satisfaction drastically. The reduction of employee job satisfaction could be due to various factors. The employees within the organization may not feel the sense of job security anymore which would be felt by employees from both companies (Cartwright & Schoenberg, 2006). Job satisfaction for the employee may reduce due to various variables such as the pay levels they could not be looking as attractive as before. The new management may reduce employee benefits; there would be no job security anymore
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devastating - to the parties involved, to colleagues and teams, to clients, and to the business as a whole. Some of the results of unresolved conflict in the workplace include: * Stress, frustration, and anxiety * Loss of sleep * Strained relationships * Grievances and litigation * Presenteeism * Employee turnover * Loss of productivity * Increased client complaints * Absenteeism * Sabotage * Injury and accidents * Disability claims * Sick leave These
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nonjudgmental/critical listening, surface/depth listening, polite/impolite listening, and active/inactive listening (DeVito, 2012). Each manager has to learn and master these five types of listening or several barriers are placed between them and the employee. A company then has to listen. If employees conclude that a manager is just trying to win points by paying lip service to consulting them; and has no intention of acting on their advice, they are likely to stop offering input and, worse, act out
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practices to tackle the identified issues within Australia. The aspects of Job quality are multidimensional and thus there are multiple definitions to job quality. It centrally follows the idea that factors affecting employee morale and work performance have substantial effects on the organisation’s ability to meet objectives. Assessing the quality of work is a subjective process that is undertaken by managers and thus there are no set certified standards for assessing job quality. Different
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Administration Office Management Department CHAPTER 16: CHANGE, INNOVATION AND STRESS Submitted by: Balla, Micah P. Benaid, Domenica B. Celiz, Ma. Frea Mae F. Cristobal, Camille A. IV-BOM Submitted to: Prof. Liza A. Geneblazo-Rivera July 26, 2013 A.Y. 2013-2014 Organization needs change and innovate. Chapter 16 addresses the importance of change an innovation as well as the role of stress in modern workplace. Organizational Change Organizational change is about
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MARITAL STRESS SPILLOVER AS A PREDICTOR OF JOB PERFORMANCE AMONG ARRIED COUPLES IN ANAMBRA STATE. By Ezechukwu, Justin N. CONTENTS 1. Introduction 2. Clarification of Key Concepts * Marital Stress * Spillover * Job Performance * Work-Family Relationship * Civil Servants 3. Predictors of Job Performance 4. Marital Stress Spillover among Married Civil Servants in Anambra State 5. Prospects for Checking Family-to-Work Conflict 6. Conclusion 1. INTRODUCTION This
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eminent commonality is that they have the potential to devastate employee morale. For our course project we will be looking at AON Hewitt and how this merger affected human resources. Our criteria to assess the effect of the acquisition will come from looking at the Hewitt organization prior to and post-acquisition primarily focusing on employee morale, stress levels, communication, and retention. We will be looking at the internal effects of changing the brand by comparing the corporate culture pre
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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
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part is related to the employee criminal action that can be due to several reasons including but not limited to; psychological conditions, ability to work under stress, ability to accept change, criticism and ability to accept supervision especially from younger managers. All these reason are combined with the absence of a leader with conceptual thinking that can anticipate the employee’s problem and take necessary actions to avoid the unexpected future actions from the employee. Second part is related
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high job-related stress levels, their productivity may suffer instead of improve, a new study indicates. Comments 0 Researchers studied the relationship between stress, physical activity and productivity in a sample of 2,823 Minnesota workers. They found that employees with high stress levels who maintained a high level of physical activity experienced increased loss of productivity. In contrast, for workers with relatively low stress levels, physical activity had less effect on productivity.
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