If one can't work well with others, this does not only create barriers in communication but also affects their output. C.) shows that graduates are satisfied with the salary they receive. Graduates seek employment because they simply want to work and they want to receive their own salary. Although they are very satisfied with their management and colleagues’ treatment, this goes to show that many people see work as an integral part of their lives and not just an opportunity to earn money. If their salary can suffice their family and personal needs, they are most likely satisfied with it.
In my opinion leadership is a trait where an individual working within an organization as an employee has the ability to lead people in a manner that enables the organization to achieve its goals and objectives. A leader guides his/ her team members, provides them with the opportunities to learn from mistakes, provide positive feedback and also to exercise authority wherever needed. In addition to this a leader should also possess sufficient management skills to manage the work of his/ her team members and also to cope up with stress and change. I feel that affluent leaders are born and then made or refined into successful heads who carve the way for organizational success.
The Philosophy of Transformational Leadership According to Grant (2012) transformational leadership is a philosophy that conveys a vision and creates action for change that focuses followers’ awareness on their contributions and mission accomplishment. Transformational leaders are known to be passionate and are able to articulate their vison to motivate followers. Roueche, Baker III, and Rose, (2014) suggest that a transformational leader is able to engage the follower in a manner that allows communication of needs to be reciprocal in nature. The process involved in the philosophy of transformational leadership, allows for the superior to coach or mentor followers. The goal would be to personalize and stimulate the follower in a manner that
For example, when the work is done well, the higher management can track and can recognize the staff for their hard work. Empowerment A good organizational chart also results in a sense of pride among members of the company due to the empowerment of their responsibilities and authorities. There is understanding of what they are allowed to do and what they are not. As a result of that, there will not be miscommunication and confusions. 1.3 Ways to improve efficiency Employee Morale To improve efficiency of the organisational chart, the organisation have to keep the employee morale high.
Fair pay and benefits are likely to promote job satisfaction. Employee- supervisor relationships effect retaining talent. If one can build close relationships with their peers, this shows your organization has a positive workplace. Providing job security is an effective way of retaining talent. People are drawn to careers that provide a steady paycheck.
A person will only perform at a certain level if they believe that the performance will lead to a given expressed outcome. Instrumentality can be described as the thought that if an individual performs well, then a valued outcome will come to that individual. This well explained by the instrumentality theory Reward has therefore been seen to be a vital instrument in employee performance. This is because a well rewarded employee feels valued by the company. The employee is thus encouraged to work harder and better if they are aware that their well-being is taken seriously by their employers, and that their career and self-development are also being taken care of by their company thus increasing employee performance, Condly et al,(
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.
This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them. It is important to note that benefits of the OCB are mutual to company and its workers as well as third parties such as customers, suppliers etc. OCB works as an incentive for employees as they know that they will be not only well rewarded for their hard-work done which consequently encourages positive behaviour and turn professional success for the individual. It is a win-win situation. A meta-analysis by Borman revealed that conscientiousness was the most powerful trait
This is due to the fact that that employees have a strong preference with working environment which are innovative, creative, and not dependent on macro-management and adherence with fellow colleagues. Management need to maintain conducting the “one-to-one” with their staff they manage directly to mutually set achievable work goals as well as best practices which will help them attain their goals. In order to improve organizational culture, it is advisable that Managers need to empower their staff by delegating more challenging tasks so as to boost the confidence of its employees. The management in service sector needs to set out rules that are viewed as fair to employees which will help in developing a bureaucratic culture. This can be achieved by having a two-way communication channel and by encouraging feedback; for example, having a suggestion box as a tool for airing views and feedback concerning rules set out by Management.