“Working out 3 times a week” is a goal that requires only identifying a preferred place or form of exercise. “Making 5% more sales” may involve many more tasks to reach – marketing plans and collateral, incentive plans for salespeople, research, lead nurturing, etc. How are the principles of job enrichment applied in this case? Job enrichment can be described as a medium through which management can motivate self-driven employees by assigning them additional responsibility normally reserved for higher level employees. By doing this, employees feel like their work has meaning and is important to the company.
How the principles of job enrichment have been applied There is an incredibly large focus on job enrichment by Layman (2011) and she defines this as: “addition of new tasks at higher levels of skill, responsibility, and accountability”. Job enrichment is not always a silver bullet and should best be used under certain cultures and situations. Layman (2011) in her guide gives situations, solutions, and actions to these needs. Of these situations, Layman suggests that the best time to use job enrichment would be for employees who fall under: “Boredom, careless errors, tardiness, absenteeism, low moral”, “Boredom, mediocrity, skill levelling”, “Low morale, low accountability”, and “Delays in decision making” (All by Layman,
This model of partnership affects employees, creates a feeling of usefulness and inspires them to work hard. Some other methods are - name the employees publicly, place employee names in a newsletter or send out a company-wide email announcement. When workers do not feel confident and satisfied, they would rather leave the company, or their job will be unproductive. Novak (2016) researched the influence of motivation by recognition and got visible result: “82% of employed Americans do not feel that their supervisors recognize them enough,” another important thing which was discovered is “40% of employed Americans say they would put more energy into their work if they were recognized more
A lot of the researches found that companies’ performance is highly related with the job satisfaction of the employees. According to Locke (1976), job satisfaction is “a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences.” Factors such as job security and income can influence the job satisfaction. However, recent finding found that job satisfaction of the employees was mainly influenced by their attitude and personality. The following will describe how the attitude and personality of the employees’ impact their job satisfaction. Furthermore, why should managers concern about the job satisfaction of their employees.
1. INTRODUCTION The purpose of submitting this report is that a critical review have been done on the journal ' The impact of employee motivation on organizational performance (A study of some selected firms in Anambara State Nigeria), which is using primary data for the research. Employee motivation is a widely researched area. This is due to the positive effects motivation has on organizations and their performance. Research shows that motivated employees tend to display more positive work attitudes than employees who are not motivated.
Importance of Job Satisfaction In the organizational behavior researches, it is found that job satisfaction plays a positive role on both the employer and the employee. Importance of job satisfaction from these two interest groups are discussed below: For the employer, if the organization gets a group of satisfied workers, it will enjoy a better turnover and productivity. The organization will have a goodwill and a mystique will be created. As a result, employee retention rate will be high resulting stability within the organization. Customer, client or citizen satisfaction will be ensured through a group of distinguished, self-esteemed and satisfied workers.
Meanwhile work culture is also playing a vital role in making people lead new ways of life that is less sophisticated and more meaningful. This change has flagged a palpable hint on employee motivation and employee management which would assist them in making critical decision of whether to stay in the organization. Such affective attitudes along with affective commitment towards the organization may open potential employment opportunities in the future. Study also revealed incentives in the form of appreciation mails, prizes, promotion, and visa initiation improved employees’ attitude towards work. Other organizational dependent elements such as policies, opportunities, work allocation and leadership were equally instrumental in guiding and promoting good employee attitude which in turn lead to job satisfaction.
Objective of the Study • To identify the different leadership styles and their relationship with employee productivity • To determine the relationship between leadership styles and employee motivation • To ascertain the effects of leadership styles on employee morale • To determine the relationship between employee productivity and placement • To examine the significance of leadership styles on organization survival • The research in testing the effectiveness of a leadership is fueled by the objectives. A research without purpose is worthless and part of the aims is to introduce the best leadership approach. • 1. To explore the leadership styles that contributes to employee performance. • 2.
Increases Productivity: Redesigning their job functions and duties makes employees much comfortable and adds to their satisfaction level. The unambiguous job responsibilities and tasks motivate them to work harder and give best output. Not only this, it also results in increased productivity of an organization. Brings Belongingness in Employees: Redesigning job and allowing employees to do what they are good at creates belongingness in them for the organization. It is an effective strategy to retain talent in the organization and encouraging them to carry out their responsibilities in a better fashion.
Job Enlargement. Giving the worker/group additional responsibility/tasks, that is, expanding the points of transformation. c. Job rotation. In order to faciliate and end-to-end working schematic, the individual’s job tasks are varied at pre-described intervals so that coverage of all (or many) points of transformation are familiar to each employee. 2.