However, job satisfaction does not come automatically to an organization; it need... ... middle of paper ... ...stress is when the company is not doing well and has to downsize, the workload is disbursed throughout the remaining employees making their job harder. In doing this, employees no longer work effectively or efficiently because they are worrying if they’re going to finish their large workload; this leads to overwhelmed and overworked employees. This is just another reason why job satisfaction is one of the most important aspects of a business, and should not be overlooked. It is important for employees to be appreciated, recognized and are presented with opportunities to grow. This requires managers to discuss satisfaction one-on-one with the employee since what makes people happy varies from person to person.
Having a disconnected team member can wreak havoc on the morale and productivity levels of the rest of the team. Employees with passion for their work lead their companies to more innovation, show more initiative, as well as consistent delivery of high quality work (Motivating Employees in the Workplace, n.d.). Consider: 1. Do your employees feel like their supervisors and upper management care about their wellbeing? 2.
This trend is detrimental. According to Kim (2006), the influences managers have in determining the behavior exhibited by their employees often define whether their firms are headed for failure or success. In most cases, moti... ... middle of paper ... ...vation of their employees. All the theories brought forth regarding employee motivation rotate on the need to make sure that employees are fully satisfied by offering both monetary and non-monetary incentives such as training, promotion and a safe working environment. It is often difficult for employees to devote themselves and engage fully in teamwork activities whenever their leaders favor some of their counterparts while showing bias against others.
A superior with an inflated-ego is harder to approach and employees form a distrust of the leader, and can create unresolved issues within the working atmosphere. It is fair to say that un-checked resentments and hostile work can lead to stress, and even serious medi... ... middle of paper ... ...he competitive market demands that employers search out new and intuitive routes to insure they are progressing in the right direction. Many employers are already benefitting by seeking humble leaders within their organizations. When a team of employees is exceeding job expectations, surpassing goals, and working to evolve the employer, they are facilitating the company’s ability to expand and compete in the competitive markets of today. Humility is crucial when considering the type of leadership within a company, and may just be what is needed to propel corporations into the global marketplace.
A motivated manager gives employees more than just their work; a motivated manager pushes their employees to be the best they can be by gauging how high their potential can reach. High expectations from a manager put employees in positive moods and make the employees work harder. This leadership from a manager can provide employees with inspirational goals, which generate greater optimism and enthusiasm. Another way a manager can motivate employees is by constantly providing performance feedback, whether it is positive or negative. Motivation is critical in human skills because when work is challenging and interesting, employees tend to get more done and have more satisfaction with their work.
Without the employee, firms would cease to be able to provide their service or product to their customers. This dependence on reliable, hard working, and motivated individuals places great importance upon the critical relationship between managers, firm leaders, and employees. When communication between the leaders of a firm, or the relationship with employees breaks down it can lead to an unsuccessful business. Firms can facilitate good employee relations by examining how the relationship between firm leaders and employees has differs from the past, discover ways to ensure firm leaders are building healthy employee relationships, and measure their successfulness using surveys. The critical relationship in a successful organization is the relationship between key organization leaders, such as managers, and employees.
A high level of employee satisfaction can, to a certain extent, help arbitrate natural conflicts that arise from different personalities and styles of working within an organization. Employee satisfaction and job performance are directly related to one another. Dissatisfied employees are more likely to engage in deviant work behavior, such as absenteeism and resignation without notice, while a satisfied employee will be more invested in their work and more likely to work for the company long-term. SCOPE OF THE
Moreover, when employees gain a sense of unfairness in their work or policies and procedures, then it causes employees to question why and if they should be part of the organization. One key aspect of how many employees in the company I work for have felt a sense of unfairness was in the aspect of when one person was promoted despite the fact that there were others who seemed more deserving and have been employed and overlooked numerous times, yet this creates a sense of unfairness amongst the
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).
One crucial reason of high turnover of the employees may be that the employee may not feel committed to the organization. When employees are dissatisfied at work, they are less committed and will look for other opportunities to quit. If opportunities are unavailable, they may emotionally or mentally withdraw from the organization. Thus, organizational commitment is an important attitude in assessing employees’ intention to quit and the overall contribution of the employee to the organization (Naser Shirbagi, 2007). With the increasing speed and scale of change in organizations, managers are constantly seeking ways to generate employees’ commitment, which translates to ... ... middle of paper ... ...rly, 10(2), pp.