Goal-setting theory can be used in the management of objectives that ensures that both the management and employees know their duties. The reinforcement theory is crucial while trying to promote employee recognition program that is used to recognize and award best
(2011), suggested that intrinsic motivators were essential to get the best efforts from employees. Employee motivation is directly related with both employee performance and commitment as both utilizes motivational tools that indicate to facilitate commitment and performance as ideal factors when ascertaining the success of an organization, Nawab et al., 2011; Shahid & Azhar, (2013; Vallerand, (2012). Employee motivation single-handedly could be a promising fundamental determinant of job performance, Lin, Yu, & Yi, (2014). When fundamental elements of employee motivation are present, organizations may possibly be more efficient, Korzynski, (2013). In Giauque, Anderfuhren-Biget, and Varone (2013) it was proposed that motivated employees determined the level and extent of the performance of the organization and that leaders accepted and understood the importance of motivating its employees but have different opinions on what accurately motivates employees, Pinto, (2011).
It is because of this tension that an individual might react in a way that reduces the tension in him. Job Characteristics Theory Hackman and Oldham (1976); Schermerhorn (1984); Hellriegel, Jackson and Slocum (1999) and Dugguh (2008) cited by Ali et al. (2015: 419) proposed a framework to study how particular job characteristics affect job outcomes and job satisfaction. The framework states that there are a number of core job characteristics that impact on job outcomes and they are: • Variety of skills: it includes the degree to which a job requires a variety of different activities in carrying out the work and involves the use of different skills and talents of the
Therefore it would have been wise to communicate to the employees on what they were doing wrong. A leader is mandated with the role of setting direction on how he or she would wish the organizational activities to be carried out by the employees or
There are two different purposes behind doing an individual assessment those are selection which involves hiring and promotions. The second purpose behind an individual assessment is development this involves employee counseling and career planning. In performing an individual assessment an evaluation must be performed. An evaluation involves performing tests, conferences and appraisal methods. Job evaluation and compensation primary focus is to determine the appropriate compensation is being given for the expertise and responsibilities that the job requires of an individual.
Also the job performance means the degree to which employees do jobs in specific working conditions granted to them (Mohyeldin & Suliman, 2007). Spector (2008) believed that people can do their jobs well when they have the necessary ability and motivation to have a good performance. In fact, he believes that the ability and motivation, lead to satisfactory job performance. Staff performance is evaluated for two reasons. First, staff development, that this work is done by providing feedback and inform their weaknesses and strengths.
In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team & organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited & Everonn Education Limited. The Researcher has proposed to use descriptive type of research & Analytical type of result.
Project TitleA Study on Employee Relationship in an OrganizationObjectives1. To study various employee relations employee relations practices and its effect on the productivity of an organization. 2. To find out the challenges faced by employees at workplace. 3.
Training and development is defined as a structured mean of knowledge and skills acquisition needed by the employees to improve their performances (Ng, Lam, Ramendran, & Kadiresan, 2012). Training and development allows the employees to grow by gaining knowledge and becoming competent with their skills. Organizations that invest in training and development do cultivate a strong bonding with their employees’ (Aguenza & Mat Som, 2012). Globally employees are looking for organization that provides training and development programs that facilitate their career
Employee’s attitude and elation was having a major part in the success and failure of the organization. Positive attitude and negative attitude are the major key matrices of the attitude. The study of Job Attitude and job elation of employee towards organization is the essential things in the organizational success. Employee’s attitude will differ from person to person. Without having the proper attitude the employee can’t live in the organization.