Value Of Job Satisfaction

Risks associated with the reward system that employees must be prepared to accept in the package are reducing of income and allowances, tax implications that are potentially costly with the incentive pay and last but not least overstated availability of incentive pay during designing of reward system and earning less at the end of the reward period due to budget constraint. Incentive pay should fully replace traditional pay. Incentive pay is awarded based on the unit or group to which an individual belongs in reaching a set goal. The reason why incentive pay should replace traditional pay is incentives pay utilizes the strategy in an attempt to increase teamwork and promote flexibility, while also boosting productivity and openly communicating shared vision, performance expectations and success.With reference to traditional pay itonly supports command and control management and traditional job hierarchies with highly structured design with little room for

Inequalities within clinic environment are of a high variety and entrenched within the past of poor socioeconomics and lack of fairness or justice between various classes and populations. Due to this, what is the purpose of strategic communication for conduct, societal, and corporation modification in developing a standard of care and directing well-being inequalities in clinical adjustments? In medical adjustments, the investment of communication to removing health inequalities by the perfecting character of care has a wide range. For instance, effective communication strategies have been related to stable liability of workers with quality development interventions. Properly planned and realized communication interventions may: develop the

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.

Nursing Shortage is a problem we all should be aware of. There are many factors that may lead to a nursing shortage, such as having stressful and unsafe working environments, and our nurses are being overworked. This is a problem we should be aware of because it is affecting the patient care. Nurses would not have enough time to stay with a patient if they have more patients to worry about. Nurses play a big role in our hospitals and communities, “Nurses play significant roles in hospitals, clinics and private practices.

Motivation is a critical element of success in any health care organization as it increases the productivity of and reflects on the achievement of higher levels of output. Motivated people are crucial to create a sustainable competitive advantage for organizations (Frey and Osterloh, 2000). Regarding action plan, several studies showed that planning is of paramount importance for health organizations. Proper planning leads to effective management, as it serves as guides to all management functions (Lithuanian and Lithuania, 2001). Monitoring and evaluation are crucial for any organization.

1. Physical and mental health: The degree of job satisfaction affects an individual physical and mental feeling, its favourableness and unfavourableness affects the individual psychology which ultimately, affects the physical health further, since a job is in an important part of life. Job satisfaction influences general life satisfaction. The result is that there is spill over affects which occurs in both directions better job and life satisfaction. 2.

Employee performance: Performance is measured through appraisal, employee efficiency, attendance and 360-degree feedback. Employee Turnover: Losing valued and non-valued employees can take a toll on an organization. The successful use of talent management through Recognition and reward can help to prevent the turnover rate of workers. High Potential: Employees with great potential can measure the ability and skills they possess, their yearning of escalating within the organization and their overall capability. External versus Internal Hiring: knowing when to develop or acquire talent can be cost-effective for the organization.

Introduction The perspective of the healthcare access, availability, delivery, effectiveness, efficiency, and quality, are defined by the perceptions of the organization view of Social, Economic, Organizational, and Public Health models that shape the healthcare system. In today society, healthcare is an important aspect of the wellbeing of the community. The primary tenant of this model (organizational model of health) focuses resources on some defined components of medical care. The system coexists in a manner that is mutual as well as being distinct. The state has developed a health care system plagued by logistical problems and errors leading to the unfair distribution of quality health care and rising cost.

1) One theory that could be used to refer to motivation in an organisation such as DrainFlow is Frederick Herzberg’s ‘Two factor theory of motivation’ theory, [Huczynski and Buchanan, 2001, p. 305]. According to this theory, there is two sets of factors that could make an employee to be content or discontent with their job, the motivator factors which consists of the individual’s level of achievement, advancement, growth, recognition, responsibility and the work itself, this would lead to the satisfaction of employees. The other factor is hygiene factors which consist of the individual’s pay, company policy, supervisor style, status, security and working conditions, which would lead to dissatisfaction, [Huczynski and Buchanan, 2001, p. 305]. According to Frederick Herzberg (1968), an increase of hygiene factors or context factors would not lead to an increased of motivation and performance despite it removing the dissatisfactions of an employee. Rather he argues that organisations should use Vertical loading factors to satisfy job enrichment of an employee.

In a health care setting, the consequences could be dire. Most of the power struggles that occur in the health care setting can be traced to poor communication, lack of understanding, poor job descriptions and poor leadership. In the modern work environment where everyone is empowered, effective management of conflict is necessary to resolve inherent power struggles. Training to avoid power struggles