...Congruence 6 3.2.1 Definition 6 3.2.2 The effect of value congruence on the three types of organizational commitment 6 3.3 The Five Factor Model 7 3.3.1 Definition 7 3.3.2 The effect of the model on the three types of organizational commitment 8 4.0 Conclusion 9 5.0 Recommendations 10 6.0 References 11 1.0 Introduction 1.1 Purpose of the report The purpose of this essay is to provide recommendations for the human resource practitioners to increase employee job satisfaction and organizational commitment in the company by taking into account the personality of an employee and his/her influence on job satisfaction and organizational commitment. 1.2 Personality Personality is defined as the sum total of ways in which an individual reacts to and interacts with others (Robbins & Judge, 2012). In modern organizations, management has started to take employee’s personality in to consideration in order to increase the effectiveness and efficiency of employees to improve the employee’s performance resulting in higher levels of job satisfaction and organizational commitment hence reducing turnover. 1.3 Methodology Information for the purpose of this report was obtained through the recommended text book, other books and journal articles. The essay will feature useful information regarding the...
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...Proposal to Implement an Employee Wellness Program at Electronics, Inc. Deena Lampe National American University Abstract This paper is a proposal to implement an employee wellness program for the employees of Electronics, Inc. This proposal contains background on the need for, and benefits of, instituting an employee wellness program, the importance of employee wellness and productivity, and educational needs of employees to maintain health and wellness. Attracting and maintaining personnel is crucial to an organization’s success and with current trends in the labor market, retaining personnel and ensuring business stability is a continuous challenge that requires conscientious human resource management. A happy and healthy workforce facilitates productivity through wellness and physical fitness. Proposal to Implement an Employee Wellness Program at Electronics, Inc. People in the labor force, are depended upon to follow through with work commitments. A healthy employee is able to do more and feel well enough to enjoy it. With high stress jobs, increased rush hour traffic, and demanding schedules, how can employers not be concerned about the health of employees? Research shows that, to maintain a healthy lifestyle balance, one third of a 24-hour day should be for sleep, one third for work and one third for play. The trend in today’s workplace is for employees to work longer hours and as a result, when they arrive home they do not feel like exercising...
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...study the elements and effects of technology and organizational power this week. You will learn about how technology has impacted the workplace and how the distribution of power can positively or negatively affect the overall productivity of the workplace. Most companies rely heavily on technology to assist in accomplishing their goals. The use of technology has rapidly increased in the past two decades. This has allowed companies to do business across increased distances at lightening speed. Such dramatic change in the workplace leads to increased stress as the workforce struggles to keep pace with technological advances. Week in Relation to the Course So far we have examined how individuals come together to form groups and teams in the workplace. We have also learned about the various human characteristics that add to organizational productivity. It is also important to understand the tools that assist the workforce in reaching their goals. Technology is the most ubiquitous method today for allowing people and organizations to gain and maintain the competitive edge. Knowledge is power in today’s competitive business world and technology provides the power necessary to maximize business capabilities. Of course, with the use of technology and power, difficulty arises. This week allows us to learn about how we can effectively use technology while understanding and minimizing the difficulties that can accompany it. Discussion of a Key Point, Thread, or Objective We can all...
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...Behavior Theory and an improved ability to relate Theory to an Organizational Situation. This improved knowledge and improved ability should emphasize a solutions oriented approach. Assignment: 1. Write an 8 page paper which identifies an Organizational Behavior Theory. Provide a brief explanation of the theory. 2. Identify a situation in an organization to which this Theory can be applied. Find an article in business related publication (e.g. Wall Street Journal, Harvard Business Review, business section of New York Times or Chicago Tribune, etc) to which you can apply the theory. For example, the article might describe an action the organization is taking such as an acquisition, divestiture, employee layoff, market expansion/contraction, etc.). 3. Describe how the theory helps to identify what actions the organization should take to achieve the best outcome(s). Did the organization take these expected actions? Why or why not? 4. If the article did not contain the actions the organization should take with employees, suggest what these actions should be and why. 5. Your paper is to contain at least 4 professional references which support your statements. Identify these references both in the body of the paper and at the end. The text and any readings in the Discussion Board cannot be used as one of the 4 professional references. 6. Your paper is expected to contain accurate spelling and appropriate grammar. 7. You do not need your topic approved...
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...Abstract The purpose of this report is to examine job satisfaction, stress, and motivation in regards to job training. Exploring the meaning of job training which Landy (1985) defined as “a set of planned activities on the part of an organization to increase the job knowledge and skills or to modify the attitudes and social behavior of its members in ways consistent with the goals of the organization and the requirements of the job” (p. 306) and how it is important to know what training fits your organization. Showing the preferred methods of job training and how they relate to employees being successful professionally and personally, breaking down each method mentioned by reporting their strengths and weaknesses while achieving job satisfaction and minimizing stress in the work place. Job satisfaction is the most noticeable work mindset observed in the work and organizational culture. These concepts also receive much notice within the more particular work-family culture. We find that on the job training is the most preferred method training in the United States, predominantly for employees starting their professional careers. There are potential issues with this method, as people do not possess the needed skills to properly teach and educate fellow employees on what is required for the job. The most rewarding method, mentoring which is designed for a specific purpose by an organization, usually to train a mentee while stimulating professional growth with trust being a major weakness...
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...is a term which includes the proper prioritizing between the working life such as career and ambition, and lifestyle such as family, leisure, health and spiritual development. It is also very important to employee job satisfaction as most companies today are having difficulties to attract and retain their workers especially in the Millennial and Y generations. It is largely due to the dissatisfaction towards the lack of work-life balance as they prefers flexibility in where, when and how they work, even to the stage where they are willing to have a pay cut or forgo a promotion in order to manage their work-life demands better (Schulte, 2015). Therefore, it is necessary for the organizations to provide support to their employees such as flexible working arrangements, dependent care and personal or family leave in order to retain and attract their workers. Besides that, lack of work-life balance provided by the organization will also affect the company itself as employees who are constantly attached to their jobs would deal with the symptoms of burnout and stress and more likely to suffer health problems which then appears to take sick leaves more often, and less efficient, less sociable and overall harder to work with. Therefore, it is best for the both employer and employee to avoid such factors through smart human resource management, as with most things in life, moderation is key to success (Boundless, 2015). There are several ways for the human resource management...
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...to the new state. An important part of the transition should be maintaining some sort of stability; such as the company's over-all mission or key personnel—should re-main constant in the midst of turmoil to help reduce people's anxiety. The third order of operation is to implement the change. This involves managing the transition effectively. It might be helpful to draw up a plan, allocate resources, and appoint a key person to take charge of the change process. The company's leaders should try to generate enthusiasm for the change by sharing their goals and vision and acting as role models. The process of planning and implementing change in organizations could be done by minimizing employee resistance and the cost to an organization, while also maximizing the effectiveness of the changing effort. Edward Jones doesn’t require change to remain competitive, but more so to produce or offer the best product and services for their employees to offer to clients. Another reason for change is because of opportunities,...
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...(HMOs), which put upper limits on spending to maximize efficiencies and provide the lowest available cost to patients – health insurances cover all costs. Not only is higher quality service important to Wright as a personal value, but it is critical to patient retention; because patients pay extra fees to Wright, her practice’s quality must be substantially better than the HMOs, otherwise the patients will rationally switch to the cheaper service provider (Dr. Wright 1). Subsequently, understanding patient judgments and perception of her service quality is vital to her dental practice’s existence. As a service provider, the quality of your service “is more difficult to define and measure [than] the quality of tangible goods” (LMH 196). However, research has broken down consumers’ service quality analysis into a combination of five components: responsiveness, empathy, assurance, reliability, and tangibles. (LMH 197). This break-down can help Dr. Wright more accurately determine consumers’ valuation of the practice’s quality. Responsiveness refers to the “ability to provide prompt service” (LMH 197). At Dr. Wright’s office, the staff is proactive; when they anticipate delay in the schedule, someone calls the patient to warn in advance and minimize inconvenience to the consumer. If, however, there is an unanticipated wait, the patient is only expected to wait a maximum of 20 minutes before given an option to reschedule (Dr. Wright 3). While rescheduling may not be ideal for the consumer...
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...Manager 3 2.0 Analysis to identify the HRM issues and challenges 5 2.1 Weaknesses and challenges of the chosen industry. 6 2.2 Practices which leads to improvement 6 2.2.1 Planning, recruitment and selection 6 2.2.2 Training and development 7 2.2.3 Reward management 8 2.2.4 Employee relations 9 3.0 Conclusion 11 4.0 References 13 Executive Summary The project was structured in several sections that yield information on major topics: planning, recruitment and selection; training and development; reward management; employee relations. In details this report examines how applied human resource practices may impact on the organizational commitment in the hotel industry by example Hilton Worlwide. The main body introduces HRM, Hilton profile, short brief of analysis to identify issues and practices that lead to improvement. The study shows an essential importance role of training and development, as well as reward management best tool to retain skilled employees in the hotel industry. 1.0 Introduction 1.1. Human Resource Management Employees are the most important asset of the organization, it is crucial to understand how to maintain good relations with its workforce. Human Resource Management (HRM) is aiming on effective and efficient use of human capital. (Heery & Noon, 2001). It includes the practices such as recruitment, training and development, reward and evaluation system. (Dessler, 2006) HRM is operational...
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... Managing flexible work force Submitted to: Professor John Peterseli Keller Graduate school of Management Importance of managing flexible work force The working environment is changing rapidly with both workers and employers looking for flexibility. Their world of work is characterized by mobile workers, agents, and virtual teams. There are no geographic barriers. This led to employers to adopt employee contribution ways that are more consultative. Due to advanced technology and increased availability of workers, there are more cases of flexible work arrangements (that include part time, fixed term and temporary jobs) now than before. Regulations protecting the rights of workers have been relaxed to allow organizations to terminate workers more easily. The flexible workforce has changed the way companies conduct business in the modern world. Defining Flexible work force Workforce flexibility refers to an organization's ability to adapt its human resources in a manner appropriate to increasingly changing environmental conditions. To be flexible, an organization has the ability to adapt its workforce to new organizational structures...
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...Ethnocentrism. 2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements a. Job analysis b. Job rotation c. Job circulation d. Job description Answer: Option ‘a’ – Job Analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment a. Payment of Wages Act, 1936 b. Minimum Wages Act, 1948 c. Factories Act, 1948 d. Payment of Gratuity act, 1972 Answer: Option ‘b’ – Minimum Wages Act, 1948. 4. is the actual posting of an employee to a specific job a. Induction b. Placement c. Attrition d. None Answer: Option ‘b’ - Placement 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as a. Training b. Development c. Education d. Mentoring Answer: Option ‘b’ Development. 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change b. Technology change c. Structural change d. None Answer: Option ‘a’ -Planned change 7. It is a process for setting goals and monitoring progress towards achieving those goals a. Performance appraisal b. Performance gap c. Performance factor d. Performance management system Answer: Option ‘d’- Performance Management System 8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high a. Assessment centre b. Checklist c. Rating scale d...
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...Nursing turnover is a major issue impacting the performance and profitability of healthcare organizations. Healthcare organizations require a stable, highly trained and fully engaged nursing staff to provide effective levels of patient care. The financial cost of losing a single nurse has been calculated to equal about twice the nurse’s annual salaryi. The average hospital is estimated to lose about $300,000 per year for each percentage increase in annual nurse turnoverii. Losing these critical employees negatively impacts the bottom line of healthcare organizations in a variety of ways including: Decreased quality of patient care Increased contingent staff costs Increased staffing costs Loss of patients Increased nurse and medical staff turnover Increased accident and absenteeism rates The primary causes of nurse turnover can be analyzed by I) understanding why nurses choose to work for an organization and ensuring this ‘employee value proposition’ is met; and II) identifying things that occur after nurses are hired that lead them to quit even though their initial job expectations were met. I. Primary factors that influence nurses’ choice of employers are work schedules, career development opportunities, and commuting distanceiii. However the relative importance of these factors varies widely across nurses. There is no “one size fits all” ideal job design and healthcare organizations that wish to maximize nurse retention must develop methods to provide...
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... Elements of Organizational Culture Dolores Licerio Webster University Mr. William Sweetnam Executive Summary This report gives a brief overview of the importance of Human Resource Management in an organization and further elaborates on what an organizational culture is, its roles and functions as well as the intensity of impact it has over the working of the organization. It discusses the impact change has over employees in terms of stress and how managers can assist in countering it. It further discusses the leadership skills and styles that managers should possess and adopt in order ensure that the organization moves effectively and efficiently fulfills its organizational benchmarks and achieves its goals. Table of Content Executive Summary i Introduction 1 Organizational Culture & Change 2 Role of Organizational Culture 3 Functions of Organizational Culture 5 Organizational Change & its Characteristics 7 Consequences of stress for the organization 8 Techniques for control of Work Stress 3 Managerial Effectiveness 10 Approach from the standpoint of personal qualities 11 Situational Theory 12 Situational approaches to effective leadership 12 The Situational leadership model of Fiedler 12 Contingency Theory 15 Origins and essence of Contingency Theory 15 Variables and Assumptions of the Contingency Theory 16 The role of Human Resources in the Contingency Theory 16 Adoption...
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...Also, a team, by definition, is made up people who are different only in their areas of skill and who are equal when they sit down together as a work group, although all teams are groups, not all groups are teams. Team players can make a difference to the effectiveness of an organization. A team is formed to take advantage of the power of synergy. Synergy means that the total is greater than the addition of its components. For example, let’s say that a group of four will individually produce for units, the four individuals may produce six or seven or even more units of work when they work as a team (American Management Association, 2006). Moreover, an organization can be kept running and maximize profits if there is team work. A team is a group whose individual efforts result in a performance that is greater than the sum of the individual inputs. A team player is an individual that can be relied on to do his or her part of the work and be relied on to complete tasks and work cooperatively with others. Team players must possess complementary competence, committed to a common purpose to work together and accountable for doing any work that contribute to achieving organizational goals. These are considered as characteristics of team players. Any manager in turning individual to team players must be mindful these characteristics. The options available to managers to turn individuals into team players include strict selection process to be certain that the right type of people...
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...Malaysia WORKPLACE ENVIRONMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE A study submitted to Project Management Department in Saudi Aramco BY Nowier Mohammed Al-Anzi Open University of Malaysia 2009 i Open University of Malaysia WORKPLACE ENVIRONMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE A study submitted to Project Management Department in Saudi Aramco Nowier Mohammed Al-Anzi 51060418 Project Paper Submitted in Partial Fulfillment of the Requirement for the Degree of Master of Business Administration Open University of Malaysia 2009 ii DECLARATION Name Student's Number : Nowier Mohammed Al-Anzi : 51060418 I hereby declare that this project paper is the result of my own work, except for quotations and summaries which have been duly acknowledged. I hereby verify this research has not been submitted in substance for any other degree. Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ Supervisor Name: Mr. Iqbal Singh Kaundali Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ iii APPLICATION TO CONDUCT RESEARCH PAPER PART A: STUDENT PARTICULAR 1. Name Student’s Number : Nowier Mohammed Al-Anzi : 51060418 PART B: PARTICULARS ABOUT THE PROJECT 1. Title of the project : Workplace Environment and Its Impact on Employee Performance : To determine the impact of work environment...
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