Use our essay title generator to get ideas and recommendations instantly
My current level of job satisfaction is modest. There is a reason I am going to school and getting a better job is a big part of that! There are things that I like about the job, but as far as compensation and opportunity are concerned it is definitely lacking in those respects.
Landy and Conte (2013) note that there are several factors from the worker's perspective that can affect job satisfaction. Work-life balance is one of them. When a job does not pay much, you often need to work extra hours or have a second job in order to meet the financial needs of you and your family. This affects the work-life balance in that the balance is entirely tilted to work and never to life. For me, having more opportunity might not immediately pay dividends with respect to working less but it could, and I would…… [Read More]
At the level of the individual worker, motivation and job satisfaction among other things, generate a sense of security and confidence. Moreover, it offers them the opportunity for flexibility where they are able to apply varied approaches in meeting work requirements (Adeyinka et al., 2007, pp. 3-15). This makes the work environment interesting thus providing the employees with the pleasure and urge to facing their day-to-day lives at the workplace. Flexibility in the workplace comes in when worker is having permission to veer from the ordinary monotonous routines of accomplishing specific tasks with the view of creating excitement out of tasks that, in some cases, apparently challenging (Zaremba, 1978, pp. 58-66). More individual benefits which; motivated workers are in the form of the feeling of self-worth and optimism, which extends to situations outside work (Nedeljkovic et al., 2012, pp.105-107). With this regard, job satisfaction and motivation help employees develop a…… [Read More]
According to (Hulin & Judge, 2003), job satisfaction is viewed a multidimensional psychological response one has towards a their job. The responses are affective, cognitive behavioral (Hulin & Judge, 2003). There is however no clear agreement of what job satisfaction stands for given the wide usage of the term. Vroom in his definition focuses on employee's role in the work place defining job satisfaction as the effective orientation of the employee towards their roles in current employment position (Vroom, 1964). A widely accepted definition of job satisfaction is one by Spector who acknowledges job satisfaction to be the feeling people have considering the respective aspects of their job. According to the Spector it has to do with how people dislike of like their job (Mullins, 2005).
Job satisfaction represents a combination of like and dislike feeling possessed by employees towards their work assignments. To some extent, it has…… [Read More]
There is a distinct difference between job satisfaction and organizational commitment. Job satisfaction relates specifically to the job. While this is influenced by organizational factors, the job itself can be satisfactory even when there is little commitment to the organization. Either one can be a source of motivation, but it is important for management of an organization to know which dynamic is at play, and which one might be more valuable as a motivating force.
Tella, Ayeni and Popoola (2007) studied the issue, and found that motivation was correlated with both job satisfaction and organizational commitment, but that the correlation with job satisfaction was strong and positive while the correlation with organizational commitment was weak and negative. This means that the job is more important to motivation than the organization. Intuitively, this makes sense. Motivation is related to the job, because that is what the person does on…… [Read More]
Job Satisfaction and Disabled Workers Productivity
The theoretical frameworks this research will rely on are well-established. The theoretical framework in this study is constructed on Maslow's Hierarchy of Human Needs. Maslow proposed that unless the basic lower needs of the human being were met that the human would not even acknowledge the higher level needs. Maslow conceptualized this hierarchy as shown in the following illustration.
Maslow's Hierarchy of Human Needs
Personality & Spirituality (2012)
The bottom level is comprised by the short-term basic individual or physiological needs of the person, which include food, water, warmth, and sex.
The second level is comprised by safety needs including security, stability, and order.
The third level is representative of the individual's needs for social affiliation or love and belonging.
The fourth level is the need for esteem or the need to be recognized among social groups and peers.
The next to the top…… [Read More]
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 Smith, 2013).
Several aspects of the work were considered, it covered areas like the workload, conditions of working (noise, heat, light), length of working time, confidence between managers as well as rank -- and file workers, organizational working time, competence of management, wages and rewards, training and requalification, opportunity for promotion, social care benefit, job security, and relationship with direct superior.
Single-item question were used such as: How satisfied overall are you with your job? The expected answers are…… [Read More]
Job Satisfaction in Nursing
Levels of Job satisfaction in nursing in relation to generational differences
he 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. his has led to the interest of many scholars in finding out the reason why there is such a shortage yet the field of medical research is expanding each day with better equipment and medication coming into place each passing day. here could be a myriad of reasons behind the decline in the number of nurses but the primary focus of this paper will be to find out if the overall lack of interest is propagated by the levels of…… [Read More]
Job satisfaction is not related to job performance, therefore, should managers be concerned about it or not?"A Give both points-of-view.A State and substantiate your opinion. A
Job satisfaction is one of the most important things within a company and organizational behavior regards this concept as a key aspect concerning work attitudes. Genetics plays a significant role when regarding job satisfaction as people are more probable to express interest in jobs that they identify with. Genetic factors apparently account for approximately thirty percent of people's interest in particular jobs, this making it possible for someone to understand why it is difficult for many individuals to appreciate certain jobs. The other seventy percent accounts for the role that a series of other factors play in a person's overall appreciation of his or her job. Managers can thus influence approximately seventy percent of their employees' job satisfaction because of the role they play…… [Read More]
Job Satisfaction and Organizational Commitment
Many people see job satisfaction and organizational commitment as being the same thing, but that is really not the case. They are two different sides to the same coin. Job satisfaction is based on the contentedness level a person experiences with his or her particular job or career (Spector, 1997). There are two different ways to look at the issue of job satisfaction, as well. People can have high scores with their overall job satisfaction, but may have low scores with specific areas of their job and how satisfied they are with those areas (Spector, 1997). This is something that should be noted, because numerous factors can affect a person's true job satisfaction. If he or she is happy with the overall job but unhappy with specific aspects of that job, that can lead to a lower level of satisfaction over time (Spector, 1997). In…… [Read More]
A task question aids in description. This might include a request to draw a map or show how a task is accomplished. Further data can be gleaned through extension questions such as "tell me more about…," encouragement comments such as "go on…, yes?, and Uh huh?" And example questions such as "can you give me an example of…"
Some preliminary interview questions developed for this study include: 1) Tell me about your work? 2) What do you like most/least about your work? 3) How do you think your family feels about your work? 4) What is the hardest thing about your job? 5) Why did you enter police work? A separate questionnaire may be incorporated into the study as well. Some preliminary questions might include - on a scale of 1 to 5 please rate: 1) How supportive do you feel your supervisors are? 2) How stressful is your work?…… [Read More]
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…… [Read More]
As pointed out in the Lacy, et al. article (Winter, 2001) in order for accurate conclusions to be drawn about any testable situation there must exist an adequate sample size as well as employing an appropriate sampling structure. Further, according to the authors a sample drawn at random is an unbiased sample in the sense that no member of the population has a greater chance of being selected than any other member. At the same time non-random samples are, unfortunately, over or under-representations of a population and have a tendency to skew measurement results. There, are, however, research situations wherein randomization is not possible but this does not necessarily negate the research effort. The implication behind non-randomization is that the results of the study, whether they are differences, relationships, or effects, cannot be levied against a greater population. The results must be solely directed toward the sample itself. In other…… [Read More]
Job Satisfaction in Nursing Related to Generational Differences
The research methodology that will be used is the observational research method since it will involve a phenomena being observed and recording of information acquired. It will also be largely qualitative in nature since it will be dealing with attitude on nursing as a career and the effect that the generational gap between the varying generations has on the attrition levels. This method will also allow the use of interviews and focus group studies unlike the other research methods like experimental methods that would be rigid on this.
Techniques of data analysis
Since this will be analysis of one variable, lack of job satisfaction among nurses, the grouped data approach will be most efficient and convenient in analysis of the collected data. There will be a use of drawing out of patterns in the responses that will be received through the various…… [Read More]
Thus among some of the factors that heavily influence job satisfaction is job autonomy i.e. The extent to which people have the freedom to make independent decisions at work. Several studies have already been conducted on the subject but there have been limitations attached to most of them. Some have specifically focused on employees working abroad (e.g. Bhuiman et al. 1996) while others have focused on psychological and sociological theories alone. Yet some others have failed to suppress other factors of job satisfaction while studying autonomy and its impact.
CHAPTE III: THEOETICAL FAMEWOK
Van Praag (2003) argued that personal well being is a multi-dimensional feeling which doesn't arise from satisfaction in one single area. He argued that a person's sense of well being comes from satisfaction in the areas of work, leisure, wealth and environment. Using the same framework, we believe that job satisfaction is also a multi-dimensional feeling…… [Read More]
Job Satisfaction in Nursing Related to Generational Differences
The proposal is based on the aspect of job satisfaction in the nursing sector taking into account the levels of satisfaction in relation to the age differences or the generational differences. The proposal highlights the major steps that will be followed and the approaches and the tools that will be used in finding out the background reasons causing the attrition in nursing relative to the different generations, the extent of the attrition, the trend among generations in relation to their perspective on nursing over the years. The paper highlights the relevant tools that will be used in the collection of the data and the modes of analysis that will be used.
Generations involved in nursing
In order to understand the entire possibility of the generational gap being a possible contributor, it is significant to understand the generations involved in the nursing…… [Read More]
Job Satisfaction in Nursing related to Generational age differences in free-Standing clinics and physician offices.
What is the relationship between generational age and job satisfaction in nursing and what measures are already put in place and can be added to meet higher satisfaction needs?
Going by the rate of drop out within nursing courses and the early retirement of nurses to other professions, specifically the IT and other technology oriented courses, the generational change and the generational difference has contributed a lot to the shift away from nursing related courses and careers. The Baby Boomers, Generation X, and Y have differing interests, some based around technology. Because Generation X makes up a quarter of the nursing population, it is important to meet their demands as they will soon become the majority population of nurses. Since the Baby Boomers nurses already have high job satisfaction, more focused should be placed on…… [Read More]
Career development helps workers grow their potential, gives them the opportunity to be involved when organizations change, and makes them happier and work more productively. It is show than ever before today's high school graduates need more education and highly technical skills for blue-collar jobs such as welding, manufacturing and fixing cars. In the economy of the 21st century, this is essential.
More importantly, all workers, including blue-collar ones, want to be valued. ecognition for good performance is one of the most important motivators for high performance and morale in general. It is a lack of this recognition that decreases the desire most workers have to perform. To gain recognition for personal achievements is one of the most basic of human needs and needs to be fulfilled. For example, it is being increasingly recognized how important it is to have participatory management opportunities for blue-collar workers. People want to be…… [Read More]
Job Satisfaction vs. Big Five Traits
Over the last several years, the workplace has been continually evolving. This is because there are different age groups and demographics. These shifts are forcing employers to utilize numerous strategies in order to improve motivation and performance. In many case, the personality of the individual will have an influence in determining their success. (Cherry 2013) (Bass 2006) To fully understand they way this occurs requires carefully examining how these variables are interconnected. Together, these elements will illustrate the way employers are able to utilize them to continually adjust with the challenges they are facing.
Personality and job satisfactions are directly related to each other. Job satisfaction is when an employee will have positive or negative attitudes related to their work. This has an impact on their underlying levels of organizational commitment. Organizational commitment occurs after an individual feels a sense of respect, fairness and…… [Read More]
Organizational Socialization and Job Satisfaction
Contemporary business managers understand that organizational culture and cultural socialization processes can play a significant role in promoting employee satisfaction in the workplace. That is an important issue from the perspective of business organizations because it contributes to retention and employee turnover rates; and in the so-called "information age," it can also affect the ability of the organization to recruit prospective hires. In general, happy employees perform better than unhappy employees; they stay with their employers longer; and business organizations that maintain positive internal cultures and cultural socialization processes are more competitive than business organizations whose internal cultures ignore employee satisfaction.
Contemporary Approaches to Maximizing Employee Satisfaction in the Workplace
As a general rule, happy employees perform better in their vocational roles and stay with their employing organizations longer than unhappy employees (obbins & Judge, 2009). Many factors contribute to employee happiness and vocational satisfaction,…… [Read More]
Mastery and acknowledgment of continual improvement of performance is what leads to a growing level of job satisfaction over time.
While job satisfaction is the inward manifestation of an employees' mastery and recognition of continually improving and excelling at their work, motivation is the most outward manifestation of how an employee perceives the value of their work and contributions. As the article states, motivation includes the factors of how an employee chooses to use their time, their intensity of effort, and the persistence level that work is completed at. These are all outward manifestation of someone's job satisfaction, and often are predictors of how much ownership and mastery they feel over their jobs. What makes managing very difficult as a profession is the fact that the underlying motivators of what gets each employee to a level of performance on these factors varies significantly. As the article states, one cannot simply…… [Read More]
With this understanding, H 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 H procedures more effective. A more effective model, which is still in the making, would be much more effective in helping H departments better clarify who to hire and how to encourage employee satisfaction within individual work environments.
Future research can definitely focus on exploring these gaps further in order to create a better understanding of how employee satisfaction impacts organizations as a way for H departments to create more effective hiring and organizational policies. Such research needs to focus on better examining personal characteristics. As of today, there is little understanding of how personal traits impact overall employee satisfaction. Thus, H departments may be hiring the…… [Read More]
By getting these many lower-level needs out of the way Google can have its employees concentrate on the very complex and demanding problems the company is addressing in its product strategies today.
Alleviating the lower-level needs of the employees so they can concentrate their efforts on the more complex and time-consuming tasks of creating innovative new products is the goal of these services. They are consistent with the Maslow hierarchy of needs (ouse, 27) and do more than just satiate the employees' need for these services; they are the catalyst of greater innovation as jobs in the company have a high degree of autonomy associated with them. For the employee who continually cultivates his new product concept through the rule of 20% process, there is the potential to gain increased status and recognition in the company, and much internal recognition as a thought leader (Taylor, 23, 24). Google has found…… [Read More]
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 ways in recent years, technological innovations have demanded that they transform the manner in which they achieve these missions. A survey of university librarians conducted by Moore and Anderson (2003) determined that, "y far the major thrust of the libraries surveyed was the inclusion of information literacy skills into the curriculum, either imbedded into the discipline-specific information or as assessable tests within foundation or first-year subjects" (p. 382). The provision of these types of services, Moore and Anderson suggest, may…… [Read More]
e., males and females per nurse specialty).
Variables & Measures
Variables for the study are as follows: workload management, work environment, burnout rate, and job satisfaction. In addition to these variables, instruments gauging the level of burnout experienced will be used, particularly the Maslach Burnout Inventory (MBI). An index of attitudes and perceptions on workload management, work environment, and job satisfaction will also be formulated, and will be tested for internal and construct validity.
FGD Guide / Survey Instrument
The FGD Guide will have four (4) sections, focusing on the following broad themes/topics: workload management as experienced by the discussants, work environment, burnout (concepts and experiences), and job satisfaction (as related to burnout). The survey instrument or questionnaire will also have the sections used in the FGD guide, with an additional section allotted for the Maslach Burnout Inventory (MBI).
Data analysis will make use of both bivariate and…… [Read More]
Gender on Leadership Style and Employee Job Satisfaction
"The glass ceiling" emerged as a widely employed metaphor in the nineties to account for inaccessibility of organizational leadership posts for females. Even today, females continue to encounter a number of challenges when aiming for leadership positions (Ayman & Korabik, 2010). Research scholars recognize the broad significance of culture and situational contingencies as contextual factors governing leadership, whilst also presenting leadership or governance as a largely gender-neutral phenomenon. As of 2010, the labor force of the U.S. comprised of approximately 72 million women (aged 16+); i.e., 58.6% of American females above 16 years were employed, with 40% of the working female population either in professional or managerial roles (Jackson, Alberti & Snipes, 2014). In this paper, gender's impact on personnel job satisfaction and leadership approach will be studied, by reviewing scholarly literature on the subject.
Gender Impacts on Leadership Approach and…… [Read More]
Leaders have important roles at different ranks in organizations. A manager's leadership style has an effect on the work and attitudes of employees. Leaders ought to lead their subordinates in a manner that makes them happy to carry out their responsibilities. The thesis statement for the purpose is given as follows. "Any organization should aim to acquire and retain the best talent and effective leadership ensures that good employees are kept happy and satisfied at their positions." (Shagufta Parvenn & Adeel Tariq, 2012).
Gender and sex are often viewed as interchangeable terms. This is not correct as there are nuances to the meaning of each word. The World Health Organization's definition of gender encompasses the roles, activities, attributes and behaviors that the society appropriates to men and women. Sex, on the other hand, is physiological and biological characteristics defining men and women. Sex is denoted by 'Female or…… [Read More]
Employees' job satisfaction and success is tremendously influenced by managers. Studies show that men and women have varying preferences for the choice of the gender of their manager. Several studies have concentrated on this matter. Unfortunately, the outcomes of the studies are inconsistent. This paper, therefore, seeks to review past findings of research with the intention of exploring and casting light on the relationship between the variables in the modern workplace (Jackson, Alberti, & Snipes, 2014).
Effect of Gender on Leadership Style
Available research shows that men and women face different evaluation parameters in their leadership roles. Success in performance for a man is often attributed to the internal characteristics of the man and his skills and abilities. On the other hand, success for a woman is attributed to external factors that relate to a situation. These include the simplicity of the task or chance. There is a general perception…… [Read More]
Employee satisfaction might be one of the most difficult measures in management to quantify. There are so many ways to judge this factor, from self-evaluation to independent evaluation to more concrete numbers like productivity, which has been linked to job satisfaction.
There is no industry-wide standard for assessing employee satisfaction, and yet it is one of the most important factors in a successful work environment. This paper will explore the influence of an individual's personality and character traits on their job satisfaction; instead of seeing job satisfaction as a result of outside influences, I hypothesize that an employee's individual personality and attitude are important factors in his or her job satisfaction. That is to say, an employee who is otherwise unhappy and gloomy will most likely not be happy in his or her workplace either, and conversely, an employee with a positive outlook and an upbeat personality will be satisfied…… [Read More]
human resources and psychology is job satisfaction. Not surprisingly, people have noted that higher levels of job satisfaction are linked to improved job performance. Hackman and Oldham were some of the first researchers to really highlight the relationship between job characteristics and job satisfaction. "Their Job Characteristics Model (JCM) argued that, essentially, enriched or complex jobs are associated with increased job satisfaction, motivation, and work performance. More specifically, they assumed that five core job characteristics…influence three critical psychological states…which in turn affect work outcomes (Fried & Ferris, 1987). The five core job characteristics include skill variety, task identity, task significance, autonomy, and feedback from job (Fried & Ferris, 1987). The three critical psychological states include the experienced meaningfulness of the work, the experienced responsibility for outcomes of the work, and knowledge of the actual results of the work activities (Fried & Ferris, 1987). The work outcomes that are impacted by…… [Read More]
The main objective of this research is to examine the various factors affecting job satisfaction given that satisfaction is a dynamic phenomenon that includes a person's attitudes and behaviors. The author also seeks to examine organizational injustices and how they affect job satisfaction and organizational commitment. Organizations in the modern business environment consider job satisfaction as a legitimate factor that has strong impacts on organizational commitment. In light of this significance, it's important for organizations to evaluate and identify factors that affect job satisfaction. Therefore, this research primarily seeks to study the various factors affecting job satisfaction.
Data Analysis Methodology
To achieve the aims of this study, the researcher conducted 26 surveys on 26 different employees to determine issues that are affecting the job satisfaction in their different working environments. The researcher developed surveys with open ended questions that act as a framework of understanding what employees want…… [Read More]
Human esources Management Employee Attitudes and Job Satisfaction
The research by Saari & Judge (2004) does lay the foundation of three specific gaps between the Human esources practice and the scientific research that support theories that provide insight onto how to properly integrate workers into a workforce to meet organizational goals and the mission. The gaps outlined by Sarri & Judge are below.
The Causes of Employee Attitudes
The esults of Positive or Negative Job Satisfaction
How To Measure and Influence Employee Attitude
The Causes of Employee Attitudes are a subdivided into core categories including Dispositional Influences, Cultural Influences, Work Situation Influences. The gaps are a function of these categories as the real job work environment is subject to differentiation and variation from the underlying theory. "In addition, one of the most important areas of the work situation to influence job satisfaction -- the work itself -- is often overlooked…… [Read More]
Hence, a more corporate attitude is being embraced by pro-vice-chancellors, but the salient question in this article is this: will a university be better off with corporate-style, bureaucratic leadership, or with leadership that pursues academic excellence and a pure mission of educating students?
Wang, Yong, and Poutziouris, Panikkos. (2010). Leadership Styles, Management Systems and Growth: Empirical Evidence from UK Owner-Managed SMEs. Journal of Enterprising
Culture, 18(3), 331-354. Doi: 10.1142/So21849581000604.
What these authors bring to light in this article is that a higher rate of sales and growth for medium sized businesses can be realized when run by an owner that also manages the business. This survey of 5,710 respondents in the UK further pointed to the fact that when the owner-manager delegates authority, the operation is more professional and successful.
Webb, Kerry S. (2009). Creating Satisfied Employees in Christian Higher Education: Research
on Leadership Competencies. Christian Higher Education, 8(1), 18-31.…… [Read More]
What is the relationship between individual characteristics and job satisfaction?
Individual characteristics, or sometimes referred to as attitudes or behavior, are related to job satisfaction in the sense that they help in defining the goal of an individual within his job. Such goals, defining by the way of how they are achieved, can be used in turn as measures in defining job satisfaction.
The differing characteristics of individuals affect their job satisfaction. For instance, there are those who are positive thinkers and goal achievers, in that despite of the challenges in their job, they remain optimistic. This then causes them not to feel too many negative views about their jobs. Thus, when asked to rate the level of their job satisfaction, they are most likely to say that they are satisfied. On the other hand, there are those who have low fighting spirit. When faced by challenges, they easily…… [Read More]
Age Groups and the Nursing Profession
Job satisfaction in nursing related to generational age differences
Attrition among nurses has been a worrying topic to not only the society but the government and the related agencies in specific. This is due to the evident lack of interest in the nursing related field in the recent years, as more students opt for courses that are IT related rather than the nursing related courses. With the generation Y increasingly ignoring the nursing related courses and the baby boomers retiring each day, there is bound to be a gap in the nurses' numbers within the health care facilities, a trend that medics foresee just getting worse each passing year. Apparently, there is a generational influence or trend noticed in the perception of the nursing profession as will be further portrayed in the research data herein. This trend has led to a dire need for…… [Read More]
According to both testimonials and statistics, educated people report higher levels of personal happiness and job satisfaction. In her book, Nickel and Dimed, comfortably wealthy author Barbara Ehrenreich reports being taken out for a "$30 lunch and some understated French country-style place" and discussing "future articles I might write for [the editor of Harpoer's] magazine" (1). It is lunching with this editor from Harpers that she decides to take on a monumental task: leaving her posh environment and working in a blue collar job in order to prove, or not prove, that such one can get by making so little.
It is not only her work, but also her ability to take on such a task that proves the importance of education in both personal happiness and job satisfaction. Here, in the first few lines of the introduction, Ehrenreich alludes to her education and the choices it has allowed her…… [Read More]
Dong et al. is a published study which examines the nature of job satisfaction and its correlative relationship with job turnover. It examines specifically the trajectory of job satisfaction as it relates to causing worker turnover in a number within the hospitality industry. The study focused on 5,270 participants within the industry that worked at 175 different businesses. esearchers uncovered an interesting relationship between turnover and job satisfaction. There was a higher turnover rate with job dissatisfaction, which has been proven by prior research in previously published studies and empirical evaluations. Yet, this research uncovered that even positive changes in job satisfaction did not directly lead to a decrease in individuals leaving their current positions. The research uses the theoretical concept of Gestalt's characteristics theory to form a foundation for understanding how job satisfaction would be related to potential turn over rates. Overall, Dong et al. (2012) describes the concept…… [Read More]
International Organizational Behavior-Cultural Differences in Job Satisfaction and Motivation
As the forces of globalization continue to reshape the international marketplace, understanding cross-cultural differences in job satisfaction and motivation has assumed new importance and relevance. To this end, this paper provides a comparison of the United States with two of its major trading partners, China and Canada, drawing on Geert Hofstede's five cultural dimensions. A comparison of the U.S. with these two countries using Hofstede's five cultural dimensions is followed by an analysis concerning how various job factors contribute to satisfaction in different cultures. Finally, a summary of the research and important findings concerning the implications of cross-cultural factors for international organizational behaviorists in promoting job satisfaction and motivation are presented in the conclusion.
eview and Discussion
While it is reasonable to suggest that the overwhelming majority of people in the world work to earn a living, making pay and benefits…… [Read More]
The employee does, however, receive recognition and has the possibility of extrinsic rewards such as pay raises and promotions.
The relative lack of positive goals for the cashier/finisher position is ineffective. Employees are not encouraged to seek new, higher standards of performance because they face limited advancement and pay raise prospects. The company's emphasis on minimum standards works well, but the bagel example shows how better use of positive goal-setting can help to unleash the full potential of Dunkin's front-line customer service staff. If these employees working towards positive goals can bring the chain to be the number one bagel seller in the country in less than a year, then clearly the firm's day-to-day performance is underperformance and this is largely due to the lack of such rewards.
The cashier/finisher position at Dunkin' Donuts can be difficult to fill. As such, the company's job design, rewards and motivations systems…… [Read More]
The last step is rating the elements on the constructs based on a 5, 7 or 10 point rating system Smith, 1980()
Another method is work sampling whereby the proportion of time a worker spends on a particular activity such as fixing a machine or designing a new system is measured. Hierarchical task analysis is another method and it involves giving a description of the performance of the employee based on the organization's hierarchy. This method involves describing the interactions between the employee, their supervisor and other managers in the hierarchy Shepherd, 1985()
Problems with job analysis
The job analysis process involves a variety of methods, detailed plans, tools and human effort which makes it prone to problems and challenges. One major problem that comes with job analyses is the lack of support by the management team. This is a huge problem that arises when the job analyst is unable…… [Read More]
This research was done to identify any relationship to job satisfaction and a recent company outing to Camp Feel Good. Essentially, the manager is doing this experiment to determine how effective Camp Feel Good attendance is on employee's attitudes.
u1= mean of employees who attended meeting and did not increase job satisfaction u0 = mean of employees who attended meeting and increased job satisfaction
u1 > u0
Null: H0: u1 / u0
Meeting attendance: This variable is discrete since it can either be yes or no, with no in between. This is a quantitative measurement and is the independent variable.
Job Satisfaction Score: This variable is continuous and is nominal. It is a qualitative variable that needs to be converted to understand its meaning. It is the dependent variable in this analysis.
The descriptive statistics infer some important points about the research question posed.
The first…… [Read More]
This sense of authority also enhances feelings of autonomy.
3. Feedback is available at all levels: from the supervisor, clients and co-workers. Performance is clearly observed and attributed to the employees, facilitating a fair performance appraisal and development of an incentives program.
Such processes are made even more efficient by the implementation of an efficient goal-system. As suggested above, the goals are established at individual level, at the group of employees performing similar tasks and at the level of the supervisor and departmental level.
The implementation of the new positions inside the department should be performed by taking into consideration employees' skills and motivation. The progress of the job redesign project should be monitored closely. Feedback sessions may be held in order to examine the challenges and progresses faced. Training should be offered to employees if necessary. The process completed, it can be examined and extended to other departments.
For…… [Read More]
job redesign approaches to revise the selected position.
There are various job redesign approaches that can be adopted in order to revise the role of the supervisor at GM. Grant & Parker (2009, p. 5) pointed out that job design describes how various jobs, roles and tasks are structured, modified and enacted. It also describes the impact of the structures. Job design has also been pointed out by Strumpfer (2006) to be of increasing importance to various organizations. This is because a well designed job results in an improvement of employee well-being. And yet again, it can observed as the process in which a given supervisor makes up his/her mind to change an element of the job, roles as well as tasks of a given individual (Tims and Bakker,2010)
The proposed and improved Job edesign system
General Motors should redesign their jobs to follow the framework of job…… [Read More]
When most people think of Anheuser-Busch, they will often associate it with a large multinational company that produces Budweiser. While this is true, the firm has operations in 23 countries and employs 116 thousand people worldwide. This means that they must utilize different strategies for attracting and retaining key personnel. To fully understand how this takes place there will be a focus on: recruitment strategies, the way the organization classifies job opportunities, factors for determining the right mix of local / international employees, the benefits and expatriate programs. Together, these different elements will provide the greatest insights as to how the firm is able to locate and hold onto critical talent. ("Anheuser-Busch," 2012)
Outline the recruitment strategies the organization uses.
The basic recruitment strategy at Anheuser-Busch is focused on locating individuals who are coming out of college. During this process, they will talk with them about their future…… [Read More]
job is largely an outgrowth of the industrial revolution's efficiency demands. There was a widespread notion of substitution of machine power for people power, management specialists Adam Smith and Fredrick Taylor have given their remarkable contribution in creating positive correlation between specialization and efficiency (Litterer, 1969). Among the management experts and managers the popularity of specialized and short cycle jobs have climbed its peak. Job specialization was initiated in organizations by breaking down jobs into its lowest level and designing jobs for each part. It evolves specialization, expertise and improved quality. Job specialization implication is seen in workplace in manufacturing and assembly lines where workers were specialized for specific task for the whole shift.
In job specialization the same task is repeated whole day long. The benefits of job specialization can be drawn from the concept of 'Division of labor' proposed by Adam Smith. Smith had a strong conviction that…… [Read More]
edesign and Workplace Assessment
What goes into the accountant profession? Are many responsibilities placed on the individual as well as the business? How does one remain motivated through his or her daily work activities? Will he or she become a success through these endeavors? One will discuss job redesign and workplace rewards.
Certified Public Accountants (CPA) have an impact at every organization they work at on a regular basis. Many in this profession rely on their firm to teach them the necessary information needed in order to understand what is required of them, such as ethics and culture. Training is involved for a new employee as well. In order for a CPA to do their job effectively, he or she has to follow a code of ethics. This lies with the individual rather than the company (Colson, 2003). "Professionals are expected to follow their profession's ethical codes even when these…… [Read More]
Job Stress Levels and its Effect on Production
Mitsuka Technologies Inc.
Mitsuka Technologies Inc. is involved in the manufacture of auto parts and components for one of the major automobile manufacturers in the world. As part of a quality and efficiency audit, a team has been assembled to assess the areas that need improvement to increase production, and ultimately profitability. Job stress is a concern for all levels of an organization, individual, group team, and the organization as a whole. This study will assess the level, sources of job stress and the effects that it has on Mitsuka Technologies Inc. In terms of quality, efficiency and productivity.
Studies have shown that stress effects an organization in many very real and measurable ways and that identifying the sources of stress and developing a plan to eliminate or reduce these stressors can have an impact on productivity and profitability. On an individual…… [Read More]
Job Characteristics Model focuses on five core job dimensions. The purpose of the characteristics model is to encourage workers to have greater job satisfaction through understanding their psychological needs. The five-core dimensions include the following characteristics. Skill variety: which dictates that a job design should challenge a number of skills and abilities that a worker possesses. Task identity: a job should require attainment of a complete and exclusive portion of work; the work must not be a small part of the project as a whole. Task significance: the job has to be significant to people's lives. Autonomy: the worker is self-governed when designing a work schedule and choosing how the work will be completed.
Feedback: the workers receive a response about the work completed that details the effectiveness of the job. (Notes on the Job Characteristics Model)
Job Enrichment firm's ability to understand these five characteristics can greatly enrich jobs…… [Read More]
Discuss the factors causing the employee's dissatisfaction.
There are several reasons the employee could be dissatisfied; Malik will need to speak with her first thing in the morning to find out why she is unhappy. Only when he knows the reasons for her dissatisfaction can he begin to address the problem. He may find out that factors are completely out of his control.
The employee stated she feels she has both too much and too little to do. It is possible she feels that much of her work has little relevance with respect to her training, education and experience. She may feel overwhelmed with tasks that are beyond her expertise, with too few tasks requiring the kind of work she is comfortable doing. She may feel bored by work much of the time because it is not sufficiently challenging.
It is also possible that the employee does not…… [Read More]
Meta-Analysis Stages and Practices
(based on Figure 1, p. 307, Kirca & Yaprak, 2010)
The Causal Relation Between Job Attitudes and Performance:
A Meta-Analysis of Panel Studies
How Important Are Job Attitudes? Meta-Analytic Comparisons Of Integrative Behavioral Outcomes And Time Sequences
Identify and read relevant theoretical and empirical articles
studies were utilized.
Contextual performance and focal performance were the two main factors on which the studies were based
Identify important, common variables, study, and measurement characteristics to assess
The two variables being studied were job attitudes and job performance
Job attitudes were linked to different factors that came under the category of contextual and focal performance
Identify contradictory findings
Decide on meta-analysis objectives
To fill the gap between the relationship of these two factors.
To fill the gap between the relationships of these two factors.
Develop preliminary theoretical framework
Job attitudes were defined as a person's affective and…… [Read More]
Nothing is really work," states an old adage, "unless you would rather be doing something else."
In today's times of economic uncertainty, rapid employee turnover and more trade union disputes, the issue of worker satisfaction has become even more important. In addition to salary, many workers point to the need for a good quality of worker life. They need to feel that their personal needs are being met in their professional careers.
This paper examines factors which relate strongly to worker satisfaction. These factors include greater communication, opportunities for advancement and a sense that their work is "meaningful." In the last part, the paper also makes suggestions regarding how employers can both ensure motivation on the job and address factors that give rise to job dissatisfaction.
The question of employee satisfaction has come to gained greater attention especially in this new century. A survey commissioned by the Pitney…… [Read More]
American today, works more that an American worker of even a generation ago. A 1999 Government report stated that workers worked 8% more hours than the previous generation. This translates to an average workweek of 47 hours. Twenty percent of workers today work more than 49 hours. The work place has been constantly changing -- the revolution from agronomies to industrialization having had its origins in the industrial revolution. Most of the industrialized regions of the world have attained better standards with significant improvements in quality of life as a result of the industrial revolution. In turn, however, the workplace became more formal and restrictive. Any personal skills of an individual worker were generally ignored. These abilities were not essential a worker's role in the "new" work environment.
Mass production was the next phase of change in the workplace. It made standardization the norm. Greater emphasis was placed on conforming…… [Read More]
.....jobs that I had that were not motivating, but one in particular was an office job that involved mind-numbing work. It checked a lot of boxes for jobs that you don't want to do and I could not get out of there quickly enough. The office was a large, open space, a true cubicle farm, but without partitions, more open. So it was noisy. The lighting was terrible fluorescent. Everybody there was a lifer. I have never heard so much complaining about Mondays, and talk about Hump Day, and that sort of negativity. Nobody really wanted to be there but nobody seemed all that motivated to leave, either. For a young person looking to build something, it was just awful.
Barrick, Mount and Li (2013) wrote a paper discussing the role of personality, job characteristics and experienced meaningfulness. They argue that "personality traits initiate purposeful goal strivings" and essentially make…… [Read More]
93). This approach allows members of the team to act autonomously; that is, once the supervisor is selected each member of the team has their own target to hit, and their own method or tools for realizing their target or goal. When they achieve this goal, they are rewarded through recognition of their efforts and greater autonomy or a promotion. This in turn may lead to increases in status or pay within the organization, which improve motivation and fulfills any financial goals a team member may have.
Goal setting theory needs to be strengthened as it promotes knowledge sharing in the organization. eeve (2001) notes in his goal setting theory (p. 199) that setting goals is critical to the success and productivity of an individual and team members. When people act as part of a group they form an alliance, one that collaborates and overcomes obstacles to success, which may…… [Read More]
Job Analysis Selection InterClean merged EnviroTech, a result, a strategic direction. The company longer sell cleaning products, provide full-service cleaning solutions organizations health care industry.
Job analysis and selection
As InterClean merged with EnviroTech, the resulting company is one with an increased operational complexity. Specifically, instead of simply selling cleaning products, the new firm would also be offering cleaning services to customers in the health care industry. This specifically means that the quality of the products and services delivered has to be of the utmost highest standards, in order to serve the extreme hygiene needs of the medical field.
In order for the company to succeed in its endeavors, it is necessary for it to adequately staff, train or otherwise manage the human resources. This necessity is pegged to the fact that the employees are the ones who create and sell the products, and also the ones who deliver the…… [Read More]
Job Task Analysis -- Customer Service
Job Task Analysis Customer Service
Location: Corporate Office
shifts, 8-5, 4-12
Sat/Sun -- 9am-6pm
Hourly (Entry 10.00/hour, range to $14.80/hour)
Call Center Agent
Preparation / Prerequisites
High School Diploma or Equivalent
Excellent Interpersonal Skills
Working Knowledge of Basic Computer Operations and MS Word and Excel
Must pass a background and drug screen
Ability to Multi-Task effectively
Clear speaking voice and good command of English
Typing skills of 25-30 wpm or greater
One year experience in Customer Service or Sales
Ability to problem solve and find win-win solutions
Pleasant "can-do" attitude
Excellent listening and empathy skills
Work in a call center environment
Maintain customer service targets
Sales and Sales support
Consistently meets established guidelines
Effectively communicates with customers, coworkers and managers
Demonstrates accuracy and thoroughness to Quality Programs
Ability to service…… [Read More]
Job Analysis Selection • Conduct a job analysis. • Outline a workforce planning system. • Create a selection process staffing. Course Assignments 1. eadings • ead Chapter 5 -- 7 Managing Human esources.
Job Analysis Selection
As InterClean and EnviroTech completed their merger, the operational complexities of the resulting companies significantly increased. At the primary level, one could observe the fact that the organization would no longer simply offer cleaning products, but also cleaning services to the local health care institutions. As a specification, these institutions require the highest possible quality cleaning products and services. Nevertheless, the ability to kill as many germs as possible does no longer represent the main competitive advantage.
The modern day society is extremely dynamic and continually challenges the economic agents to rise up to amounting expectations. While a high quality of the manufactured products and delivered services is imperative, it is no longer sufficient…… [Read More]
Job burnout has been defined as "a psychological syndrome in response to chronic interpersonal stressors on the job. The three key dimensions of this response are an overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment." (Maslach, 2001)
Maslach describes exhaustion as stemming from the chronic stress of feeling burned out. The employee feels overextended, and lacks the emotional strength to overcome the hurdles he or she faces. It involves negative feelings of incompetence and lack of productivity.
Musick (1997) looked specifically at the medical profession, noting trends that have been seen in other fields as well. Management, in an effort to increase productivity, sometimes increases demands and arbitrarily changes job descriptions in ways that stress the employees. Musick reports one interviewee as saying, "People can do more for brief periods of time," but noted that sometimes people feel the…… [Read More]
XML is used not only to represent the data but also as a messaging protocol called SOAP; and (6) Portal Integration is another popular integration methodology in use today. It doesn't involve expensive and time consuming technologies and processes that EAI and data warehousing require. Also, it is the most customer-facing of all the methods described in this section. This means that it can be highly personalized and customized to the customer's requirements. In future, portals will present their functionality as web services so that multiple portals from different vendors can be integrated.
Architecture of Portals
The portal, when speaking technically, is "a framework that enables developers to plug various software components called portlets, and then deliver the aggregated content to multi-devices." (Mohan, 2003) Integration may be accomplished through using HRML, JSP, Java eans, Java servlets, XSL that transforms XML through XSL transformation or even CGI. Sun Microsystems' Java Community…… [Read More]
Job edesign and Workplace ewards Assessment:
Advertising art director at an advertising agency
Job components, tasks, or responsibilities
Employees whose work focuses on designing the content of advertising often have a greater deal of leeway in terms of governing their day than other types of employees. Advertising professionals are 'creatives,' meaning that their output is more subjective in its value than, say, a factory employee that must produce so much of a particular product per diem or even an accounting professional that must perform an audit. An advertising art director's role is serving the customer. "An art director usually works alongside a copywriter to form a 'creative team'. Traditionally, the copywriter produces the words to go with the visuals created by the art director" (Advertising art director, 2014, AGCAS). Working with the client closely from the beginning to gain a sense of what the client needs from a particular project;…… [Read More]
Family Medical Leave Act (FMLA) and Return to Work
Balancing health, home, family, work:
With this purpose, this research paper probes into the methods, mechanisms that policies managers may utilize in the quest to facilitate employee leave and return to work. As this is a subject that deals with policies that may have a resounding impact on the welfare of both the company and it's employees, hence it is necessary that we take into account the psychological and emotional needs of individuals as discussed in the theories of Maslow, Herzberg and McClelland. This proposal shall demonstrate the beneficial aspects of leave policy implementation, as none exists at this point and prove that just a little consideration on the part of the management can turn any company's ventures into a roaring success.
THEORETICAL SUCCESS OF THE PROPOSAL:
Maslow's Hierarchy of Needs:
Maslow's Hierarchy of Needs states that each need…… [Read More]