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Does the company offer plenty of opportunities for highly motivated individuals to move up the corporate ladder, or is it a more mundane type of company that picks its managers from already chosen, and groomed stock? If that is the type of company policy that is being implemented, I would probably be more interested in working somewhere else. Going hand-in-hand with that characteristic is the capability of the company to offer advancement in the first place. Is the company big enough to offer such advancement opportunities? Does it have enough offices in enough locales to constantly and consistently keep my interest? Does the company have enough products in those locations to ensure that the workplace environment will be exciting enough to motivate the employees (especially me) in regards to diligently working and progressing?
Overall, I would say that working for a company that displays the three characteristics discussed throughout this paper would afford me exactly what I would desire from a company. I am not looking for a staid, conservative workplace environment that would quickly turn to a paradise of boredom. Instead, what I desire...
That is the company for me.
If this were also a company that was already large enough to dominate in its chosen area of expertise, but was still looking to grow even further (even internationally) I cannot think of a more exciting place to work. The sky-is-the-limit attitude motivates me far more than any other characteristic as it ties into all the other characteristics I have discussed in this paper. All these strong characteristics make a company an exciting, motivating and invigorating place to work.
A company that displays these three characteristics is probably a company that would also provide job security, and though that is not a characteristic high on my list, it is a characteristic that is an added benefit of working for this type of company. The job security is ensured by the aggressive dog-eat-dog mentality that shows a company will be sticking around for the long-term, and will probably offer much in the way of job growth, management opportunities and higher levels of compensation due to its aggressive nature.
Job Satisfaction in Nursing Levels of Job satisfaction in nursing in relation to generational differences The contemporary society has suffered an acute shortage of nurses within the public and the government sponsored hospitals. Indeed the shortage is so intense that it was and still is viewed as one of the impediments that stand on the way of fully experiencing the positives of the Obama Healthcare program that was recently introduced. This has
The time frame was from one month February 1st to February 29th. Single-item questions were used while basing the question in terms of "how satisfied are you with your job?" Three response scales were used: normal, very satisfied, not at all satisfied. The framed question was to measure the independent variables, job satisfaction, based on level of job satisfaction from the time they have spent in their work place, (Scott
Table 2 Fit measures for models 1 and 2 Model X[sup2] X[sup2]/df GFI AGFI IFI SRMR X[sup2] = Chi-Squared is rarely used by itself as a measure of model fit, since it is heavily influenced by the number of cases in the sample (Byrne, 1998). X[sup2]/df = Chi-Squared divided by degrees of freedom and a small resulting value interpreted as a good fit, while a large value is generally seen as indicative of a bad or poor data-model fit.
With this understanding, HR departments can focus their hiring practices to highlight individuals with characteristics and personality traits that are correlative to the organizational culture (Liao & Chuang 2004). Moreover, finding a practical method for understanding this is needed to make implementation of HR procedures more effective. A more effective model, which is still in the making, would be much more effective in helping HR departments better clarify who
Work-Related Attitudes: Prejudice, Job Satisfaction, And Organizational Commitment Area of the Study: A worker's attitude heavily impacts his behavior and his performance in any organization. A positive attitude results in an increase in overall productivity for him and the organization because of the feeling of optimism, pride and job satisfaction. A negative attitude will result in negative behaviors which will then lead to job switching or lack of productivity. There are many
As Moore and Anderson emphasize, "Another driver is that distance education students have as much right to expect effective library services as traditional on-campus students. Therefore, services have been enhanced to ensure easy access and equitable delivery of resources and services" (p. 384). Clearly, then, although the mission of many university libraries to provide the resources and tools students need to achieve successful academic outcomes has not changed in substantive