2.6.4.2 Work place support
Workplace support is in the form of cooperation with employees who face work burden, family issues and both together. It is proved that workplace support provides the major contribution for the solution of work-family conflicts at workplace.
The coordination based employment at workplace helps in playing a balance role for work and family. Support in workplace help the organization coping with work imbalance issues it is possible through family friendly policies, supervisory supportive practices and the existences of family oriented benefits or outcomes. The studies proved work supportive environment has a significant impact on workplace.
2.6.4.3 Family oriented benefits
Family oriented benefits contribute as
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Unexpected job responsibilities and work load lead to job dissatisfaction.
2.7.3.2 Job and person mismatch
A candidate may be fit to do a certain type of job which matches his personality. If an employee is given a job which mismatches his personality, then employee won’t be able to perform it well and try to find out reasons to leave the job.
2.7.3.3 No growth opportunities
No or less learning and growth opportunities in the current job will make candidate’s job and career stagnant.
2.7.3.4 Lack of appreciation
If the work is done not appreciated by the supervisor then the employee feels de-motivated and loses interest in job.
2.7.3.5 Lack of trust and support in coworkers, senior employees and management
Trust is the most important factor that is required for an individual to remain stay in the employment. Non-supportive coworkers, senior employees and management can make office environment unfriendly and difficult to work in.
2.7.3.6 Stress from overwork and work life imbalance
Stress in the job can lead to work life imbalance which ultimately leads to employee leaving the organization in many
As stated by Dessler (2011) selection of the right employees is imperative for numerous reasons. These reasons can include the knowledge that organizations performance is contingent on its subordinate’s ability. Moreover, it should be common knowledge that employees with the reliable skills and characteristics will perform better for the company. On the other hand, employees who lack those skills or who are slacker will not perform efficiently, and the organization’s performance will suffer (Dessler, 2011).
In the recent years, organizations have paid extra attention to employee stress and its effect on job performance. Burnout, an outcome of stress is known to cause individual, family and organizational problems and health conditions such as insomnia and hypertension. The question many ask is where does it originate from? And, how supported are the employees by the organization? Researchers have attempted to link stress and burnout and its effect on job performance. This research analysis includes different scholarly studies done and that found many contributing factors such as job satisfaction, work and family demands, work environment, and culture.
As stated previously, some of the effects of role stress and burnout, are low retention rates, high staff turnover, decreased quality of care and decreased job satisfaction. According to data, stress has been shown to cause 40% of turnover and half of absenteeism in the workplace.
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
Today work environment company are expecting very high demand from manager and workers that they over sea about job performance to keep than motivated to do they tasks. First the manager has to meet executive level manager’s goals and productivity to keep a companies success. The test book reading stated Organization is people working together to achieve a common goals, that goals also can evaluate the issues about the absenteeism in the workforce. Manager are govern by four functions to keep a business delay functions work first Planning setting performance, second Organization to process assigning tasks, third Leading to process a arousing environment by inspiring others, four controlling to process of measuring work performance.
Like every other organization they all expect better performance and productivity, whereas people have their own expectations, such as; pay, promotions, enjoyment, and job satisfactions, all while maintaining their personal lives. Work influences the non-work life and vice-versa, the non-work life has a way of influencing work life. The benefits of achieving work-life balance is an increase in job satisfaction (Schleicher, Watt, & Greguras, 2004), which organizations aim at. If employees are satisfied with their jobs, then they will increase their level of efficiency. Organizations play a vital role in assisting employees find a balance between their work and family life. Many organizations have come up with ways or rather have implement strategies with the purpose to help the employee’s need, by starting up programs such as aftercare, elderly-care, flexi-time or even
...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.
Within Holland’s theory there are six personality types which correspond with a set of occupations. Holland proposed “that [job] satisfaction is highest and turnover is lowest when personality and occupation are in agreement” (Robbins & Judge, 2009, 122). Thus, persons working in jobs which are congruent with their personalities are more likely to have job satisfaction, than persons working in incongruent occupations (Robbins & Judge, 2009). With this information, managers could dramatically increase the job satisfaction of their workforce by placing employees into job opportunities which matched the employee’s personality. If Holland’s theory is correct and the employees are honest on the Vocational Preference Inventory examination then the theory could be an effective tool for decreasing job
Describe and explain how this factor can potentially have a positive influence on workplace relationships
Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that all these factors create disoriented and unmotivated employees and affect the organizational overall targets and higher dissatisfaction of the employees.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Group cohesion is the force which causes members to remain in the group, which also has members within a group that are attracted to the ideas held by the group. It is important for all employees to share a common goal in the work environment, namely, to complete tasks that will benefit the company or organizational group. Promoting interdependency among the coworkers is to have employees work toward a common goal. The task will ultimately come together, if each team member does their part. For employees to arrive prepared and willing to conquer the task of the day, a cohesive work environment must increase the likelihood of employee satisfaction and serve as an incentive for employees. Unnecessary stress and tension among coworkers is certain to result in lack of cohesion within a working environment. As might be expected, work suffers when employees do not get along together. Thus, cohesion could be the rise or demise of an organization or company’s success in the work place.
Since people are always dealing with certain changes in their lives, they are always dealing with some type of stress. One of the biggest growing issues with stress is stress in the workplace. According to Northwestern National Life, one-fourth of employees view their jobs as the number one stressor in their lives (“Stress at Work,” 1999).... ... middle of paper ...
This study aims to increase understanding of factors that influence employees’ reactions in the workplace. The relationship between conflict among employees, the perception of organizational politics, conflict or ambiguity of workplace roles and several other work outcomes was explored by studying 11 research articles to investigate individual and organizational effects of workplace attitudes and behaviors. Employees need to work together toward common goals in order for an organization to function well but there are many roadblocks hindering the process. Results demonstrated a clear relationship between stressors and behaviors.
Long – term stress can even require the brain, leaving you more vulnerable to anxiety, and depression; it can be a main cause of moodiness and frustration. Many of us are aware of the physical symptoms of stress-muscle pain, rapid breathing or an increased pulse. At the same time, they also suffer from emotional of stress which can be like roller coaster of highs or lows. emotional effects rang from emotional overeating to a feeling of being overwhelmed and pressure. stress impact many other components, which leads to difficulties in making decisions, loss sense humor, poorer concentration, negative thinking. As can be seen, stress nearly brings serious effects to people. Apart from the effects above, it can be the main reason which creates your decreased productivity at work. stress makes people less control their pace work, which leads to dissatisfaction. about 40% employees said that they are burned out because of work-related stress and loss $300 billion each year in the workplace . In addition, your relationship with people around also become worsens because of your stress. In fact, stress makes people puzzled and their life can undergo a considerable