and Job Satisfaction on Performance: An Empirical Study Rashmi Shahu, S.V. Gole Department of Management Technology RKN Engineering College Nagpur, India (rashmishahu@yahoo.co.uk) (golesv@rknec.edu) Volume 2, Number 3 September 2008, pp. 237-246 Occupational stress is commonly acknowledged to be a critical issue for managers of private manufacturing companies. This study attempts to fill part of this void in literature by examining the relationship between job stress, job satisfaction and performance
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OF GRAPHS & CHARTS 1. Customer s monthly income 2. Customers visit Shwapna 3. Purpose behind visiting Shwapna 4. Products mostly purchased by customers 5. Expenditure pattern of customers 6. Time spent by customers 7. Comparison of footfalls in weekdays and weekends 8. Customers’ preference of timing to visit Shwapna 9. List of products and purchasing products on an unplanned basis 10. Brand preference of customers in Shwapna. 11. Comparison
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length of service with job satisfaction: an examination of hotel employees in Thailand Shah Jalal Sarker School of Applied Statistics, University of Reading, Reading, UK Alf Crossman School of Management, University of Surrey, Guildford, Surrey, UK, and Parkpoom Chinmeteepituck Novotel Lotus Hotel, Bangkok, Thailand Keywords Job satisfaction, Age groups, Hotels, Thailand Abstract Earlier studies suggest age is positively associated with job satisfaction, while others use length of
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1. | How can a manager build employee trust? Choose 1 answer | | A. | | Identify only very general job skill changes | B. | | Provide specific job loss and change information | C. | | Provide employees information on industry growth potential from innovation | D. | | Identify and be negative about the change with employees | E. | | Provide very general change information | | 2. | A change vision must be developed and clearly conveyed to all members of the firm. What
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Report on Behavior Pattern of Executives in Pharmaceutical Industry Submitted By Mahfuza Haque Papri ID #3-10-18-061 EMBA Program Department of Management Studies Faculty of Business Studies University of Dhaka Submitted To Professor Dr. Md. Ataur Rahman Department of Management Studies Faculty of Business Studies University of Dhaka. LETTER OF TRANSMITTAL December 08, 2010 To Professor Dr. Ataur Rahman Department of Management
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clear that NOCO has a number of things working for it already; customer retention is very high, awareness of NOCO in its’ current market is close to 100 percent and Dyer has access to enough trainer resources to continue his company’s growth. Some of the obstacles NOCO faces in working toward expansion are loss of customer base to high school sports programs after they reach 14 years old, a narrow selection of programs for current customers, lack of diversification and limited awareness of the company’s
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How can a manager build employee trust? A. Provide employees information on industry growth potential from innovation B. Identify and be negative about the change with employees C. Identify only very general job skill changes D. Provide very general change information E. Provide specific job loss and change information A change vision must be developed and clearly conveyed to all members of the firm. What aspect of the change vision should management communicate
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Topic: Impact of hot Desking on the Performance of the Employees Research Aim The aim of this research is to explore if the concept of hot Desking is a helpful technique which increases the productivity of an employee and helps in the cost savings for the organizations. The paper would discuss the use of hot Desking at different companies and the survey questionnaires, and interviews are conducted for the employees of different companies that would identify the importance of the concept of hot
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has to design its policies to ensure the optimum benefits. At the same time, customer’s satisfaction is prioritized in preparing the courses of actions so as to establish domination over other. But which one seems very important with regard to the company‘s constant growth is staffs job satisfaction. In the first world this issue has been understood reasonably because they do understand that the job satisfaction of the staffs is much more important than other components of the organization. One
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meaningfulness, responsibility and knowledge of results. In order to achieve that in a position, the following 5 parts of the Job Characteristics Model must be reflected in the job design: Autonomy, Task Significance, Task Variety, Feedback and Satisfaction. Burr’s unique approach to the job design was focused on the development of his people and clearly reflected parts of the Job Characteristic Model listed above. 1. Autonomy: Employees in People Express Airlines had extensive responsibility
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