2.5.1 The Work Itself
The work itself can create employee retention in the bank leading to intrinsic motivation and increased engagement. The factors involved are interesting and challenging work, responsibility (feeling that the work is important and having control over one’s own resources), autonomy (freedom to act), scope to use and develop skills and abilities, the availability of the resources required to carry out the work, and opportunities for advancement.
The nature of the work performed by employees has a significant effect on their level of job satisfaction (Larwood, 1984; Landy, 1989; Luthans, 2006; Griffen and Moorhead, 2009). Sharma and Bhaskar (1991) also assume that most significant influence over employee retention appears
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People who view their jobs as boring, dull, or unchallenging tend to have low levels of job satisfaction (Lussier, 1990). Supporting this Lock, as cited by Muchinsky (1990), generalized the following: Tiresome work is dissatisfying, personally interesting work is satisfying, and mentally challenging work that the individual can successfully accomplish is satisfying.
Three of the most important aspects of the work itself, as considered by Feldman &Arnold (1983) as sources of job satisfaction were: workers who were permitted to decide how that job should be done found to be more satisfied than who were not given such chances. Workers who had chances to use valued skills and abilities were found to be more satisfied than others who didn’t have such chances. And an employee who works on a “whole” piece of work or if his personal contribution to the whole is clear and visible, was found to be more
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A supportive environment will be one in which proper attention is paid to achieving a satisfactory work–life balance, emotional demands are not excessive, attention is paid to providing healthy and safe working conditions, job security is a major consideration and personal growth needs are taken into consideration. An inspirational environment will be where what John Purcell and his colleagues (2001) refer to as ‘the big idea’ is present – the organization has a clear vision and a set of integrated values that are ‘embedded, collective, measured and
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
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,
Kovacs, Joy A. "Examining the Difference in the Relationships between Job Satisfaction and Perceived Dimensions of Employment". Web. 1 May 2015.
Frederick Herzberg, a pioneer on management theory, is best known for his motivation-hygiene theory and work in job enrichment. In his article, One More Time: How do you Motivate Employees, Herzberg explores the past theories of motivation and development of the motivation-hygiene theory. The motivation-hygiene theory suggests "the factors involved in producing job satisfaction (and motivation) are separate and distinct from the factors that lead to job dissatisfaction" (Boone p.174). In others words, job satisfaction and job dissatisfaction are not the opposite of one another but rather two separate attitudes. Herzberg cla...
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
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.
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
183 men and 183 Women. The result of the study revealed that five core job characteristics are predictors of employees work motivation and job satisfaction (Sultan, 2012). The study suggests that with these five core characteristics of skill variety, task identity, task significance, autonomy, and feedback can facilitate organizations to motivate and satisfy their employees (Sultan, 2012). Motivation and engagement comes in many ways. Personally, I need motivation to make me feel good about my job and perform my duties optimally. Most employees are more money motivated then others while others find recognition and rewards motivational.
Nowadays, employees not only focus on the salary of their jobs. They focus on the chances and trainings to improve themselves in their career. Job satisfaction is one of the most widely used variables in organizational behaviour. It is an employees’ attitudinal response to their organization. The job satisfaction related to job performance of the employees. So the employees’ performance can improve through the reward and benefits to employees to reach their satisfaction. Once they satisfied, they will contribute more in company and bring their passion and creative in their jobs. There are two types of job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. If the employees consider only the type of work they do or the tasks that make to the job, there is intrinsic job satisfaction. If the employees consider the conditions of work, there is extrinsic job satisfaction. For example, they are considering the salary, co-workers or supervisor.
As such, workplace motivation includes internal and external factors that stimulate the desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. Employee motivation is an essential element in the success or failure of a company. Management is ultimately responsible for their staff, and are the first line of defense in inspiring productivity. Understanding the concept of motivation in the work place is a vital step for managers, and is not a new
It has been observed that motivated and satisfied employees have directly relate with the business performance, profitability and eventually, its stability (Shemiah, 2009). However, dissatisfied and less committed employees have a negative impacts on the performance and profitability of an organization (McKinley, Sanchez, & Schick, 1995). It should be taken into account that disengaged and less efficient employees cost the organization thousands while losing the productivity (Hislop,
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relation Industrielles, 65(3), 470-490. Retrieved from: http://search.proquest.com/docview/756743994?accountid=27313
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