Another study done by Yu (2011), show that perceived supervisor support and internal locus of control are positively related to job satisfaction. Besides that, the employees job satisfaction can also be ensured through their quality of work life such as creativity of outside of work, payment for work and better working environment (Md, 2013). Quality of work life is a set of principles which holds that people are the most important resources in the organization and they should be treated with dignity as they are trustworthy, responsible and capable of making valuable contribution (Ahmad & Mok, 2009). They also said that quality of work life require the design of work systems that enhance the working life experiences of organizational members, thereby improving commitment to and motivation for accomplishing organizational
It is so important because to most people experiences in an organization influences how they evaluate their own individual achievements and self-worth. However, the question is how people relate to developing competencies in communication of excellence in an organization (Watson, 2013). Organizational experiences of an individual results from the preferences, beliefs, abilities, and attitudes the employee brings t the organization, what types of relationships in organizations the individual develops, and how the organization plans to influence a person. Each individual brings to the organization their personal needs, communication competencies, predispositions for behaviour, skills and expectations (Ott, 2005). Individuals also create relationships with theirs, supervisors, customers, vendors and employees that become primary sources of information about all organizational aspects (Milkman,
In my view what transpires success in organizations is the link between top management and workers. The workers will perform their best once they realize the management understands them which enhance their morale to perform the best. This results to the success of the whole organization. Emotional intelligence is a wide area which involves various components such as: Self-awareness which a basic element in emotional intelligence as it enables one to have a deeper understanding of his strengths, emotions, needs, drives and weaknesses. People with an understanding of self-awareness know how their feelings may affect them, other people as well as their job performance.
Intrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging. Job satisfaction and the achievement of your personal goals are some examples of intrinsic motivation. Extrinsic motivation being employees work solely for the reason to receive a reward or the outcome. Extrinsic motivated employees are more concerned about the end results (pay raise, benefits, and promotions) than
Emotional Intelligence in Work Place [Name of Author] [Name of the institution] Emotional Intelligence in Work Place Introduction Employee are considered to be the asset of any organization, they are the main source of success to nay organization. Human resource department is responsible for recruiting, managing and enhancing the capabilities of the employees by giving them proper training and appreciating them in terms of monetary and nonmonetary terms. The success of any organization small or large depends upon competitiveness, innovativeness and performance of its work force, the competiveness and innovativeness can be acquired and achieved through knowledge enhancement and skill development. There are number of factors which
Intrinsic factors seem to influence positively on job satisfaction. The motivators include advancement, growth and development, responsibility for work, challenging, recognition, and advancement. In other words, extrinsic factors are closely related to the environment and condition of the work. The hygienes relate to job dissatisfaction including supervision, company policy and administration, working condition and interpersonal relation (Lephalala, Ehlers, & Oosthuizen, 2008; Shimizu et al., 2005). This theory has dominated in the study of job satisfaction, and become a basic for development of job satisfaction assessment (Lu et al.,
There were transactional and transformational were found to have direct relationship with employees’ job satisfaction. There is a lot of research conducted focusing on transformational leadership among employees’ in organization. Transformational leadership is a style that motivates followers by appealing to higher ideals and moral values (Katherine J.Barker and SUNY Fredonia, 2007). Besides that, according to Avolio, Bass, and Jung (1997) there are four dimensions of transformational leadership. There are idealized influence, inspirational motivation, intellectual stimulation and individualized consideration (M.L.
Human Relation Management in Tesla Human relation management is a belief that individuals desire to be part of a supportive team that encourages growth and development (Business.com). Human relation management focuses on employee 's feelings, career enrichment, induction procedures, encouragement of teams, stability and motivation. The benefits of human relations management theory are rises in employee productivity, employee consideration, employee recognition, relationship building between employees and managers. Disadvantages are unpredictable workplace conduct, strategies based on behavior in the workplace and one method works for everyone. "Tesla is consciously creating a benefits structure that is different from what other companies
Best-self activation is an all-encompassing tool that leads to immediate and long-run desirable outcomes through interaction, recursion and subjective construal between social system and social concept. Best-self activation concepts lead to improvements in employee’s productivity, emotions, resilience to burn out and stress normally associated with work environment. Creativity in problem solving, good relationships with colleagues and employers, high performance under pressure are some of the benefits associated with best-self activation. Best-self activation influences physiology and emotions in employment relationships. There is growing evidence which suggest that apart from making workers feel good, best-self activation also makes them experience a barrage of positive emotions like
Therefore, it can be quiet reasonablycommented that the organizational culture of an organization plays a huge role of significancein successachieving within the industry(Dunkerley, 2012). The work culture unites the employees of the organization who are generally from distinctivefamilies,backgrounds and have shifted dispositions and mindsets. However, implementation of diversity in work force of an organization has made various types of peoples work together.This at times hasalso increased responsibilities of the leaders of the organization.Such a society urges the representatives to be reliable which in the long- run advantages them over the long haul. It is the way of life of the association, which makes the people a fruitful expert.However, various scholars have also confirmed the fact that maintaining the culture