...and Job Satisfaction Published by admin at 11:14 am under Example of Research Papers Thesis Statements: Attitude and Job Satisfaction: A worker attitude towards work is directly linked to the job satisfaction; a worker who is satisfied with his job performs better and excels at what he does. It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity. Introduction Worker attitude and job satisfaction deals with how an organization behaves. It involves the management directing employees into improving organizational and personal effectiveness. It plays an enormous role in determining the attitudes of employees and their job satisfaction. When an employee is happy, it is usually because they are satisfied with their work. This also improves the quality of their work. Attitude and job satisfaction may not fall completely on the management but also on the employees. If employees enjoy their work, they will not need external motivation from management, but instead the satisfaction they attain from completing their work will motivate them (Robbins, 2004). Job satisfaction is an individual’s contentment with their work. Its effect on productivity is either positive or negative. The relationship between job satisfaction and job productivity is however not consistent. An individual may still obtain high job productivity without having the satisfaction in...
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...are some theories to help him like his job let alone feel motivated by it. On the basis of this case, Bruce has low job satisfaction and does not have motivation on his work, especially that time Helen re-structuring process. Otherwise Bruce feels socially isolated at work. So he needs some theories to change his attitude and values in order to help him to rebuild the high level of job satisfaction and motivation in the future. In this article, it will use three aspects to analysis Bruce action and find the solutions of these problems. First of all, it will use the job satisfaction and attitude to analysis why Bruce has low organization commitment and low productivity, then let Bruce enhance his job satisfaction and motivation within his work. What's more, it will introduce that Herzberg’s two factor theory to solve Bruce's problems. Lastly, some suggestions will be given to balance the two different values in order to help Bruce to continue stay in the workplace. Analysis Job satisfaction Job satisfaction plays a significant role about each person to enjoy his job. From this case Bruce has low satisfaction with his work, such as he does not satisfied his salary and position. According to Robbins et al(2008,p79) 'a person with a high level of job satisfaction holds positive feelings about the job, while a person who is dissatisfied holds negative feelings about the job'. Firstly, it has to talk about the reasons of job satisfaction. It is public knowledge that there is...
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...Project On “Job Satisfaction with reference to Compensation” “A Study of Nationalized and Private Bank” Submitted for the Partial fulfillment of the requirement for the Degree of Post Graduation Diploma in Management in Human Resource Department Submitted To: Prof. Amit Tiwari HRM Faculty, IPER Submitted By: Pooja Tekwani Trim 2, 2012-2014 ACKNOWLEDGEMENT My liabilities are too copious to enumerate, but the most worthy after ought to undoubtedly be declared. I profoundly spread my gratitude to Dr Suchi , my research escort for her insightful and helping ways across this particular research and all those learned suggestions. I additionally thank all the teachers of Amity, who have gave a lot to my research work. Lastly, I express my thankfulness and spread my appreciation for all those subjects who participated in my whole research to discover and I express my heartfelt cheers to the congregation of passion for upholding me in all ways. Sonia Harchandani Date: - MBA. 2014-2015 Semester 2 PREFACE This project report is related to the “Job Satisfaction w.r.f to Compensation”, “A Study of Nationalized and Private Bank”. It contains the information regarding the satisfaction level of employees...
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...Table of Contents 1. Introduction 2 2. “Manager should do everything they can to enhance the job satisfaction of their employees”. Discuss your view on and support your position whether you agree or disagree to the above emphasis. 2 2.1 What is Job satisfaction? 2 2.2 What are the outcome of job satisfaction? 3 2.3 Understanding employee attitudes and motivation 4 2.4 Methods for Increasing Job Satisfaction 5 2.5 Responsibility of manager on job satisfaction 5 3. “Thirty-five year ago, the young employees we hired were ambitious, conscientious, hardworking and honest. Today`s young workers don’t have the same values towards work.” Do you agree or disagree with this manager`s comments? Support your position with research evidence. 6 3.1 Values 6 3.2 Values Across Cultures 7 3.2.1 Power distance 8 3.2.2 Individualism versus collectivism 8 3.2.3 Masculinity versus Femininity 8 3.2.4 Uncertainty Avoidance Index 8 3.2.5 Long term orientation versus short term normative orientation 8 3.2.6 Indulgence versus Restraint 8 3.3 Deficiency, Need and Desire differ the values of individual 8 3.3.1 Physiological needs 9 3.3.2 Safety needs 9 3.3.3 Love and belonging 10 3.3.4 Esteem 10 3.3.5 Self-actualization 10 4. “Recognition may be motivational for the moment but it does not have any staying power. It`s an empty reinforce, because when you go to the grocery store, they don’t take the recognition as a form of payment.” Discuss...
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...the task, which has to be accomplished, is a very important element in a plan. The team members need to understand the purpose of the task and how the project can benefit them as well as the organization; this will motivate the team members as a whole. The team members are willing to indentify the job and actively participate in accomplishing the stated tasks. The team members increase their performance as they identify themselves worth in the organization. This will definitely help the team members to link their attitudes to their motivational levels and to their job performance. An efficient leader is required to create the energy in the team. The leader would help the employees identify that they have a common and a shared purpose in the successful completion of the project. The leader should present the project as a challenge, which is appropriate enough to create enthusiasm and thrust among the team members. Then, the team would identify a sense of ownership in the tasks, and this would certainly develop their motivational levels to be the functional team. Communication is the key for an efficient working in the plan. Interpersonal relations improve by proper communication amongst the team members. This will not only benefit the team by increasing the efficiency in the organization, but will also boost the motivation and instill the confidence in the employees. Otherwise, the personal developments relate to the benefits of employee, which would naturally associate...
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...Mitigating the Adversity of Outsourcing: Outsourcing from the Employee’s Perspective Schillen & Steinke Mitigating the Adversity of Outsourcing: Outsourcing from the Employee’s Perspective Sarah J. Schillen Seattle Pacific University USA sschillen@gmail.com Gerhard Steinke Seattle Pacific University USA gsteinke@spu.edu ABSTRACT This paper explores how outsourcing activities and decisions put the well-being of the remaining employees at risk, ultimately affecting productivity and creating further costs to the employer. It highlights four potential threats to remaining employees: trust, job satisfaction, motivation, and stress. The paper provides several suggestions for mitigating these impacts, including communication to retain trust, acting ethically to ensure satisfied employees, seeking an understanding of employee perspectives to build employee motivation, and providing good planning along with training and development to reduce employee stress. INTRODUCTION Globalization provides organizations with more options than ever before. Business leaders are continuously encouraged to adapt, reevaluate, and strategically improve processes and approaches. Best practices are reinvented rapidly in attempt to keep up with market trends. The quest to recognize new methods for increasing revenue has become the inspiration for exploring new management techniques and strategies. One such rising trend in the advent of global markets is that of outsourcing. Common purposes for outsourcing...
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...CHAPTER 1 INTRODUCTION 1. PRE-AMBLE An extensive review of job satisfaction is conducted to telegraphs their openness to employee input throughout related variables. The second is to genuinely to access what is on their employees’ minds about satisfaction. The performance between departments will be appraised through the survey. Different employees will have different minds about job satisfactions, so that ranks of satisfaction level will be particularly measured regarding organizations commitment and employees evaluations. 1. OVERVIEW OF THE STUDY Job satisfaction is workers’ sense of achievement and success on the job. It also could be defined as the extend of how workers contented with the rewards, particularly for their intrinsic motivation ( Statt; 2004). Job satisfaction importantly to express favorable attitudes and feeling toward jobs, it could be negative and unfavorable attitudes or positive and favorable attitudes. Hence, complicated to measure satisfaction because different people have different meaning of it, especially related with organizations commitment. Every organizations should conduct job satisfaction survey because it may serve as indicators of organizational performance. Through job satisfaction evaluation different levels of satisfaction in different organizational units can be defined, but in turn can serve as a good indication regarding in which organizational unit changes that would boost performance should be made(Aziri;2011)...
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...relating to job satisfaction is of major interest in the field of organizational behavior and the practice of human resources management now. The interest steamed from the belief that the satisfied employees are more productive than dissatisfied employees are. This interest induces the management academics to conduct many researches regarding different issues in the field of job satisfaction. Employees spend most of their time at work but they are not completely satisfied from their job that’s why satisfaction is not only important for employee’s wellbeing but also for organization wellbeing. Attainment of a high level performance through productivity and efficiency has always been an organizational goal of high priority. In order to do that highly satisfied work force is an absolutely necessity for achieving a high level of performance advancement of an organization. Satisfied worker leads to extend more effort to job performance, then works harder and better. Thus every organization tries to create a satisfied work force to operate the well- being of the organization. However, the total organizational performance depends on efficient and effective performance of individual employees of the organization. Therefore, every organization places a considerable reliance on their individual employee performance to gain high productivity in the organization. Employee effort is an important factor that determines an individual performance will be. When an employee feels a satisfaction about...
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...grow psychologically Herzberg's Study There are two hundred engineers and accountants in Pittsburgh were interviewed. To test the hypothesis, engineers and accountants were interviewed to assess events that led to significant changes in their job attitudes and to determine the factors that caused those changes. Herzberg's study consisted of a series of interviews that sought to elicit responses to the questions: (1) Recall a time when you felt exceptionally good about your job. Why did you feel that way about the job? Did this feeling affect your job performance in any way? Did this feeling have an impact on your personal relationships or your well- being? (2) Recall a time on the job that resulted in negative feelings? Describe the sequence of events that resulted in these negative feelings. RESEARCH RESULTS It appeared, from the research, that the things making people happy on the job and those making them unhappy had two separate themes. a. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existent at workplace, then they lead to dissatisfaction. b. Motivational factors- According to Herzberg, the hygiene factors cannot be...
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...turnover and absenteeism. Current Situation Recessionary environment & significant changes in competitive landscape are forcing Omega to change their cost plus contracts to fixed price, giving a tough time to the company. To improve competitive advantage in this situation it is seeking BS 5750 accreditation. Due to limitations on spending, company is keeping overheads under control & also minimizing indirect labor. To cut down on cost, inadequate funds are available for development of employee benefit package, low budget for training & development & no appraisal scheme. Lack of formal communication policy has led to ad hoc nature in upward & downward communications. The above factors have resulted in low employee morale with poor quality and low productive work. Also there has been a steep increase in labor turnover & absenteeism rates. Thus, to enhance job satisfaction, personnel manager has been assigned formal attitude survey. The Questionnaire comprised 83 items...
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...Sustains Middle Management Job Satisfaction and Job Retention for Organizational Success Vivienne Huang Author Note Correspondence concerning this article should be addressed to Vivienne Huang, E-mail: Vivienne.huang@gmail.com Abstract Managerial leadership styles greatly determine how organizations deal with challenges and capitalize opportunities in the hospitality industry, especially for organizations with multi-level operational structures and numerous geographic locations. Changes of managerial leadership style of senior corporate management can significantly impact job satisfaction and retention of middle managers which ultimately affect a firm’s ability to maintain customer satisfaction, enhance competitive advantage in the marketplace, and sustain profitability. While traditional management approaches supply standards and processes, direct and control people, work in the system to deal with status-quo, effective managerial leadership provides leaders the integrating capacity to significantly impact on the life of their followers and the future of the organization. Interactions between top management and middle management are critical for meeting organizational objectives and executing strategic development. Top executives must carefully examine and determine the most appropriate managerial leadership style that inspire, motivate, guide and support middle managers to achieve higher performance, commitment, trust and morale that lead to sustainable success of the...
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...they organization has been struck with issues that stem from poor organizational management and behaviour (Hickie, 2012). Customer dissatisfaction and lack of customer loyalty has been a problem experienced by the organization stemming directly from a lack of employee satisfaction. To solve this problem the group has asked, “How can China Mobile increase its customer service satisfaction and in turn increase its customer loyalty?” Using the concepts and principles of organizational behaviour, the research questions have been analyzed resulting in recommendations and alternatives to overcome the issue. Job satisfaction, a reward system, goal setting and a change in organization culture is seen as the effective strategies in which to overcome employee dissatisfaction. Of these concepts, the reward system will best be applied to the organization. Outlined in the following document is our analytical viewpoint of China Mobiles’ customer service problem and our recommended solution. Statement of Research Questions Research shows that more and more customers choose or switch to other mobile companies because they not very satisfied the service offered by Chinese Mobile Communications Corporation (CMCC). Although the telecommunication industry in China is...
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...growth agenda, focused on four areas: Values, Leadership, Talent and Performance. Morrisons recognised that its colleagues are their most valuable asset and their success relies on them delivering great service to its customers everyday. To do that it must ,attract, motivate and develop skilled colleagues to ensure Morrisons achieves its business objectives, grows and has long term success. Engaged and involved employees are vital to the success of the business as a whole but also individually to a specific site, whether it be in manufacturing, depot or store. A target of 82% colleague engagement index (CEI) was set by the business as benchmark for all sites to achieve, thus ensuring their colleagues are motivated and satisfied in their jobs.. So that is the problem. How to get the CEI index to 82% in each location of the business? The "Climate survey" is issued to every colleague, and they are encouraged to give considered opinion of their site and business. Those responses are then independently analysed generating a report for the relevant site. For the case of this essay store 282 Fakenham's results are being used in...
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...and output (Dessler, 1995). Generally, performance appraisal is effective in that it helps underperforming employee’s worker harder for better ratings in future.After completion of an appraisal cycle, the management needs to reach each employee to discuss and mutually come up with plans to improve future performance. They need to outline in detail the type of behaviors and actions that an employee can work on and improve for better future ratings. Performance appraisal is the foundation of reward systems and this is what leads to improved performance and job satisfaction. Rewards and recognition which are based on job performance have proven to lead both to job satisfaction and improved performance. Expectation of a reward leads to improved performance and the reward itself leads to job satisfaction (p 205). Also, itenhances communication between the employer and the employee, which results in job satisfaction and organizational commitment. Communication happens in terms of feedback and the overall progress of the process,...
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...of Job Satisfaction Job satisfaction refers to the degree of favorableness of an employee’s attitude towards his or her job. It is basically the degree of enjoyment or pleasure an employee feels toward his or her job. Job satisfaction refers to an individual’s general attitude towards the job. It can be affected by such factors as working conditions, pay and benefits the individual’s toward the organization and supervision and toward the work itself, and the individual’s health and age. Therefore job satisfaction is a general attitude resulting from specific attitudes and factors. It is an individual’s mindset with regard to a job. That mental set may be positive or negative, depending on the person’s mental set with regard to the major components of job satisfaction. Supervisor-Subordinate Relationship Supervisor-subordinate relationship is an important influence on job satisfaction in the workplace. The way in which subordinate’s perceive a supervisor’s behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression, and body movement is crucial to the superior-subordinate relationship. Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional expression. Nonverbal immediacy from the supervisor helps to increase interpersonal involvement with their subordinates impacting job satisfaction...
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