A study focuses on Two Factors Theory of Herzberg et al., 1992. The theory is about the factors which influence on job satisfaction and dissatisfaction of an employee at work place. The factors are divided into 2 main factors; extrinsic and intrinsic factors. Extrinsic or hygiene factors focusing on work environment which can cause dissatisfaction among employees when unfulfilled. On the other hand, intrinsic or motivators factors can motivate employee and lead to job satisfaction if lack of motivators, employees may not be satisfied but not dissatisfied.
Responsibility - A leader should posses a sense of responsibility towards organizational objectives to get maximum capabilities out of employees. Self-confidence - Confidence in oneself is important to earn the confidence of the employees. A leader must be dependable and able to handle situations with complete willpower. Humanist - A leader must be sensitive towards employees’ personal situations and treat them with care and attention. Empathy - The capacity to understand the problems and grievances of employees and the view of the needs and aspirations of the employees that would assist in improving and strengthening human relations and personal contacts with the employees.
These variables are important because they all influence the way a person feels about his/her job. These components include the following: pay, promotion, benefits, supervisor, co-workers, work conditions, communication, safety, productivity, and the work itself. Each of these factors figure into an individual’s job satisfaction differently. One might think that pay is considered to be the most important component of job satisfaction, although this has not been found to be true. Employees are more concerned with work in an environment they enjoy.
Without a clear vision public officials or employees cannot successfully achieve the goal. Furthermore, clarity in setting goals adheres to the manner at which goals are set in the first place. Hence, when setting goals the goal will have to be written down and then assess depending on the employees ability. There after assess how the employee feels about the goal which have being set. Setting challenging goals, this enhances employees performance by increasing productivity due to the enthusiasm of the employee attempting to achieve the goal.
In exchange for their loyalty towards the orgnization and their effect for their work, employees form expectations. To improve the quality of their work, to realize their career goals and to ensure that they work efficiently, the organization has to mobilize various incentive mechanism. Organizations can support their employees by establishing properly working human resources procedures and performance evaluation systems, concentrating on career management activities and improving the employees’ physical working conditions. Organizational support theory explain the psychological process underlying POS as follows: Firstly, POS in the basis of reciprocity norm creates a feeling of necessity concerning the organization working towards
In the organisation it may improve an agent's motivation when carrying out decision as successful effect improve his report and hence his future reward. Delegations help managers to take control of time which is the most important part of a job. Managers can get free from details and give them time to work on other tasks and plan for work and departments work effectively . It motivates employees in your organization because they know they are learning. Delegation helps employees with an opportunity to show their strengths and talents and possible promotion.
While Consolidated Suppliers believes both approaches are important to motivate employees, intrinsic motivation is viewed as the more necessary approach. When Mr. Daoud was asked whether they rely on extrinsic or intrinsic rewards to motivate their employees,
A culture of sharing, support and respect and friendly working conditions are more likely to increase motivation. • Job security – The sense of job security directly influences employee satisfaction and when the employee feels insecure, they are likely to be dissatisfied. • Interpersonal relations at work – The work setting is made up of different people who come together for to attain organizational goals. It is therefore necessary that workers and supervisors respect each other. Satisfied employees are those that that have healthy relationships with supervisors and colleagues.
It is important to remember that good communication skills require the use of critical thinking, which allows us to take control of our opinions and mind-set in order to make better judgments without jumping to conclusions, which can ultimately lead to conflicts. Therefore, the use of critical thinking skills and good communication skills provides us with the intellectual standards needed to ask questions about the certain situations that might otherwise be overlookedNext, invest some time for communication skills in employee training and team building programs. Some people are inherently more social than others, but anyone can learn and practice effective communication skills to increase personal effectiveness on the job. Teach new subordinates the fundamentals of good communication, including listening skills, the concept of encoding and online communication challenges. During this training, importance of communication and problems arises because of technology uses can be anticipated the next time and prevent it at the same time.
The nature and the expectations of what the job provides, forms the bases for satisfaction and dissatisfaction. PURPOSE AND OBJECTIVES The aim of this research is to: • To investigate the level of influence of motivation and hygiene factors on employee job satisfaction and dissatisfaction in various organizations. • To determine the degree of influence of work environment on employee job satisfaction and dissatisfaction in an organization. • To understand why job satisfaction is not agreed to be contrary to job dissatisfaction in the context of organizational behavior and its structure. LITERATURE REVIEW The acknowledgement that there are some many variations to organizational