Hofstede’s Value Dimensions with Organizational Examples There are several value dimensions. The first dimension explains that the culture either focuses on the individual or the group (Vargas & Kemmelmeier, 2013). The organization focuses on the organization as an individual. The organization will make decisions that will reward the organization, and it may overlook other employees within the group. In order to reduce expenses, the organization reorganized the organizational chart, created more administrative positions, and eliminated departments and programs.
The nature and the different responsibilities we face in our daily life make flexibility at workplace today very important. However, flexibility needs not to be only from one side, it should come from two sides, the employer and the employee. It’s not enough for an employer to adopt flexible work arrangements (FWA) at workplace; employees must also be willing to make concessions. It depends on individuals working in the company to whether or not and FWA program is feasible. Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business.
*Unbalanced work life. Which influences an individual’s decision to continue or leave? Employee retention is a process in which the employees are encouraged to remain or stay with the organization for the maximum period of time or until the completion of the project. And not leaving the job. Or, in a layman’s language it is retainment of the employees.
considerably higher performance. 1.3 Conceptual Model It is proven that committed employees perform better. To design the survey, a deep understanding of the engagement`s drivers in the target organization is essential. Researches ensure engagement level is in a straight line correlated with the aspects of working life. However, the premium driver of all is a sense of feeling involved and valued.
I will first see the situation and will check why the employee wants to leave the organization .Once I come to know about it.I will find the main reason and counter offer him. Because to leave any organization there will be many reasons for eg : Dissatisfy, got better opportunity, Salary ,work environment and so on. So it’s the HR who need to take care of it and to retain the employee by giving counter offer or Offer a competitive benefits package that fits your employees’ needs and so on . Job Satisfaction : Job Satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. It isn't always easy to measure job satisfaction as the definition of satisfaction can be different for different people.
In addition I want to explore more about what factors the interviewees see as barriers in their job. Lastly, I have asked a bit sensitive question about the main reason that interviewees still working for the company so the data can be linked with the factors that influence on their job satisfaction.The open-ended question as table 3.1
Compensable Factors: The following step is choosing what the association "is paying for" - that is, the thing that variable or elements put one job at a more elevated amount in the job chain of importance than an alternate. These compensable elements are the measuring sticks used to focus the relative position of jobs. As it were, picking compensable components is the heart of job evaluation. Not just do these variables spot jobs in the association 's job progressive system, yet they additionally serve to advise job officeholders which commitments are remunerated. 3.
This model supports the idea of a relationship between personal characteristics and absence. This is because the decision to attend or not is, as suggested by Steers and Rhodes, influenced by the employee 's personal characteristics (Steers and Rhodes, 1978). Another theory that can be related to the variables of this research is the Maslow’ hierarchy need of theory which is related with the job satisfaction variable. A significant number of literature review on motivation stated that, employee has problem regarding what they want from their job. Hence, these decisions have been based on Maslow 's needs hierarchy, including the factor of prepotency.
In case the profit is not generated by human resource then the firm suffers loss and then human resource becomes part of a cost center and in that case, having human resource becomes loss as it involves only cost and no output in return. So we can say that profit center is like running an independent business as human resource works on behalf of an employer and works to get profit as they work for inflow of cash thus their job is really challenging as they control cash outflow
Next, neglect includes reducing work effort, paying less attention to quality and increasing absenteeism and lateness. Therefore, to avoid the consequences of job dissatisfaction, the employer must ensure that their employees are satisfied with their job. There are many factors that can affect job satisfaction such as work schedule flexibility (Carlson, Grzywacz & Kacmar, 2010). 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,