However, the employee commitment is important to ensure the successful implementation of the organizational plans and policies. The level of employee commitment helps to ensure successful implementation of the organizational strategies, plans, and actions. Employee commitment can achieve employee work. This is because they have the discipline, values and ethics as well as having a positive attitude to execute their work. There is both theoretical and practical importance of conducting this study.
No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).
According to Keininham & Aksoy(2009), success of any enterprises in long term is heavily depend on the quality and loyalty of its employee. Loyal employees are assets to an enterprise, the key for its success is their retention; for one, their loyalty can attract customers for enterprise. Given their significance, employers need to find out how to identify and keep loyal employees. The truth that an employee who has been working in an enterprise for many years does not mean that he or she is loyal to the enterprise. For example, he or she may lack of skills to get a better job or he or she just think this job is enough for live but no motivation to improve.
Moreover, such improvements motivate employees to remain loyal to the organization. Secondly, talent management is strongly aligned with competency-based management (Dessler, 2015). Employees with specific skills are given position-specific competency tasks to help them improve on their talents and skill sets (Dessler, 2015). Besides, such position-specific competency tasks require intricate use of skills, personal traits, and experiences to overcome the prevailing challenges. Moreover, talent management allows organizations to pick projects that are suitable for their talented employees for sustained productivity (Dessler, 2015).
According to Management and Organisation Behaviour’s text book (MGMT), leadership is a process to influencing and motivating employee to work more efficiency to achieve organisation goals (Williams, McWilliams & Lawrence 2017). Leadership is primarily about the behaviour of a leader and how a leader to handle the group that can let the follower truly depend on them with trust. As a leader, they need to show their confident, courage, vision, what can motivate and influence them to increase the level of performance to achieve the goals that set by the organisations. Leading also about planning, organizing, decision making and controlling. In the other hand, a single leadership skills may not be suit for every situation that used by a leader.
This concept paper will talk about the basis of work contentment among nurses. Each has his/her own belief regarding how it is to be contented with one’s job. Several factors such as being able to know and experience the sense of satisfaction in the workplace are being considered and each has an effect to the social health of a nurse. Social health, as part of the general health of a human, must be given significance for it also has a bearing on what one can offer to others, in this case, nurses to their patients and what one can offer to the society, nurses as leaders that aim to bring a good change especially on strengthening the meaning of nursing to people that involves effective communication and interaction with them. Let us first know
The effectiveness of the leadership behaviour where it may influence the motivation of the individual in an organization is to understand the impact of leadership on motivation level of employees. The significance of studying different behaviours of leadership behaviour will help the strategic level managers and employees in knowing how their motivation level is affected by the different behaviours of leadership practices. The major focus of this analysis is that leaders are one that guide its subordination or personnel in a company. If leaders appreciate and provide rewards to employees on the achievement of objectives then it results in motivation of individuals. The employee satisfaction and motivation level is a strong indicator in knowing
On the basis of the above results, it is concluding that all the dimensions of organizational culture namely Openness, Confrontation, Trust, Authenticity, Proactivity, Autonomy, Collaboration and Experimentation are positively correlated with employee’s satisfaction. Moreover, it is proved that employee’s satisfaction is dependent on the organizational culture. An increase in dimension in organizational culture leads to an increase an employee’s satisfaction. Further it is examined that hospital is doing well on dimensions of openness, confrontation, authenticity and trust. The outcome of which is more unbiased performance feedback, productive meetings, improved implementation of systems for better communication, role clarity, improved problem solving, willingness on the part of employee to confront difficult problems, reduced distortion in communication, higher empathy, timely support and reduced stress and many more .
Staffing help organizations maintain efficiency and productivity. Staffing involves selecting the best people to work in an organization. SUMMARY:- Staffing is important in organization because it enables personnel qualified and efficient to work in their area of expertise and this help in the growth of the organization. CONCLUSION:- Every organization requires appropriate staffing of personnel in order to be successful. CONCEPT 7: CULTURAL BARRIERS TO COMMUNICATION Definition: - Culture is a set of shared values that a group of people hold.
Talent development is comprised of organizational human resource processes that are designed with the intent to aid in the motivation, development/growth, attraction, and retention, of productive and engaged employees. In order for a human resource or talent development program to be successful, the employee/individual must be motivated to not only participate in the activities but to learn and apply what has been learned to improve performance. Professionals in the HR/Talent Development department need to understand how to apply motivational tools, processes and theories in order to continuously meet and adapt to the changing needs of their employees, due to the fact that every individual is unique/different. 1. The need-based theories that