Job Satisfaction Essays (Examples)

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Job Assessment the Position of

Words: 1632 Length: 6 Pages Document Type: Essay Paper #: 39836689

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.

Conclusion

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]

Works Cited:

Job Posting: Dunkin' Donuts Crew Member. Snagajob.com. Retrieved October 17, 2009 from http://www.snagajob.com/job-seeker/jobs/job-details.aspx?postingId=1308092&ref=vseindeed

No author. (2007). Maslow's Hierarchy of Needs. NetMBA.com. Retrieved October 17, 2009 from  http://www.netmba.com/mgmt/ob/motivation/maslow/ 

No author. (2008). Dunkin' Donuts rewards "brilliant bagel behavior." Incentive Performance Center. Retrieved October 17, 2009 from  http://www.incentivecentral.org/employees/casestudies/Dunkin_Donuts_Rewards_Brilliant_Bagel_Behavior_.836.html
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Job Analysis Process Job Analysis

Words: 2218 Length: 7 Pages Document Type: Essay Paper #: 85178205

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]

References

Carter, R.C., & Biersner, R.J. (1987). Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores*. Journal of Occupational Psychology, 60(4), 311-321. doi: 10.1111/j.2044-8325.1987.tb00263.x

Dessler, G., Griffilhs, J., & Lloyd-Walker, B. (2007). Human resource management: Theory, skills & application (3rd ed.). Australia: Pearson.

Muchinsky, P.M. (2011). Psychology Applied to Work. Summerfield, NC: Hypergraphic Press.

Nel, P., Plessis, A. d., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., . . . Millet, B. (2012). Human Resource Management in Australia and New Zealand. Victoria, Australia: OUP Australia & New Zealand
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Job Outing This Research Was Done to

Words: 473 Length: 2 Pages Document Type: Essay Paper #: 83068714

Job Outing

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.

Descriptive Statistics

The descriptive statistics infer some important points about the research question posed.

The first…… [Read More]

References

Week 3 SPSS Output. Provided by student.

National Atlas.GOV. (nd). Understanding Descriptive Statistics. Viewed 22 July 2013. Retrieved from http://nationalatlas.gov/articles/mapping/a_statistics.html
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Job Design and Redesign for

Words: 1795 Length: 6 Pages Document Type: Essay Paper #: 95711051

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]

References

Summary report from account http://online.onetcenter.org/link/summary/13-2011.01

Armstrong, M. (2006), a Handbook of Human Resource Management Practice, Kogan Page, 10th edition.

Hackman R, 1980. Work Redesign and Motivation, Professional Psychology Vol. 11, No.3

Slocum, John W., Jr. Job Redesign: Improving the Quality of Work Life, available at www.sbaweb.wayne.edu/~absel/bkl/.%5Cjels%5C3-1b.pdf
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Job Redesign Approaches to Revise the Selected

Words: 1417 Length: 5 Pages Document Type: Essay Paper #: 166933

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

Job Crafting

General Motors should redesign their jobs to follow the framework of job…… [Read More]

References

Armstrong M. And Murlis H. (1994) Reward Management. A Handbook of Remuneration

Strategy and Practice, Third Edition. Kogan Page, London.

Grant, A.M., & Parker, S.K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. The Academy of Management Annals, 3, 317 -- 375.

Gross.,S. (1995) Compensation for teams: How to design and implement team-based reward programs, American Management Association. New York. NY
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Job Listings When Most People Think of

Words: 1177 Length: 4 Pages Document Type: Essay Paper #: 61706766

Job Listings

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]

References

Anheuser-Busch. (2012). Anheuser-Busch. Retrieved from: http://www.ab-inbev.com/go/about_abinbev/our_company/ab_inbev_company_profile.cfm

Explore AB. (2012). Anheuser-Busch. Retrieved from: http://www.ab-inbev.com/go/careers/explore-ab-inbev-careers

Our Graduate Recruitment Programs. (2012). Best Beer Job. Retrieved from:   http://www.bestbeerjob.com/global_management.html  

Our People and Culture. (2012). Best Beer Job. Retrieved from:   http://www.bestbeerjob.com/ourpeople.html
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Job Is Largely an Outgrowth of the

Words: 714 Length: 2 Pages Document Type: Essay Paper #: 39564645

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]

References

Litterer, Joseph (1969) Organizations. Published by New York John Wiley & Sons.

Niederhoffer, Victor (2006) Specialization and the Division of Labor. Retrived on 22nd August

2011 through:

 http://www.dailyspeculations.com/vic/Division.html
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Job Redesign and Workplace Rewards Assessment

Words: 2126 Length: 6 Pages Document Type: Essay Paper #: 12028783

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]

References

Colson, R. (2003). Principles of professional conduct. Retrieved May 15, 2011, from The CPA

journal: http://www.nysscpa.org/cpajournal/2004/104/text/p80.htm.

U.S. Department of Justice. (2011). Careers. Retrieved May 15, 2011, from U.S. Department of Justice: http://www.justice.gov/.
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Job Stress Levels and Its Effect on

Words: 1591 Length: 5 Pages Document Type: Essay Paper #: 26024092

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]

Works Cited

Carey, Allen D. (1997). Ways to Deal with Stress. ESU Online Management Journal. http://www.emporia.edu/ibed/jour/jour13ob/allencob.htm Accessed October 2002.

Douglas, Max E. (1996) Creating Employee Stress in the Workplace: A Supervisor's Role. Supervision. Oct 1996 p. 6-9.

Shellenbarger, Sue. (2001). Savvy Professionals Cope With Good and Bad Stress. Wall Street Journal Online. July 26, 2001. http://www.careerjournal.com/columnists/workfamily/20010726-workfamily.html Accessed October 2002.

Spiers, Carole. (2002) Stress Management. Training Journal. April 2002. www.csa-stress.co.ukOrganisationalstress:a management perspectiveSpiers / Accessed October 2002.
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Job Characteristics Model Focuses on Five Core

Words: 624 Length: 2 Pages Document Type: Essay Paper #: 3090583

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]

Works Cited

Hackman-Oldham Job Characteristics Model and Job Design. http://www.geocities.com/Athens/Forum/1650/hackmanoldham.htm

Influencing Work Behavior. http://sominfo.syr.edu/facstaff/rchesser/mbc637mc/Present/Wkdesign.ppt

Job Characteristics model. http://www.siu.edu/departments/cola/psycho/psyc323/chapt07/sld020.htm

Notes on the Job Characteristics Model. http://www-rcf.usc.edu/~fulk/jcm.html. The
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Job Firstday Discuss the Factors Causing the

Words: 997 Length: 3 Pages Document Type: Essay Paper #: 63601128

Job

FirstDay

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]

Reference

Stewart, G.L. And Brown, K.G. (2009). Taken from Human Resource Management: Linking

Strategy to Practice, Hoboken, NJ: John Wiley & Son, Inc.
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Satisfaction at Work or on Job

Words: 872 Length: 3 Pages Document Type: Essay Paper #: 66198229

ork Satisfaction

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]

Works Cited

Bodek, Norman. "The quality of work life." Industrial Engineer. March 2003. Proquest Database.

Giving employees meaningful work is the best way to keep them." New Hampshire Business Review. December 1, 2000. Proquest Database.

Greater expectations." People Management. September 11, 2003. Proquest Database.
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Job Attitudes

Words: 1222 Length: 4 Pages Document Type: Essay Paper #: 53609239

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

Formulate problem

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]

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Job Stress

Words: 6333 Length: 20 Pages Document Type: Essay Paper #: 76804291

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]

Bibliography

Armour, Stephanie. "Workers Seek Compensation from Employers for Job Stress." USA TODAY May 15, 2002.

Barsade, S, and B. Wiesenfeld. Attitudes in the American Workplace Iii. New Haven, CT: Yale University School of Management., 1997.

Bond, J.T., E. Galinsky, and J.E. Swanberg. The 1997 National Study of the Changing Workforce. New York, NY: Families and Work Institute, 1998.

Briggs, Susan. To Think or to Do? 2001. Available. December 8, 2002. http://www.pacpubserver.com/new/business/3-12-01/motivation.html
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Correctional Facilities and Job Performance

Words: 5266 Length: 19 Pages Document Type: Essay Paper #: 93788120

Job Satisfaction in Correctional Officers

Current Situation

One of the enduring problems in modern law enforcement is the high rate of job dissatisfaction among correctional officers, which, anecdotally is even higher than job dissatisfaction rates in other law enforcement professionals. There are a number of factors believed to contribute to this job dissatisfaction, which, in turn, contributes to other problems for correctional facilities, such as high rates of employee turnover. Job dissatisfaction can also increase danger in the correctional facility environment because it might impact prisoner morale, may result in correctional officers not being sufficiently attentive to changes in prisoner attitude, and may make it difficult to keep staff adequately trained to respond to situations that develop within the correctional environment.

Obviously, all of these scenarios can result in an increased negative impact on job satisfaction for other employees, so that the problem becomes cyclical. hat that suggests is that…… [Read More]

Works Cited

Graham, S., Harrington, W., Manyak, T. Segal, S., & Udechukwu, I. (2007 Fall). The Georgia

Department of Corrections: an exploratory reflection on correctional officer turnover and its correlates. Public Personnel Management, 36(3), 247+. Retrieved from http://go.galegroup.com/ps/i.do?id=GALE%7CA175557556&v=2.1&u=oran95108&it=r&p=AO NE&sw=w&asid=0a390f77ae63768d6ac3dd9fd10ecdf5

Lambert, E.G., Kelley, T., & Hogan, N.L. (2013). The association of occupational stressors with different forms of organizational commitment among correctional staff. American Journal of Criminal Justice: AJCJ, 38(3), 408-501. Doi:http://dx.doi.org/10.1007/s12103-012-9183-1

Slate, R.N., Vogel, R.E., & Johnson, W.W. (2001). To Quit or Not to Quit: Perceptions of Participation in Correctional Decision Making and the Impact of Organizational Stress. Corrections Management Quarterly, 5(2), 68-77.
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Job Rewards Job Redesign and

Words: 1848 Length: 6 Pages Document Type: Essay Paper #: 6895171

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]

References

Reeve, Johnmarshall. (2001), Understanding Motivation and Emotion 3rd Ed. New York:

Reward Motivation
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Job Analysis Selection Interclean Merged Envirotech a

Words: 1216 Length: 4 Pages Document Type: Essay Paper #: 57680549

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]

References:

Gross, J., 2009, What is workforce planning system? PayScale, http://blogs.payscale.com/compensation/2009/10/what-is-a-workforce-planning-system.html last accessed on December 20, 2010

Heathfield, S.M., Hiring employees: a checklist for success in hiring employees, About, http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm last accessed on December 20, 2010

Employee selection process, Management Study Guide,  http://www.managementstudyguide.com/employee-selection-process.htm  last accessed on December 20, 2010

Practical steps to employee selection, University of California, http://cnr.berkeley.edu/ucce50/ag-labor/7labor/02.htm last accessed on December 20, 2010
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Job Analysis Selection & 8226 Conduct a Job

Words: 1175 Length: 4 Pages Document Type: Essay Paper #: 80518068

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]

References:

Jobber, D., Lancaster, G., 2009, Selling and sales management, Pearson Education

2010, Sample job analysis, Staffing and Recruiting Essentials,  http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html  last accessed on December 21, 2010

Business open learning archive, The BOLA Project, http://www.bola.biz/jobs/salesjob/salesrep.html last accessed on December 21, 2010
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Job Task Analysis -- Customer Service Job

Words: 625 Length: 2 Pages Document Type: Essay Paper #: 55189988

Job Task Analysis -- Customer Service

Job Task Analysis Customer Service

Position

Customer Service

Location: Corporate Office

shifts, 8-5, 4-12

Sat/Sun -- 9am-6pm

Full Time

Hourly (Entry 10.00/hour, range to $14.80/hour)

Position Objective

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

Organizational Skills

Ability to Multi-Task effectively

Clear speaking voice and good command of English

Flexible Schedule

Negotiating Skills

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

Responsibilities

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]

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Job Burnout

Words: 530 Length: 2 Pages Document Type: Essay Paper #: 45076928

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]

Bibliography

Maslach, Christina. 2001. "Job Burnout." Annual Review of Psychology.

Mashlach, Christina. September, 1999. "Take this Job and... Love It! (6 ways to Beat Burnout)" Psychology Today.

Musick, Janine Latus. April, 1997. "H (Wellsley, 2000) ow Close Are You to Burnout?" Family Practice Management.

Wellsley, Kristin. August 21, 2000. "Are You Suffering The Symptoms of Burnout?" Los Angeles Business Journal.
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Job Portal Security the Objective

Words: 3023 Length: 11 Pages Document Type: Essay Paper #: 16042206

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]

Bibliography

Mohan, Sajeev (2003) Mechanics of Oracle Portal and Identity Management. Online available at http://download.oracle.com/owsf_2003/36786_Mohan.doc

Reducing the Costs of it Security Management (2006) Sumner Blount eTrust Solutions Online available at  http://i.cmpnet.com/ittransformationcenter.techweb.com/pdfs/reducing_costs_security_mgt.pdf 

Building a Portal? Vive La Difference (2001) Information Week. 5 November 2001 Online available at http://www.informationweek.com/news/showArticle.jhtml?articleID=6508083

Oracle Solutions for Workforce Excellence - HR Transformation: Transform HR from an Administrative Function to a Strategic Partner. http://www.oracle.com/global/uk/hcm/9575%20Transformation-2-9-4.pdf
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Job Redesign and Workplace Rewards Assessment

Words: 1496 Length: 5 Pages Document Type: Essay Paper #: 2735565

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]

References

Advertising art director. (2014). AGCAS. Retrieved from:

http://www.prospects.ac.uk/advertising_art_director_job_description.htm

Cutler, Z. (2014). The best ways to reward employees. Entrepreneur. Retrieved from:

http://www.entrepreneur.com/article/75340
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Job Security

Words: 1075 Length: 3 Pages Document Type: Essay Paper #: 34474068

Job Security

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]

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Worker Satisfaction the Average Worker

Words: 379 Length: 1 Pages Document Type: Essay Paper #: 57267531

If workers are offered reasonable rates of pay, flexible time, vacation time, and other ancillary features they are less likely to leave. On the other hand, keeping workers dissatisfied is an age-old strategy of maintaining existing power hierarchies. Satisfied workers may be more likely to take advantage of flexible time, and more likely to become empowered. Empowered workers benefit many organizations but not ones with traditional authoritarian management and organizational hierarchies.

The government cannot mandate worker satisfaction per se, but can implement programs, politics, and laws that ensure worker rights. Unionized labor was one of the first times worker rights become infused into politics. Working conditions should be healthy, mandated by law. Pay scales should be reasonable and reflective of the current cost of living. Vacation time can and should be regulated by law so that workers can enjoy ample leisure time. Unionized workers may experience greater job satisfaction only…… [Read More]

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Attitudes Job 2

Words: 1401 Length: 4 Pages Document Type: Essay Paper #: 59526765

Organizational Commitment

The author of this report is asked to compare and contrast three articles relating to organizational commitment. The three articles in question are all heavy-hitters on the topic and all emanate from the academic and peer-reviewed scholarly spheres. The first was the 2002 treatise offered by Swailes. This more dominant offering relating to organizational commitment will be compared to the 2008 work or ikettta and the 2006 work of Harrison et al. While there are definitely differences in the options and conclusions made by the three studies, they also share very strong corollaries.

Questions Answered

Swailes started off by covering the early viewpoints of organizational commitment dating back to the work of Fayol in the 1940's. He also covered Weber's work in 1947 as well as other works through the 1970's, 1980's and 1990's. The earlier work that Swailes seized on and identified as pivotal when speaking of…… [Read More]

References

Harrison, D.A., Newman, D.A., & Roth, P.L. (2006). How important are job attitudes?

Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49(2), 305-325.

doi:10.5465/AMJ.2006.20786077

Riketta, M. (2008). The causal relation between job attitudes and performance: A meta-
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Empowerment Job Satisfaciton & Uncertainty

Words: 5613 Length: 20 Pages Document Type: Essay Paper #: 16178354

This type of empowement efes to empowement on an oganizational level. It efes to the concete tansfeence of powe to the employee though policies and diect actions that povide the employee with geate esouces and channels though which to execise thei powe. This may be in the fom of voting ights on key company decisions, o it may mean an open-doo policy fom management.

Thee concepts ae associated with empowement: infomation shaing, autonomy within cetain boundaies, and team accountability (Seibet, Silve, & Randolph, 2004). An empoweed oganization allows the employee to shae thei ideas and to have input into pesonal and team goals. It also means accountability to othe team membes fo pefomance. These thee pinciples epesent an empoweed oganizational stuctue.

Empowement was seen as the answe to authoitative wokplaces that stifles ceativity and that alienated wokes (Wilkinson, 1998). This old style of management ceated wokes who wee advese to…… [Read More]

references for empowerment practices by the "ideal manager" in China International Journal of Intercultural Relations. 31 (1), pp. 87-110.

Parker, LE., & Price, RH. 1994. Empowered managers and empowered workers: The effects of managerial support and managerial perceived control on workers' sense of control over decision making. Human Relations, 47, pp. 911-922.

Savery, L. & Luks, J. 2001. The relationship between empowerment, job satisfaction, and reported stress levels: some Australian evidence. Leadership & Organizational Development Journal. 22 (3), pp. 97-104.

Seibert, S., Silver, S., & Randolph, W., 2004. Taking Empowerment to the Next Level: A Multiple-Level Model of Empowerment, Performance, and Satisfaction. Academy of Management Journal. 47 (3), p. 332-349.

Spreitzer, GM. 1996. Social structural characteristics of psychological empowerment.
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Employee Satisfaction With a Company's Review Process

Words: 7400 Length: 27 Pages Document Type: Essay Paper #: 74633360

Employee Satisfaction with a Company's Review Process

The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.

Delimitations (See Leedy)

Premise

Hypothesis

Research question(s)

Evaluation Objective

Development Objectives

Participants

Researcher

Survey Group(s)

Assistants

Site contact

Timeline

Chapter II

A. Literature Review

B. Introduction

C. General Management Issues

D. Project Related Issues

E. Conclusions

F. Definition of Terms

G. References

H. Project Submission…… [Read More]

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Spinal Cord Job Placement Issues

Words: 2729 Length: 9 Pages Document Type: Essay Paper #: 71199446

Studies have shown that a relationship exists between individual's satisfaction with their life after a spinal cord injury and their access to the environment, including the work environment (ichards, Bombardier, Tate, Kijkers, Gordon, Shewchuk & DeVivo, 1999). In particular access to a life that can be considered normal and "outside of the person" or their injury is an important predictor of satisfaction with life for individuals with spinal cord injury (ichards, et. al, 1999). Occupational status is a tremendous element of personal satisfaction.

acial disparities have been identified in employment and job placement patterns among individuals with spinal cord injuries, however these differences are found by some researchers to mirror the patterns that exist among the population at large (Meade, Lewis, Jackson & Hess, 2004). Studies conducted show that racial disparities in employment rates and job placement are found to be similar before and after injury, and in one study…… [Read More]

References

Anderson, CJ & Vogel, LC. (2002, Jun). "Employment outcomes of adults who sustained spinal cord injuries as children or adolescents." Arch Phys Med Rehabil. 83(6): 791-801

Dudgeon, BJ; Gerrard, BC, Jensen, MP, Rhodes, LA & Tyler, EJ. (2002, Feb). "Physical disability and the experience of chronic pain." Arch Phys Med Rehabil. 83(2): 229-35

Gibson, KL. (2003, July). "Caring for a patient who lives with a spinal cord injury."

Nursing 33(7): 36-41.
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Employee Satisfaction & Quality Systems the Human

Words: 1496 Length: 5 Pages Document Type: Essay Paper #: 64180756

Employee Satisfaction & Quality Systems

The human resource of any organization is one of the most valuable of all its resources. The continued productivity, innovation, commitment and contributory spirit of organizations employees can create a profitable and strong business in any industry. If these characteristics are lacking in the workforce for many of the employees the business can also be stifled and perform far below its capacity. There are many contributory factors associated with employee satisfaction and therefore optimal production and innovation. The literature on the subject is plentiful and demonstrative of process change and reaching goals of employee satisfaction that improve the bottom line as well as the whole environment of the business (Chang, Chiu, & Chen, 2010, p. 1299). According to Yee, Yueng, & Cheng, the link between employee satisfaction, service quality, customer satisfaction that leads to firm profitability is sound;

Using structural equations modeling, we found that…… [Read More]

Resources

Cappelli, P., & Rogovsky, N. (1998). Employee involvement and organizational citizenship: Implications for labor law reform and "lean production." Industrial & Labor Relations Review, 51(4), 633-653.

Chang, C.C., Chiu, C.M., & Chen, C.A. (2010). The effect of TQM practices on employee satisfaction and loyalty in government. Total Quality Management & Business Excellence, 21(12), 1299-1314. doi:10.1080/14783363.2010.530796

Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy Of Management Journal, 38(3), 635-672. doi:10.2307/256741

Pakdil, F. (Summer, 2010).The Effects of TQM on Corporate Performance The Business Review, Cambridge. 15 (1). 242-248.
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Customer Experience and Employee Satisfaction

Words: 4822 Length: 15 Pages Document Type: Essay Paper #: 73314610

It is a broader notion or the next evolutionary stage of client relationship management approach.

A customer-centric organization is defined as the one, offering long-term constant and consistent best quality experience to clients 'over all customer access points; across all marketing, sales, and service programs; throughout all parts of the organization.' As can be clearly inferred from this definition, the product will vary over time to satisfy evolving clients needs, but the staff of the company must be adequately train to offer best quality service no matter what product it offers to the clients: at the access points, at the logistics offering optimal time of the service or delivering a product, and after sales servicing to motivate another purchase.

There are certain steps within building such organization. The first phase of collecting and analyzing client database corresponds to the first phase of client relationship management and calls for clear understanding…… [Read More]

References

Ahn, J.Y. Some aspects on the Web data mining for effecting eCRM from a statistical viewpoint, PhD dissertation, Chonbuk National University, Chonju.

Bertz, R. Jr., Thomas, S. Perceived Equity, Motivation, and Final-offer Arbitration in Major League Baseball, Journal of Applied Psychology, Volume 77, pp. 280-287, 1992.

Bolton, M. Customer Centric Business Processing, International Journal of Productivity & Performance Measurement, Volume 53, i, pp. 44-51, 2004.

Bose, R. Customer Relationship Management: Key Components for it Success, Industrial Management & Data Systems, Volume 102/2, pp. 89-97, 2002.
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Employee Absenteeism High Employee Satisfaction Is Correlated

Words: 527 Length: 2 Pages Document Type: Essay Paper #: 71551971

Employee Absenteeism

High employee satisfaction is correlated with low employee absenteeism.

Employee satisfaction is both a qualitative and quantitative research question. Absenteeism is a measurable, quantitative and numerical data set; there is no grey area within it. It is a pattern of missing obligations and can be used to correlate numerical data. Employee satisfaction, on the other hand, is typically qualitative and then turned into quantitative data (productivity, morale, loyalty, satisfaction). This measurement is often rated on a scale (low number = low satisfaction, high number = high satisfaction, etc.).

There are a number of variables that would be significant in any study on the relationship between absenteeism and satisfaction. These would include age, gender, position (level within the hierarchy), demographics, salary, time at the company, educational level, and then, of course, the number of days absent (which could also be broken down to days per week, month, quarter, consecutive,…… [Read More]

Source:

Research Design. (2006). Research Methods Knowledge Base. Retrieved from:

 http://www.socialresearchmethods.net/kb/design.php
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Piney Woods Hospital Satisfaction Is the Pivotal

Words: 3021 Length: 10 Pages Document Type: Essay Paper #: 20804499

Piney Woods Hospital

Satisfaction is the pivotal problem for Piney Woods Hospital to address. Satisfaction across all stakeholders has a substantive impact on the other key challenges the hospital is facing. When customers are satisfied with the service and care they receive at hospital, they let others in the community know about it. When hospital employees are satisfied, they provide superior hospital services. When physicians are satisfied, they provide excellent medical care. It is an obvious and intractable cycle. Further, levels of satisfaction are indicators of other symptoms or successes regarding the operations of the hospital and its relationship to the community. This paper will focus on the challenges of increasing patient and employee satisfaction within the Emergency Department at Piney Woods Hospital.

The health care industry has in common with other service industries the pivotal importance of employee engagement on the customer-facing -- or patient-facing, as the case may…… [Read More]

References

Atkins, P.M., Marshall, B.S., and Javalgi, R.G. (1996), Happy employees lead to loyal patients, Journal of Health Care Marketing, 16, 4, 14-23.

Brown, C.L. (2002), A theory of the process of creating power in relationships, Nursing Administration Quarterly, 26, 2, 15-33.

Cunningham, P. (2011, May11). Nonurgent use of hospital emergency departments. Center for Studying Health System Change (HSC) [BEFORE THE U.S. SENATE Health, Education, Labor and Pensions Committee Subcommittee on Primary Health and Aging Hearing on ?Diverting Non-urgent Emergency Room Use: Can It Provide Better Care and Lower Costs?]. Retrieved  http://hschange.org/CONTENT/1204/1204.pdf 

Electronic Health Records Overview (2006, April). National Institutes of Health National Center for Research Resources.
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System Description of the Job the Chosen

Words: 1293 Length: 4 Pages Document Type: Essay Paper #: 11822482

System

Description of the Job

The chosen job here is the retail industry as the area of focus in examining the 360 degree feedback system. The particular job chosen is that one of retail store manager which involves an individual that oversees how customers who walk into a retail store are attended to and guide the attendants on how they are supposed to treat the customers. The retail store manager also answers any question that a shopper has which other shop attendants were unable to provide sufficient answers. They are also supposed to ensure that everything within the store runs smoothly and customers are satisfied when they get into the stores. The retail managers should be individuals that interact freely with others since they are in charge of the store and will have to interact with the attendants as well as the shoppers.

Definition of the 360 degree feedback

The…… [Read More]

References

Heathfield, S.M.(2009). Recommended Methods for Your 360 Degree Feedback Process. Retrieved February 18, 2014 from http://humanresources.about.com/od/360feedback/a/360_methods.htm

Linman, T.(2003). 360-degree Feedback: Weighing the Pros and Cons. Retrieved February 18,2014 from http://edweb.sdsu.edu/people/arossett/pie/Interventions/360_1.htm

CustomInsight.(2014). What is 360 Degree Feedback? Retrieved February 18, 2014 from  http://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp 

Ingram, D.(2014). What Are the Benefits of 360 Degree Feedback? Retrieved February 18, 2014 from  http://smallbusiness.chron.com/benefits-360-degree-feedback-1929.html
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Public Health Job Description

Words: 542 Length: 2 Pages Document Type: Essay Paper #: 42889337

Tobacco Education and Outreach Specialist

DUTIES

egularly reviews published peer-reviewed literature on the health impacts of tobacco use and addiction, and writes blog posts and news articles based on this data.

Designs and implements outreach programs for varying demographics, focusing on smoking prevention as well as smoking cessation.

Investigates local tobacco retailers and ensures compliance with tobacco control legislation.

Issues warning letters accordingly when tobacco vendors have been shown to violate tobacco control legislation.

Provides, when necessary, testimony in courtrooms for tobacco-related lawsuits.

Creates comprehensive tobacco education programs for the corporate sector, with the goal of helping organizations become tobacco-free environments.

Works closely with local health care organizations including private clinics and hospitals, to promote tobacco education services.

QUALIFICATIONS

Degree in public health administration, nursing, or related field.

Work or internship experience in a public health organization.

Strong verbal and written communication skills.

AVEAGE SALAY

$35,000-$45,000 ("Community Outreach Specialist Careers,"…… [Read More]

References

"Community Outreach Specialist Careers," (n.d.). Careers in Public Health. Retrieved online: http://www.careersinpublichealth.net/careers/community-outreach-specialist

Huselid, M.A. (1995). The impact of human resources management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal 38(3): 635-672.

"Recruitment and Retention," (n.d.). PHF. Retrieved online: http://www.phf.org/programs/recruitmentandretention/Pages/RecruitmentandRetention_of_public_healthworkers.aspx

United States Department of Labor (2016). Summary of the major laws of the Department of Labor. Retrieved online: http://www.dol.gov/general/aboutdol/majorlaws
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Employee Satisfaction Hygiene Factors and

Words: 15085 Length: 50 Pages Document Type: Essay Paper #: 27698005

Motivation of workers is posing very big challenges to organizations. Herzberg ensures that an organization rewards its employees depending on the behaviors that the management would like to encourage.One of the widely known writers on motivation of workers is Frederick Herzberg. He is widely known for the two-factor theory that he came up with. The two factor theory is widely referred to as the hygiene motivation theory. As stated above, motivation of employees is a challenge. Nobody has brought evidence refuting the theories of Herzberg. Therefore, the ideas that are put forward by him may still be looked at.

Hygiene Factors and Dissatisfaction at Work

The hygiene factor in job satisfaction can best be explained using Herzberg's (1966) two factor theory (Motivation-Hygiene Theory).The hygiene factors refer to the factors that are majorly concerned with the work conditions. The factors are contextual features of conditions of work. They are however not…… [Read More]

References

Akintoye, I.R. (2000). The place of financial management in personnel psychology. A Paper

Presented as Part of Personnel Psychology Guest Lecture Series. Department of Guidance and Counselling, University of Ibadan, Nigeria.

Armstrong, DL (2006). When Employees Are Happy!

http://www.ldarrylarmstrong.com/9_2011_SEPTEMBER_FINAL____WHEN_EMPLOYEES_ARE_HAPPPY.pdf
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Attitude Survey on Employee Satisfaction Human Resource Management

Words: 1430 Length: 3 Pages Document Type: Essay Paper #: 70402074

Human Resource Management: An Attitude Survey on Employee Satisfaction

The dynamic nature of the current business environment has made human resource management a complex task. Very often, companies of all types and sizes strive to attract and retain quality employees in order to outperform competitors in their respective industries. According to Guarav (2012), employee satisfaction is one of the most critical aspects in ensuring long-term association of the employees and the organization. Gregory (2011) also states that a high rate of employee satisfaction translates to a lower turnover rate. Thus, every employer should make use of effective performance management tools and procedures and at the same time create a good working environment in order to keep the employees satisfied. An employee attitude survey is one such tool, and it is an essential component of human resource management (Knapp and Mujtaba, 2009). It helps the HR managers determine some of the…… [Read More]

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Business Setting Increase Team's Motivation Satisfaction Performance

Words: 1480 Length: 4 Pages Document Type: Essay Paper #: 51835383

business setting increase team's motivation, satisfaction, performance. Address specific differences attitudes, emotions, personalities, values collaboration, difference influences behavior.

Overall business interactions are becoming more global. Many large corporations are outsourcing manufacturing and service jobs overseas where labor is cheaper. Currently 54% of fortune 500 companies outsource at least one core business function ( "IT Outsourcing Market, 2010). With the advent of the internet, firms are drastically cutting travel expenses but utilizing online video conferencing services. These services allow for the seamless and effortless communication of individuals anywhere in the world. With this increase in global outsourcing creates a corresponding increase in international teams. Individual group members are often located in entirely different areas of the world but still must work together to achieve company objectives. A challenge that many global corporations now face is that of employee moral and motivation. How can you motivate individuals with entirely different motives, customs…… [Read More]

References

1) Author Unknown. Knowledge Systems and Research, IT OUTSOURCING MARKET:STRONG, GROWING…AND WITH HIGH

CUSTOMER EXPECTATIONS (Online). Available:  http://www-935.ibm.com/services/us/imc/pdf/wp-it-outsourcing-market.pdf  (April 24, 2011)

2) Author Unknown. Hofstede's Cultural Dimensions Understanding Workplace Values around the World (online). Available: http://www.mindtools.com/pages/article/newLDR_66.htm (April 24, 2011)

3) Author Unknown. Geert Hofstede's Cultural Dimensions (online). Available: http://www.geert-hofstede.com/geert_hofstede_contrarian_position.shtml (April 24, 2011)
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Critcal Analysis Paper on Patient'satisfaction

Words: 1460 Length: 4 Pages Document Type: Essay Paper #: 78256183

patient satisfaction with the care provided by nursing staff and physicians, as well as how satisfaction can be improved through better communication among physicians and nurses, and with their patients. It will, in particular, deal with a nursing student's own clinical experience with patients and their perception of healthcare provider-patient communication. In addition, the paper will examine the student's project which considered the strategy of updating white boards in patient rooms regularly for better communication.

Ten medical surgical ward patients were interviewed during rounds by a student, who rated patient satisfaction and tried to discover some common theme. While patients expressed satisfaction with how nursing staff delivered care, they felt physicians didn't keep them informed. A number of patients were visited by two or more doctors. However, there was no communication between doctors, leading to issues such as a patient being marked "not ready for surgery" by the cardiologist, owing…… [Read More]

References

(2008). Home - Robert Wood Johnson Foundation. Improving Patient-Staff Communication Through White Boards - Robert Wood Johnson Foundation. Retrieved August 6, 2016, from http://www.rwjf.org/en/library/articles-and-news/2008/06/improving-patient-staff-communication-through-white-boards.html

(n.d.). Institute for Healthcare Communication. Impact of Communication in Healthcare - Institute for Healthcare Communication. Retrieved August 2, 2016, from http://healthcarecomm.org/about-us/impact-of-communication-in-healthcare/

(2011). JBI COnNECT+. Effective communication between registered nurses and adult oncology patients in inpatient settings. Retrieved August 2, 2016, from http://connect.jbiconnectplus.org/Viewsourcefile.aspx?0=7112

(n.d.). Journal of Nursing - RN Journal. The Importance of Communication and Education toward Patient Literacy. Retrieved August 2, 2016, from http://rnjournal.com/journal-of-nursing/the-importance-of-communication-and-education-toward-patient-literacy
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Reintegrating Job Design and Career Theory Creating

Words: 531 Length: 2 Pages Document Type: Essay Paper #: 44906828

Reintegrating job design and career theory: Creating not just good jobs but smart jobs explores the relationship between how a job is designed and its effect on a person's overall career development. This is accomplished by discussing Career Theory and its relationship to Job Design, but also by reversing the thought process and exploring the relationship between Job Design and Career Theory. Finally the authors use their research and recommend a course of action: the creation of jobs that are both designed to provide personal fulfillment but also aid in the development of a long-term career.

The authors begin the article with a review of the relevant research that has already been conducted on the subject with a view towards how the fields of Job Design and Career Theory came to be. They also discuss the relationship between the terms "job" and "career;" how both relate to a person's work…… [Read More]

Works Cited

Hall, Douglas T., and Miera Las Heras. "Reintegrating job design and career theory:

Creating not just good jobs but smart jobs." Journal of Organizational Behavior

31 (2010): 448-462. Web. 15 Feb. 2014.
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People Often Shift to Other Jobs When

Words: 3184 Length: 10 Pages Document Type: Essay Paper #: 16639928

People often shift to other jobs when they feel unsatisfied. This is the case for nurses. Nurses have a high turnover rate in not just one country, but internationally. There is growing shortage of nurses because of lack of job satisfaction. Abualrub & Alghamdi performed a study back in 2012 determining whether leadership style had an impact on job satisfaction and retention rates. The article titled "The impact of leadership styles on nurses' satisfaction and intention to stay among Saudi nurses," pinned transactional leadership style against transformational leadership style, to see if one was more effective at creating higher job satisfaction in Saudi nurses. The authors used a myriad of tests for analysis, the response rate (slightly over half), generated a result that shows Saudi nurses favor transformational leadership style over transactional leadership style.

This essay is not only a critique of the article but it also examines it through…… [Read More]

References

Andrews, D., Richard, D., Robinson, P., Celano, P., & Hallaron, J. (2012). The influence of staff nurse perception of leadership style on satisfaction with leadership: A cross-sectional survey of pediatric nurses. International Journal of Nursing Studies, 49(9), 1103-1111. doi:10.1016/j.ijnurstu.2012.03.007

Bhandari, S. (2014). The Ancient and Modern Thinking about Justice: An Appraisal of the Positive Paradigm and the Influence of International Law.Ritsumeikan Annual Review Of International Studies, 13, 1. Retrieved from  http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2550103 

BROWN, P., FRASER, K., WONG, C., MUISE, M., & CUMMINGS, G. (2012). Factors influencing intentions to stay and retention of nurse managers: a systematic review. Journal of Nursing Management, 21(3), 459-472. doi:10.1111/j.1365-2834.2012.01352.x

Hutchinson, M., & Jackson, D. (2012). Transformational leadership in nursing: towards a more critical interpretation. Nursing Inquiry, 20(1), 11-22. doi:10.1111/nin.12006
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New Employee Orientation on Employee Satisfaction and

Words: 3722 Length: 12 Pages Document Type: Essay Paper #: 99363659

New Employee Orientation on Employee Satisfaction and Retention

One of the most integral parts of successful and efficient business production is associated with employee satisfaction. Employee satisfaction can be achieved through a systematic and successful delivery of employee training and orientation. "Starting a new job with a new employer is difficult not only for the new employee but also for the employing organization. This is true regardless of the new employee's position in the organization."

Beeler) Successful hew hire orientation programs can make or break the smooth transition of an employee into a new environment. "No new employee, no matter what the extent of previous experience and training, can be expected to perform well on a new job without considerable preparation. orkers must sense that they have been fully prepared to do the full job for which they have been hired."

Grant 17)

It is clear from the literature that…… [Read More]

Works Cited

Beeler, Cheryl. "Roll out the welcome wagon; structuring new employee orientations." Public Management Aug. 1994: 13+. Questia. 09 May 2003 http://www.questia.com/.

Dennis, Gary L. "Here today, gone tomorrow: how management style affects job satisfaction and, in turn, employee turnover." Corrections Today June 1998: 96+. Questia. 10 May 2003 http://www.questia.com/.

Duke University. "Developing Successful Orientation Procedures." 08 May 2003 http://www.hr.duke.edu/orientation/next_devorient.htm.

Frazis, Harley J., Diane E. Herz, and Michael W. Horrigan. "Employer-provided training: results from a new survey." Monthly Labor Review 118.5 (1995): 3+. Questia. 09 May 2003 http://www.questia.com/.