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. The aim of con... ... middle of paper ... ...four dimensions (variety, autonomy, task identity and feedback). Another intent of this theory is to reduce stress, reducing training time and increase in number of employees who can perform up to mark with little or no training. Socio-technical theory identify the interaction between people and technology in work place. Job design should include organizing people and their job contents.
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.
Organizations should make an effort to enhance job satisfaction because employee motivation will improve. Companies need to concentrate on creating enthusiasm, serenity, and teamwork environment to assist their organization to succeed. Employee dedication is developed when the workers are motivated and contented at their job environment. The correlation between motivation and workplace satisfaction is demonstrated by the dedication an employer shows for their company. As such, motivation and job satisfaction equals dedication.
The aim of the current study is to find out the effect of personal effectiveness and job satisfaction. It is important for employees in any organization or company to be satisfied about their jobs makes for a good workplace employment with a lot of motivation. Therefore factors can affect the levels of job satisfaction and also affect this is Personal Effectiveness or how effective one feels him/herself to be at the workplace. Thestudies in the review of literature indicates that job satisfaction of employees can improved by personal–efficiency, construct involves multi-dimensionality and conceptualized individuals as being self-regulatory, agentive, self-evaluative and purposeful as well as proactive. Self-effectiveness influences emotional response of individual and also influence increases correspondingly job satisfaction increases is of great interest to individuals in an occupational setting and used in human development resource development, research and practice.
At the same time, the level of job satisfaction will influence the results and the qu... ... middle of paper ... ...herefore, the motivator factors must be supplied to create a "motivating" and attract the value of a job. The Hygiene factors that can contribute the motivation and satisfaction of employee are included working condition (working hours, and workplace environment), company policy (rules and regulation, formal or informal), job security, supervision and autonomy (control or freedom in decision making and work culture), and personal life (work life balance, and personal free time). Motivating factor is element that contributes towards the job satisfaction. This is because, recognition, achievement and job interest of the employee will lead to the employee having a low intention to leave from job. The achievement of the employee in the organization will change the individual needs and feeling.
One type of motivation tactic used to boost productivity is job engagement. According to the organizational business textbook, job engagement is “the investment of an employee’s physical, cognitive, and emotional energies into job performance” (Robbins & Judge, 2015, p.198). By getting an employee more involved in activities pertaining to their job, the employee is happier and the employee feels like they are an important part of the business, which in return makes employees care about the future of the business. Job engagement is important to employers because research has shown that having engaged employees makes the difference between a great company and a good one (Seijts, 2006). Leaders can motivate their employees by expressing to the employee how important they are to the outcome.
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.
Beside employee satisfaction organisation should also focus on customer satisfaction, client satisfaction as well stakeholder satisfaction. Human Resource Management comes with performance management leads for better employee satisfaction. All the HRM activities like strategic or operational have significant impact on employee satisfaction. HRM helps to allocate all the employee working performance and it helps to manage it impact by monitoring and controlling which help to achieve best result. The HRM can allocate best suited education, training and other additional programmes which will increase the better result for he organisation along the satisfaction of employee.
The key goals of employee involvement programs is to enhance the quality of the employees’ working life, management must be responsive to the requests of the employees. The best way to ascertain those requests is to ask employees. If workers can be motivated and given the opportunity to participate in the search for improved methods of job performance, and if this motivation and participation can be maintained over time, job performance should improve. Productivity is higher in companies with an organized program of worker participation. Employee participation can and does raise productivity.
Employee relations traditional approaches are more successful then interpretive approaches. With the traditional approach to employee relations it is about discovering tactics that help support employees and encourage improved work performance. In regards to employee relations “one should support face, model productive conflict behavior, listen, facilitate employee voice, etc., to create a support communication environment for the employee” (Dailey, Organizational Communication, slide 9). Communication is an important basis for creating positive employee relations. Things such as face- saving, politeness, and mutual respect need to be displayed by leadership to help create positive employee relations.