Organizational Culture
Basically, organizational culture refers to a system of shared attitudes, values, behaviors, and beliefs adopted by employees of a certain company or organization, affecting its function, employees’ behaviors, and overall wellbeing. In organizational analysis, culture describes the influence and interaction among employees and their workplace as forms of social groups. Since, the organizational culture has been a subject of investigation for many decades, concerning the distinctions between values and expectations of employees with different cultural backgrounds. Frequently, several problems occur during international business activities and working settings are imperfectly recognized to professional incompetence while they most doubtlessly …show more content…
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 …show more content…
Besides, differences between employees’ preferred and current organizational culture are prospective to affect job commitment and turnover intention. Therefore, employees’ preferences should be measured, studied, and utilized both in the frame of the specific organization as well as in the frame of departments and national cultures. Conclusively, job satisfaction is one of the most extensively studied occupational phenomena worldwide. Correspondingly, job satisfaction can both influence and predicted by employees’ perceptions towards organizational culture. Exclusively, innovative organizational cultures appear to be the most positively correlated with personal accomplishment. In order to improve the quality of occupation and services, it is essential to understand the working environment, employees’ perceptions, attitudes, motivation, and commitment as well as customers’ needs of services are
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Bella's Case Study In Organizational Behaviour
1458 Words | 6 PagesMoreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.
What Are The Factors Influencing Job Satisfaction
1799 Words | 8 PagesThe third category believes that many concepts and definitions of job satisfaction involve an evaluation process. Factors influencing job satisfaction of creating "job satisfaction" in a person is dependent on several factors together which lead to the achievement of the desired result. Lack of some of these factors may lead person to become dissatisfied with the job. Factors such as the amount of earnings the soul and the nature of work and its social status; prestige and reputation, enhance job safety, lack of role ambiguity, physical conditions, structure and organizational culture and communication with colleagues, according to the characteristics, performance evaluation, fit, flexible, innovative approach.
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