This paper discussed broadly about the Quality of Work life and the factors contributing to quality of work life. Specifically the paper concentrated on the factors which influence the level of quality of work life among Gen Y HR executives. The researcher has used descriptive research design as it is concerned with describing the factors of Quality of work life and its level among the Gen Y HR executives and also adopted a standardized questionnaire for the data collection. The data were analyzed and found that the factors such as working conditions, employee engagement and job career satisfaction having an influence on the level of quality of work life in a constructive way. After the analysis, this paper suggested the ways to improve the quality of work life of the Gen Y HR executives who were in the below average level and who wants to improve their level of quality of work life.
Upon completing the research, a better understanding was achieved as to the influence of the staffing process and how it affects the organizations’ success. Introduction Staffing management plays a key role in organizations because it aligns the right people for the right position. Individuals with the responsibility of staffing management must understand the relationship between handling employees’ personal and professional needs as well as forecasting the growth of the relationship in creating productivity in the organization. Issues arise from a lack of the stated relationship. Management has to strategize the fit and potential of an employee.
Job status rewards should be calculated based on objective reasoning of an employee’s value to the organization. Individuals differ widely in the rewards they desire and in the value they attribute to each. Job status rewards play a large role in understanding motivation. Rewards affect employee satisfaction, which can influence individual performance. Employees tend to compare their person... ... middle of paper ... ...e, and ensure rewards are relevant and valued.
Existing literature and research reports that I have read concentrates more on to: use of rating in appraisal, ethical dilemmas facing performance evaluators and employees, comparing performance appraisal with total quality management, relationship between motivation and job satisfaction of the employee to the performance appraisal and relationship between productivity and performance appraisal. Since appraisal is done by a human, it can create serious motivational, ethical and legal problems in the workplace. Appraiser sometime tend to judge the work performance of others including subordinates, naturally, informally and arbitrarily. Here lie the roots for changing of attitudes of employees. In my research it will concentrate on the current working environment and the effect of determination of the issues by employees.
The ratio has to deal with the way a person feels they are giving back to society compared to the “outputs” or rewards they feel they are entitled to for their contribution. Another theory in the work place is the expectancy theory. This theory says that employees will consider if the hard work will pay off, second is if their efforts will lead to greater rewards, and third is if the award valuable to the individual. Managers can use these facts to their advantage to motivate employees by awarding their hard work (Carpente... ... middle of paper ... ...e heard” (Carpenter, Bauer, Erodgogan & Short, 2013). Self-appraisal evaluations help the employers assess what are some positives and negatives of meetings, and if they need to change the structure of meetings to help motivation of employees than they can do so.
A performance appraisal is best compared to a report card that assesses the strengths and weaknesses of an employee. According to the text, a performance appraisal is defined as an evaluation assessed by the employee’s manager, in which they evaluate the employees overall contributions to the organization (Aguinis, 2013). Performance appraisals are a systematic and logical method, executed to analyze the skills and abilities of the employee to determine their productivity and future with the organization (Cappelli & Conyon, 2018). In addition, a performance appraisal is documented and aids in discovering if the employee is performing their job functions or not. Research suggests that there are many reasons why organizations conduct performance appraisals, such as because everyone else does or just to have something documented in the employees file, in case disciplinary actions need to be administered (Cappelli & Conyon,
Organizational Behavior Human Resource Management (OBHRM) especially employee performance measurement has been research accordingly to organizational psychology and human resource management principles. MEASURING PERFORMANCES The objectives of measuring performance of employees are to motivate employees, provide feedback, fairness in structure of organization and equal opportunities, support employees and help them to improve themselves (Griffith (2003); Key (2003) as cited in Kazan and Gumus (2013)). According to... ... middle of paper ... ...t be the same with employee cutbacks. Managers who make decision should discuss with managers who measure the employee performance. In addition, Zatzick, Zhao and Tingling (2014) also stated that managers that will decide which employee will be dismissed must also discuss with managers responsible for recruiting because “to avoid mistakes such as “last in, first out,” hiring managers are in the best position to know whether the most recent hires have the cutting-edge skills companies need most and therefore are the ones most difficult to replace.” “Employees are more satisfied with a system in which the supervisors, in addition to evaluating their results, involve them in seeking improvements to the work process” (Lam and Schaubroeck, 1999).
Employee are evaluated by the company they work for on the performance of their job in relation to the effectiveness and efficiency of achieving the organizational goals and objectives. Having an effective performance appraisal system can increase employee performance. Youssef (2015) noted, “Consequently, managers dislike performance measurement due to the confrontational and judgment aspects of assessing their employee’s performance” (p. 144). This paper will address the strategic advantages of a performance appraisal, the potential bias within appraisal systems as well as how performance appraisals can contribute to the achievement of organizational strategic objectives. An effective performance appraisal system is important to organizational
Employee job satisfaction is important to a company as stated earlier. Today's business world in increasing in complexity everyday. Not only does the company end up growing, so do their employees. In order for a company to be successful, management must try to develop employee to management relationships. Studying organizational behavior can help companies better understand employees which will eventually lead to a better more stable company.
Schmidt’s (2007) research study of workplace training, and overall job satisfaction identified employer benefits that could foster long term work related learning capacities by overcoming obstacles that limit such growth (p. 482). According to Schmidt (2007), opportunities for training and development are crucial to improving overall job satisfaction (481). By incorporating planned activities that increase job skill and knowledge, measures that would benefit employees analyzed from the firm, which reported low levels of development incentives, would reverse that process. Issues such as understanding the financial aspects of the company, technical areas, and how to facilitate change can be corrected to improve low scores. Not being able to facilitate change from within the observed organization is detrimental to conducting further research that would promote gainful collaboration, and insight to what specific needs must be