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Job satisfaction from an employee perspective
Job satisfaction from an employee perspective
Job satisfaction from an employee perspective
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Seeking after an experts degree is a task I owe to myself as well as an obligation I have to others. I refer to it as a task because I have a positive viewpoint on life, which makes me keenly seek and go after the things that I want to complete in life. I refer to it as an obligation because I want to be a paradigm to others of the attainments and also add to the society.
For many years, I have been interested in studying business psychology, my interest in pursuing this field, stems from several factors which have affected me. First; before and during my time spent at the Ekiti State University, I worked in various jobs both academic and non-academic related. Consequently, I have grown up to know the dissatisfaction of wasted exertion, the apparent imbalances in rewards frameworks, and the absence of employment fulfillment. In any case, I do likewise know the triumph of magnificent execution, inborn employment fulfillment, and the genuine feelings of serenity that goes with function admirably outlined.
Secondly, I am fascinated by psychology and organizational Behavior. I
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One question which arose from my work at the internet cybercafe during my undergraduates is, what should be the proper incentive given to an employee to prevent worker turnover? During my research, I have seen a handful of people come and go in a short term. I want to know why they leave and how they feel about the work if it was too much, not enough compensation or possibly if it didn't accomplish their career goals. I will use my graduate study to tackle that question and look at the human factors that are concerned in how an individual may feel about the workplace. My goal is to comprehend the worker outlook and be able to provide an setting that ensures worker
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
Employee satisfaction, employee turnover, and workplace environment are inseparably linked. Workplace environments heavily influence employee satisfaction, which directly affects employee turnover rates. When employees feel they are not being supported within their first months of hire, they will inevitably leave the company. Employees want to have the security that if they need assistance, someone will be there to guide them. Therefore, it is imperative for organizations to develop a thorough onboarding program and a long-term retention plan.
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
Conte, J., Landy, F. (2010). Work in the 21 Century: An introduction to industrial and organizational psychology (3rd ed). USA: Wiley and Blackwell Publishings
Omar, M. W., & Jusoff, K. &. (2010). Employee Motivation and Its Impact on Employee Loyalty. World Applied Sciences Journal 8, 8(7), 871-873.
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
Human resource management plays an important role in the organisation. It not only helps the employer evaluate employee accurately but also contribute to the firm’s development. Hence, the appearance of psychological contract is one of the most effective tools to help the organisation improve their HRM issues. However, it also has some challenges for the manager to overcome. Therefore, the main aim of this essay is to analyse the importance of the psychological contract in many aspects and support more evidences and experiences to support employers’ view in managing people.
People in the past did not stress value of receiving a higher education because it was not as indispensable as it is today. Now, people perceive others not only by their appearances, but by their accomplishments. Employers always hire people with the most education and experience. The majority of students are concerned about getting a higher education throughout the years. Nevertheless, some people question the purposes of getting educated, and consider it meaningless. The concept of education has a significant meaning. It enables one to take control of knowledge and apply it. It is education what prepares the mind to comprehend and learn important ideas. A higher education is very important for an individual's success in life. It offers students skills that prepare them mentally, physically and socially for the world of work later in life. A higher education should not be a choice, because it is the foundation of our society. It helps students with their personal development, provides economic growth, helps students understand and interpret the world around them, and affects individuals’ job positions. It will promote new interests, economic stability, help students understand others, and prepare better individuals for the future.
Individual psychology was discovered by Alfred Adler who named his theory as such to emphasize the holistic perspective.
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
Social Psychologist tend to ask questions when they want to answer a question about people’s behavior. Why do people do the things they do? Social psychologists want to explain this behavior. For example, the questions, “why do we hurt each other? Why does genocide happen?” can be answered by testing a hypothesis formed from their previous knowledge. To approach this question, social psychologist can use what they have observed to create an experiment. There are many influences on aggression, such as: the physical environment, wealth inequality, social rejection, culture, and media. Social psychologists use all this information to conduct their studies to explain why people hurt others and how people can even participate in genocide.
Motivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
An important part of the retention of staff, reducing staff turnover and minimising absenteeism at work is ensuring that staff are properly motivated. This is not as easy as it sounds. At first glance, you might be tempted to think that merely increasing wages is the way to motivate! Not so. Most thinkers on the subject would argue that motivation is a far more complex issue than merely 'money'.
The development point of view of social psychology has changed the understanding of human nature in relation to social contexts. Social psychology is the study of how individuals act, think, and feel in relation to the context of society. Furthermore, social psychology concentrates on how other people influence an individual’s behavior, thoughts, and feelings. Basically, social psychology has changed our understanding of human nature as it investigates how an individual’s behavior influences a groups’ behavior or internal mechanisms; attitude or self-concepts. Post-World War 2(WW2), researchers were curious to investigate the reasonings for why people follow orders, despite the potential repercussions of those actions. Furthermore, social experiments are usually applied to demonstrate key