job rotation increases affective career-related outcomes such as employee satisfaction, motivation, involvement, and commitment. Work on executive development suggests additional benefits (Howard & Bray, 1988; McCall et al., 1988), including improved organizational knowledge—concerning business strategy and contacts in other areas, for example—and personal development, such as improved ability to cope with uncertainty and self-insight into strengths and weaknesses. Depending on the jobs experienced, rotation may be a form of enlargement or enrichment for an employee. The job design literature suggests additional benefits, such as opportunities for increased variety, challenge, and achievement (Campion & McClelland, 1991, 1993). Traditionally job rotation has been linked to some obvious advantages, as mentioned previously.
The effectiveness of career development can be seen if the career development activities were carried out jointly between the employee, employers and the organizations itself. When employees have a positive perception of their career development and been support by the organization, the employee tend to have high motivation in order for them to achieve the goals. Hence, employees who are contented with the work and his career will be faithful to the organization and work to develop profitability and productivity of the organization. According to Roy (2015) Career development is a process of moving forward employee career plan where it is involving effort from individual employees and organization to achieving balance between employee career aspiration and organization workforce requirement. According to Hall (2002) Career development is important to employee and employer because career development provide mutual value outcome to employee and employer.
When employees are motivated basically their job performance boldly increases and this will enhance organizational goals to be achieved competently and successfully with in little time period. Therefore organizations have realized this trend in recent times and the procedures and policies more or less focuses now on how to motivate their employees. This has become necessary because well motivated employees are the essential competitive benefit of every organization. Due to performance rewards and appraisal system that most organizations have adopted, this has increased the essential role in job satisfaction and motivation at place of work. But this trend differs from one person to another and one organization to the other.
Now we move on to explore the effect of participative management on job satisfaction. It is widely believed that participative management improves employees’ job satisfaction. Public companies have also turned to strategic planning to enhance government performance and accountability . A study was conducted to explore the relationship between participative management in the context of the strategic planning and job satisfaction whose key findings were : it demonstrated that a participative strategic planning process positively affects employee job satisfaction which results in reduced absenteeism and turnover, the study 's findings suggest that employee participation in strategic planning contributes to organizational effectiveness. It also indicated that individuals who participate in strategic decision-making processes are able to influence their work environments in the widest possible ways.
In details, Taylor promoted a fair payday for a fair work day. This idea is applied in Tesco. Tesco is rated high with its compensation and benefits as results of job reviews on Glassdoor. Tesco is aware of the importance of its employees as valuable assets. Thus, the company has invested heavily in its employees mostly by remuneration strategy.
During 1950’s and 1960’s, the thrust of development was on higher economic growth through industrialization. Thus the GNP growth rate was emphasized as the indicator of development. But the development experience of LDCs in 1950s and 1960s brought about a change in the concept of development. In many developing
The Effects of Job Satisfaction From the all studies employees fulfill the satisfaction level of the job. Analyst says that occupational fulfillment is more important. Fulfilled employees serve the customer promptly. It is the representatives who take the brand picture of the organization. High job satisfaction may lead to; High productivity of the organization Reduced turnover ratio Redusing of absenteeism Redusing
The greatest impact of money on productivity and performance is in jobs where performance is directly related to compensation. For example, the knowledge of receiving a bonus after achieving a certain sales quota will likely motivate a salesperson to increase productivity.” I think this is a great example and a great reason why compensation is so important to motivate employees. When a employee feels as if he is working for not only the greater good of the organization but will also be recognized for his ongoing hard work, he will be motivated more to succeed. It brings a greater level of passion towards in organization, which directly leads to greater success from both the employee and
Employee satisfaction is considered either as an overall feeling about the job, or as a related set of attitudes about various aspects of the job (Spector, 1997 as cited in Pastuszak, 2011). Employee satisfaction has continued to be a notable area of discussion in the field of management and especially in organizational culture and human resource management for a long period of time. Employees are perceived to be more loyal and productive when they are satisfied and these satisfied employees affect the customer satisfaction and organizational productivity (Aydin and Ceylan, 2009). Employee satisfaction is an important variable that is able to give an idea about the general emotion and thinking forms of employees about their job and workplace. Performance appraisal activities such as cooper¬ation, goal setting, communication and feedback affect satis¬faction with performance appraisal that consequent¬ly affects employee satisfaction and productivity.
Viable these mentioned factors, employees should create/produce such products which will capture and retain the perception of GORC in customers mind. This perception will give a boost to overall sales and profit calculation which will portray a final Image of building a concrete customer brand loyalty relationship, which may in future increase the sales and profits to an exponential level. Thus the responsibilities practiced are key elements of creating and retaining customer strength. Company gives more benefits or packages to the employees because the company wants to stay employees and their employees can’t go to the other company. They give bonuses, low burden of work and high salary.