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The chapter provides a review of available literature in the area of employee turnover and retention
Impact of organizational culture on employee motivation and job satisfaction
The chapter provides a review of available literature in the area of employee turnover and retention
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Recommended: The chapter provides a review of available literature in the area of employee turnover and retention
Portfolio Project I work for a school district IT department that includes 43 employees. We have three administrators, two of whom directly supervise the 43 employees. I have worked in three different positions for the school district, two of which were in our department. Working in these different positions has given me the opportunity to see our department from a few different perspectives. It is my belief that our department has a problem with employee satisfaction and morale. One indicator that there is a problem with employee satisfaction is that multiple, valued employees have left for other jobs citing low job satisfaction and cultural problems as their primary motivations for leaving. These employees asked for exit interviews and were disappointed that they had to request them. As further evidence that this problem exists, employees often answer informal questions about teamwork, job satisfaction, accountability and communication in a negative way. To gather further evidence of this problem, I propose that a survey be conducted to all employees to collect formal data on employee satisfaction and morale, among other things. There are many different causal reasons for the existence of this problem with employee satisfaction and morale. In this paper, I will address what I believe to be the most important factors that contribute to this problem. This employee satisfaction problem, and its causal and symptomatic problems, impacts the department in many ways. For example, we have lost valuable employees resulting in unnecessary attrition. There is a loss in productivity that results from the time and energy that many employees spend dealing with components and symptoms of the individual problems. This wasted t... ... middle of paper ... ...cipative management and job satisfaction: lessons for management leadership. Public Administration Review, 62(2), 231-241. National Association of State Procurement Officials (2011, September). How to interview & hire the right people in the public sector [PDF document]. Retrieved from http://www.naspo.org/documents/How_to_Interview__Hire_the_Right_People.pdf Patterson, K., Grenny, J., McMillan, R., & Switzer, A. (2005). Crucial confrontations: tools for resolving broken promises, violated expectations, and bad behavior. New York: McGraw-Hill. Pawlowski, S., Datta, P., Houston, A. (2005, May). The (gradually) changing face of state IT jobs. Communications of the ACM, 48(5), 87-91. Zhihong, L., Zhu, T., & Fang, L. (2010, April). A study of the influence of organizational climate on knowledge-sharing behavior in IT enterprises. Journal of Computers, 5(4), 508-513.
Improving the percentage of employee satisfaction can be accomplished by means of implementing an employee satisfaction instrument
O’Rourke, J. & Collins, S. (2008). Managing Conflict and Workplace Relationships. New York: Cengage Learning.
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Nigro, Lloyd G., and Felix A. Nigro. The New Public Personnel Administration. Itasca, Illinois: F.E. Peacock Publishers, Inc., 1994.
To understand Engstrom’s issues of low morale as well as diminished employee productivity and quality, workplace analysis is fundamental. Using the human behavior perspective, this analysis focuses on existing workplace organizational issues and their root causes. Moreover, the paper discusses the impacts of poorly aligned and administered human behavior theories and concepts on these organizational issues.
...he who, what, where, why and when methodologies of conducting reprimands, redirects and reinforcement of motivation. Chapter 7 showed me how to manage any type of conflict within the workplace regardless of the situation in an expedient, safe, and effective manner. I also enjoyed learning more about conflict management, strategies used in handling conflicts, and the relationship between each level of conflicts and organizational outcomes.
8. Maslow’s Hierarchy of Human Needs is an excellent tool for understanding human behavior. Complete Exercise 12-1 “Characteristics of the Self-Actualized Person.” Where do you stand in terms of progress? Do you agree with the results? If necessary, what are some changes you can make (or changes you are already making) in your life to improve your score?
YakkaTech Corp. is growing IT services firm which mainly installs and upgrades enterprise software systems and related hardware. They have grown and consolidated as well as become more efficient at their business but this isn’t without growing pains. Their employees seem to lack job satisfaction and their customers feel that the employees “seem indifferent to their problems.” The company’s voluntary quit rates have risen above the industry average while management raises pay rates in the hopes that customer service quality and productivity would improve. However, customer service complaints and productivity remain low and employee moral seems to be low as well.
My department, division, and career field areexperiencing a significant decrease in both job satisfaction and productivity on a large scale. There are several factors that can be contributed to these declines on a national and regional scale, as well as how these problems are being addressed within my department.
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
...ice of public administration will continue to change with the further advances in society. Already there are many of issues that tomorrow’s public administrators will be dealing with. These issues will be varied and complex and will concern the ongoing development of computers, possible advancements in health care and science, and even major social and legislative shifts.
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,
Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the other hand, leads to higher absenteeism, employee turnover, and a negative atmosphere at work (Clark, Georgellis, & Sanfey, 1998; Judge, Thoresen, Bono, & Patton, 2001).
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation
Nowadays, job satisfaction among employees arouses companies concern. Many companies are eager to improve working performance and motivate employees by rating employees’ job satisfaction. Job satisfaction shows an employee or individual’s reaction to his or her work environment. For example, an individual’s psychological responses to his/her job or the level of contentment a person feels regarding his or her work. However, it is found that the individual turnover may not be directly proportional to one’s job satisfaction. The job satisfaction/turnover literature indicates that individuals who experience relatively low job satisfaction tend to change work positions. Because when one is unsatisfied with one’s job, he/she would tend to change the job. If one keeps working in unsatisfied work environment, his psychological feeling towards the job would remain low. Needless to say, some individuals experience relatively high job