No doubt, this finding confirmed the argument made by Cotton (2003) that research on this relationship remains with the concept only on fundamental connection between the principal’s leadership style and school performance in terms of student achievement. Finally, the author observed different principal gender and different level of school will affect the style and the effectiveness of the principals. However, this study revealed that principal’s years of experience has no correlation with
One is based on traditional view, that is satisfaction that will occurs only to the performance of the job. This means efforts in a job lead to Rewards, which results in a certain level of satisfaction . another proposition says that, both satisfaction and performance is only with the wage and rewards. Various studies indicate that to a certain extent job satisfaction affects employee turnover, and consequently organization can gain from lower turnover in terms of lower hiring and training costs. Also this
2.2.5. EQUITY THEORY Equity theory suggests that employee’ perceptions of a working situation in terms of how fairly they are treated compared with others influence their levels of motivation; motivation is a consequence of perceived inequity (Adams, 1965). According to equity theory, employees make comparisons. Employees determine their own work outcomes versus the effort or inputs required to achieve the outcomes, and compare these with outcomes and efforts of other employees. If they recognize that their compensation is equal to what others receive for similar inputs, they will believe that their treatment is fair and equitable.
Herzberg (1976) explain connection between motivation to work and job satisfaction based on two types of factors. The first group are internal factors, which increase a job satisfaction level and refer internally employees: promotion opportunities, accepts the challenge, responsibility, etc. The second group are external factors such as: salary, work environment, organization policy, etc. If these factors are met this decreases the level of job
Job satisfaction scales fluctuate in the degree to which they evaluate the full of emotion sentiments about the job or the subjective appraisal of the employment. Full of emotion job satisfaction is a subjective build speaking to an enthusiastic emotion people have about their occupation. Consequently, full of emotion job fulfillment for people mirrors the level of delight or bliss their employment when all is said in done initiates. Intellectual job fulfillment is a more goal and sensible assessment of different features of a vocation. Subjective job fulfillment can be one-dimensional on the off chance that it involves assessment of only one feature of an occupation, for example, pay or maternity leave, or multidimensional if at least two aspects of a vocation are at the same time assessed.
For example for a young employee new car, promotion , better status and rank , high salary may be the priorities whereas for a old worker his honor, dignity and respect must be retained and reasonable pension must be awarded. Different countries have their own compensation system in order to motivate employees. Literature review: A compensation system : support the design whereby the input of employees is paid back . An effective compensation system can encourage employees to perform better , therefore it leads to increase in productivity and job performance. Compensation system is based on three factors: • job-based pay • performance-based
The researchers conducted their experiment in eight schools of the same district and chose 56 classrooms and teachers to observe. From the 56 classrooms, two students were randomly selected to be the target students. One student that was randomly selected was at high-risk for developing EBD, and one was at low-risk as determined by an empirically tested screening scale. The researchers found that teachers, on average, had a ratio of 1:1 for positive to negative feedback with the entire class population. This ratio was used as a baseline to compare the target students to in the second phase of the study.
1.2 Job Satisfaction Job Satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, working hours, and numerous other aspects of their jobs. There are many theories that explain the job satisfaction and various factors influencing it. A few of the theories that support the current study are listed below. Dispositional Theory: It is probably the only theory in job satisfaction that focuses in detail on the nature and innate behaviour of an individual. This theory states that one’s personality is an important determinant of the satisfaction level the person gets from the job.
The third category believes that many concepts and definitions of job satisfaction involve an evaluation process. Factors influencing job satisfaction of creating "job satisfaction" in a person is dependent on several factors together which lead to the achievement of the desired result. Lack of some of these factors may lead person to become dissatisfied with the job. Factors such as the amount of earnings the soul and the nature of work and its social status; prestige and reputation, enhance job safety, lack of role ambiguity, physical conditions, structure and organizational culture and communication with colleagues, according to the characteristics, performance evaluation, fit, flexible, innovative approach. Job satisfaction is a multi-dimensional attitude it is made up of attitude towards pay, promotion, relationship with co-workers, supervision, work conditions, benefits, contingent rewards, nature of work, communication, participation, performance evaluation system of the company etc.
• To learn the different ways that Riverside Housing adopts for ensuring maximum employee satisfaction. Significance of the Research Employee satisfaction depends on whether the company meets the needs of the employee and how it motivates him. The most common consequence of satisfaction with working conditions, management policies and relationships with colleagues is employee loyalty to the company as a whole. To understand the importance of job satisfaction, employers should take into account economic factors (Lapierre, et.al, 2008, 98). The cost of losing or replacing a single employee can be huge.