widely conceived that factors that influence an employee 's organizational commitment most include ethically related elements such as fairness at work, utmost care and concern for employees, trust level on employees, and goodwill of the organization. To conduct the research, a regression analysis was done to study the effects of these determinants on the various dimensions of job satisfaction. The results indicated that overall, both the forms - implicit and explicit institutionalization of ethics tended to have a positive impact on the dimensions of job satisfaction. However, it was found that implicit ethics institutionalization influenced job satisfaction and its determinants in a more significant manner. There is a growing
Origin of POB: Positive organizational behavior was initiated by Martin Seligman in 1998 and Fred Luthans is investigated in 1999 and discovered the theory of positive organizational behavior. The main aim to to change employees mental Illness to mental strength. He defined it as “the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace”. The following two category will separate POB from the positive approaches. The aspects are a) The capacity must be theory and validly measurable b) the capacity must be state-like ( open to change and development) demonstrate performance.
There are successful people in work place who are smart , outgoing and know how to do things better. So, the difference between successful and bot being successful is just that the they have those guts and skills to take challenges and accomplish. If we want to have competitive advantage then there is strategic formula defined by Seligman we can follow, The PERMA model. It not just takes people who are depressed and not happy in their jobs to make them more enjoyable in work place but develops the potential to see life in better way. Similarly, ‘Sojana’ has described that 40% of happiness can be gained by our self by practising
Attitudinal outcomes consist of situational satisfaction, psychological empowerment and sense of affiliation. Protégé’s who receiving more psychosocial support; career related support and role modeling may report higher situational satisfaction. It is defined as favorable evaluations of a special context and experience. Also, due to both role modeling and the positive experience of engaging in mentoring, protégé’s may develop more favorable attitudes in organization (Chao et al., 1992). Also one of the consequential factors the mentoring is the trust in the mentor.
Besides that, it also needs to highlight the benefits of altruistic behavior (Liu, 2007). In the context of altruistic, altruistic employees put others’ importance forward with their own, go beyond the requirement of duty and associate with ethical achievement stated by (Zhang, Zheng, & Wei, 2009). Moreover, leaders tend to act more altruistically towards other employees because they can gain benefit because having a good reputation in the organization, (Bereczkei, Birkas, & Kerekes,
LinkedIn is currently a successful company; however, changes in the internal and external environment might the efficiency and effectiveness of its strategy. In order to improve its business strategy and keep up with those changes, LinkedIn must continuously monitor and evaluate its strategy by completing an industry analysis, five forces model analysis, SWOT analysis and value chain analysis as they ensure other aspects of the strategy fit the condition of the market. Summary of Recommendations The following recommendations will assist LinkedIn to grow and expand its business and improve internal and external relationship with shareholders. If the company applies the correct methods and integrates the following strategy moves, in the three
There will also be meaningful participation from these employees which will assist in attaining the expected outcomes and there will also be some secondary gains. These gains will involve growth, understanding and the development of these employees into future leaders. Thereby resulting in the creation of the organization’s succession plan. There is also the added advantage of creating leaders from these employees whose learning curve is off such that it allows the leader of the organization to be delegate some his responsibilities. Hence his actions will be not only result in benefits for the organization but will be beneficial for him.
(Parker, 2014). A strong sense of meaning (experienced meaningfulness) is attributed to enriched work characteristics leading to increased job satisfaction and motivation. (Parker and Ohly, 2009). From individual’s work and personal outcomes being steered by development of “self-efficacy” (competence) to favourable results being seen for work engagement whilst mediating the effects of job characteristics on employee performance and Organizational Citizenship Behaviour, is testimony to the changing dynamics of how work is being done. (Oldham and Fried, 2016).
Inclusive workplaces that understand the needs of their employees and make them feel valued and respected have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing. Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent.
Impact of Service Quality on Customers’ Satisfaction Background: When customers receive good service, customer satisfaction increases. Businesses seek that their employees uphold a certain level of service quality to provide satisfaction so that consumers in return have a sense of loyalty towards the brand. When brand loyalty exists, customers will then most likely seek a specific brand over its competitors. Dimensions of quality of service include: tangibles, empathy, reliability, responsiveness and assurance (Arlen, 2008). Customers will be randomly chosen for this study to find out which aspects of these dimensions are most important to them, and those data will help businesses understand and build better strategies to enhance service