According to Hall (2002) Career development is important to employee and employer because career development provide mutual value outcome to employee and employer. According to Prince (2005) career development provide competitive advantage. To maintain and gain competitive advantage organization required talented employees and high competencies employees and this intention is required organization to plan career development to the employees (Prince,
He stated that there is a positive relationship between employee performance and motivation which includes four variables, namely, the employee effort, employee performance, organsational rewards or work outcomes and personal goals (Parijat and Bagga, 2014). The theory stated that the employees desire that their performance met the organisational rewards that will ultimately lead to higher salary, bonuses and promotions. Mary (2010) opined that this theory aids employers to know how employees viewed the organisation during the exit
Compensation is the value of work of employees according to the agreement between employer and employee. (Benham, 2011) It helps to play the most effective role in organization to reduce the employee’s dissatisfaction, and also to motivate and the better performance of employees. So, it is very important to have a good compensation plans. According to Maslow’s hierarchy of needs suggests that people have similar types of needs from low level basic to the need for achievement like job satisfaction and fulfilment being the best motivating
The BPO sector plays an essential role as keystone of the economic development of a country. This study attempts to evaluate job satisfaction of employees in different BPO companies. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also investigates the impacts of age, sex differences, work experience and Designation on the employee’s attitudes toward job Satisfaction. The result shows that Career path, rewards and recognition, employee’s appraisal and company’s policies are the most important factors contributing to job satisfaction.
Career bands provided employees to be rewarded for current performance and career growth. To support the new compensation system, the performance management system was developed. The system used performance goals that were tied to business strategies and objectives. So this system can work properly there were managerial training. The managerial training was key so managers could use the system effectively so they can tell the employees the importance of performance and its links to compensation.
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.
I will also look at how this research can improve the organization’s marketplace position from an HR perspective. Motivation Motivation is one of the important function of HR in an institution which every institution must practice as this brings about high performance, as a result increase in productivity which will also in turn increase the profit turnover of the organization. When a person is motivated the degree at which the person works is amazing because it affects the person psychologically and this makes them work with more persistence and vigor. Every employer must know that, it is very vital for any institution that its employees are motivated, because if employee motivation level is at a robust point than they can make good performance to get organizational goals. In Ghana most employee motivation is very incomplete area, therefore it is the obligation of supervisors to take concrete and active steps to building motivation level of employees.
As far back as 1911, Frederick Taylor and his scientific management associate described money as the most important factor in motivating the industrial workers to achieve greater productivity. Taylor viewed compensation and performance based pay as one of the major tools management had at its disposal to motivate personnel and to increase their productivity and reduce turnover Dulebohn, Ferris, & Stodd (1995). Money possesses significant motivating power in as much as it symbolizes intangible goals like security, power, prestige, and a feeling of accomplishment and success. Sinclair, et al. (2005) exhibits the motivational power of money with the process of job choice.
the liking or disliking of a job. 2.4. The Importance of Job Satisfaction Job satisfaction is very important for an organizational performance. In this regard, Ahmad et al (2013) states that job satisfaction could result in improved productivity, innovation and dedication to maintaining quality of service given to clients. Employees are more likely to operate most effectively when their needs are satisfied (Bekele &Darshan, 2011).
Zadeh, on the other hand, researched on the effect of the theory to empowering employees/staff. Their main hypothesis is that there is a significant relationship between the theory and staff empowering. The result of the research indicated that there is a relationship between the theory and staff empowering. Of the two articles stated above both of them made use of the theory properly since the theory of Likert motivates humane factors that where Dr. Likert considers it as an effective way of leading a group. The variables relate well to the theory for job satisfaction and staff empowerment deals with the feelings and emotions of the employees.