"Working with a manager who "understands" them, and gives them some choices in their work lives, tends to improve the satisfaction level of most employees" (Hochgraf, 1998). Productivity tends to improve when employees are treated with respect and consideration. Managers need to remember that every worker is different and that priorities of people vary from one individual to another. Managers should be open to the desires of their employees as individuals. If employees feel they are listened to they will feel that they are being respected and that they are important.
If all these areas are addressed in the best interest of both the workers and managers, then this has the potential to lead to good industrial relations. When considering good industrial relations it is important to note both perspectives of the relationship want different outcomes. Workers want good conditions and a wage which adequately reflects their efforts and ability. Employees also want a voice in the organisation and want to be able to play a role in making decisions particularly those that have a direct impact on their ongoing employment (company takeovers eg Qantas or outsourcing arrangements). On the other hand employers want the workers to be productive and efficient for the least amount of financial sacrifice (Trish Todd.
The purpose of conducting this research is to identify that how work design affects on employees performance and how motivation helps to influence the employees to actively perform job tasks, that whether job design maximize performance or not. Job design should be aligned with the employee’s capabilities or desire. Employees are an important asset of any organization so, organization should make sure that whether their employees are satisfied with their roles or not. Work design according to one’s own choice brings involvement and satisfaction among employees. It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance.
Fairness should be a standard, a staple for survival like food, clothing or shelter” (“What is Fairness?”, 2016). Employees need to fully see that their time and effort is being equally regarded in the organization compared to other employees in the same type of roles. Otherwise, resentment and bitterness begin to flare up due to unfair treatment, possibly as a result of another employee getting greater rewards and recognition for the same type of work that other employees are performing. Further, employees perceive fairness in the workplace
Proper use of human resource can improve an organization’s performance. As the human resource department gains attention to frontline managers they can become more familiar with the organizations goals and development. Other ways to focus on the effectiveness of the HR departments is by utilizing employee contributions, because employee opinions brings forth a change that can better the organization. Wan-Jing & Tung (2010) without employee contributions, it is impractical to establish whether an organizations HR department is beneficial to employees, or that it only contributes to negative quality of working life. HR departments contribute to equal performance appraisal of employees and management, which helps develop understanding and a fair work environment that produces important benefits.
The wellbeing of employees is now being ensured at workplaces. Performance evaluations and commitment of the employeescontribute to the larger chunk of responsible management at workplaces, which are both byproducts of wellbeing. Happiness and wellbeing are the key ingredients ensuring growth, productivity and positivity at a workplace. It is a fact that a happy employees performs better. More or less, it becomes essential to trace the contextual factors as to what contributes towards the happiness quotient of employees.
According to Newman (2016) everyone within the organization must aim to achieve great customer service for it to be possible, therefore linking employee attitude and satisfaction to excellent service and profitable growth. Though employee attitude proves difficult to measure or control to certain extents, if neglected poor employee attitude and low morale could result in lower productivity and work quality. A positive work environment would result in happier employees, thus positive employee attitude which would reflect on how customers are treated. A positive work environment will also motivate employees to treat customers with the care and extra effort they believe the organization grants them. Proper training and adequate resources to carry
Unnecessary conflict may be prevented through employee involvement and treating employees in a fair manner. Ethical employment practices, involving employees in decisions, and treating employees as valued organizational members all work towards a positive employer-employee relationship. Unfortunately, however, it sometimes becomes necessary for an outside party to help employers and employees resolve differences through processes such as mediation or arbitration. Taken together, positive engagement strategies and constructive resolution of differences help to develop relationships which support organizational performance and success. Concepts of Employee Rights and Responsibilities Legal considerations play an important role in how employers and employees interact in the workplace.
They are able to acquire data from other departments through communication and act upon the data in a way that is likely to set the climate for assurance from the employees. This assurance contributes to organisation effectiveness and job satisfaction amon... ... middle of paper ... ...work well done. In overall evaluation of appreciating employees, incentives add value to one’s job, aggravating the employees to work extra hard hence contributing to organizational effectiveness. Through incentives, the company expects employees to be productive; more so, encourage employees to maximize their efficiency. They offer economic benefits to the employees and in return expect god performance.
Workers have a desire to feel appreciated at work. Adequate rewards and recognition provide employees with a fair exchange for their effort, motivation to improve their performance, and an explanation of what outcomes are valued by the organization. Most organizations use rewards to influence their workers. Personal bias or prejudice should be avoided in the job evaluation process. Job status rewards should be calculated based on objective reasoning of an employee’s value to the organization.