s success. Although the leader creates the culture predominantly, but he or she is the one who progresses through this process and so are the leadership tactics that he or she applies. In accordance to the leadership, there are two major types of leadership in organizations that influence the employee’s job satisfaction, which are: the transactional and the transformational leaderships. The transactional leaderships are the ones who act within the frame of the dominant culture; the transformational leaderships work towards change and adaptation of the culture to their own
(2010) found that work attitude of employees has a positive impact on job satisfaction, which would lead to improved moral and performance in the workplace. Yukl (2010) emphasise that transformational leadership behaviours have motivational effects on employees or team members. According to Yukl (2010), effective leadership style influence team members or employees in three key ways; by influencing employees or
If the benefit is not positively valued by the employee, it falls within the employee’s “zone of indifference” and the presence or absence of such benefit in the workplace have little effect to that employees (Kroeger, 1995). A benefit will be valued more highly if employees have accurate knowledge of the benefits offered to them (Tremblay, Sire, & Pelchat, 1998). Employees who have accurate view of their benefit coverage seem to have higher valuation of the benefits they receive and are satisfied with their benefit packages than employees who are less informed of their benefits (Dreher et al., 1988). Employee’s attitude towards various benefits offered differs from employee to employee. For example; younger employees prefer health and life insurance while older employees prefer pension plans and provident fund and women employees prefer benefits like maternity leave than the other benefits offered.
However, it could be said that deliberate strategy has some of the disadvantages. This strategy is fixated at specific outcomes, which might increase the rigidity of the organisation and lower the speed of response in case of changes within the operating environment. On the other hand, an emergent strategy could be described as a strategy, which is derived from collective actions in comparison to collective intentions. A pattern of actions has been allowed to come up through influences like positive feedback, environment or consistent success following adoption of an action. According to Dahl et al.
This culture is shaped by organization values, visions, norms, working language, systems, and symbol. It also includes beliefs and habits of employees. Employee morale describes the overall outlook, attitude, satisfaction, and confidence that employees feel at work. When employees are up about their work environment and believe that they can meet their most imperative needs at work, their employee morale gets boosted up. Such a positive morale can lead to better organizational performance.
Without a fitting culture, companies can 't keep going for a longer duration and they may extend to the point that they lose significance. Words utilized as a part of organizational culture include the following factors such as ethics, values, beliefs, attitudes, norms, ethos, climate, environment, and culture. Morals alludes to the regularizing perspectives – in respect to what is socially attractive? Values, attitude, beliefs, and norms are interrelated. Interactions in the middle of convictions and qualities result in mentality development and results in standards.
A satisfied work force will create a pleasant atmosphere within the organization to perform well. Hence job satisfaction has become a major topic for research studies. The specific problem addressed in this study is to examine the impact of job satisfaction on