This week’s lecture was based on attitudes, perception and individual decision making in the work place. The cognitive disparity that consists between our attitudes and behavior does affect how we are perceived in front of others, as that shows a lack of confidence in our decision- making skills.
Individuals have all sorts of attitudes towards their organization and work environment. Job satisfaction is an integral part that is discussed by employees, how they perceive their organization and how they transform their thoughts into decision-making skills. A study was conducted that examined the ‘job-satisfaction and job- performance relationship’ the qualitative review was based on seven models each evaluating the relationship. In my opinion
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As a leader I don’t want my employees to let their attitudes determine their behavior. I want them to channel their focus and energy towards job performance (behavior) and as a result their job satisfaction (attitude) will increase, “satisfaction model is derived from the assumption that performance leads to valued outcomes that are satisfying to individuals” (Judge, Bono, Thoresen, Patton, 2001).). When an individual evaluates their job satisfaction they look at different variables, the work content, pay, promotion, management staff, colleagues and their overall happiness (Robbins & Judge, 2013). Two of the variables where research hasn’t been able to determine a strong parallel for high job satisfaction levels, in comparison to the other variables are promotion and pay. Surprisingly, these are the variables that should least concern you as a leader of an organization because even though
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
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...
Decision-making is a cognitive process that results choosing one of the alternative options. When we think logically, we exclude emotions and use only rational method of selecting the best choice that achieves the best possible outcome and consequences. In our daily life, we take many decisions and many changes over it. So, the question is; what factors influence the decision making process? According to the article, frontal cortex is the part of the brain that responsible for decision making, the researchers assume that human reasoning and decision making depends on many levels of cognitive operations which depends on many support processes as emotions, attention and working memory. The reasoning process is also depends on the knowledge about the situation and options for actions.
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.
In the real business world, apart from textbooks and classrooms, management is charged with the task of making hundreds of decisions daily and must be ready to accept the consequences when the wrong...
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.
This thread will discuss and analyze the business problem of job dissatisfaction through the application of Core Self-Evaluations and the personality-job fit theory. This work will also offer a spiritual and biblical examination of job dissatisfaction as they relate to the biblical principle of Covenant. Two key elements of Covenant, hesed and mutual accountability will also be examined.
Kumar, N. (2012). Relationship of Personal and Organizational Values with Job Satisfaction. Journal of Management Research , 12 (2), 80.
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
Critical thinking is a process of applying various skills to analyze information. Critical thinking uses rationality to distinguish between emotion and fact. This paper will discuss the definition of critical thinking, and the skills it takes to think critically. It will also provide an example of critical thinking applied to my current working environment. Finally this paper will discuss the importance and benefits of critical thinking in the decision-making processes.
Making decisions is an important part of our everyday life. Decisions define actions and lead to the achievement of goals. However, these depend on the effectiveness of the decision-making process. An effective decision is free from biases, uncertainties, and is deeply dependent on information and critical thinking. Poor decisions lead to the inability to achieve set objectives and could lead to losses, if finance is a factor. Therefore, it is important to contemplate about quality and ways to achieve it in decision-making, which is the focus of this paper. The purpose is to look into the needs of decision-making, including what one should do and what one should not do.
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,
When it comes to the reasoning and problem solving of any issue there are various ways to come to a decision; thinking is the mental process that allows the people in the world to deal with it effectively, according to set goals, plans, ideas, and desires. Thinking involves the gathering of information that forms concepts and engages in problem solving, reasoning, and making precise decisions for the benefit of whom is concerned. Thinking according to Kirby and Goodpaster (2007),"is an internal mental process that uses information as input, integrates that information into previous learned material and the result may be knowledge or may be nothing". Creative thinking, logical thinking, and persuasive thinking are three types of thinking. Each of these types of thinking affects the critical thinking process in various ways. The three thinking types will be compared and contrasted, as well as applied to affects they have in the critical thinking process. Every person has a primary style of thinking that is used most to help in his or her decisions. Finally, critical thinking will be applied to the decision making process by using workplace examples.
Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).
Additionally, employee satisfaction are directly correlated to employee commitment and the loyalty which again directly related with the business and work productivity (Papazisi, Raidén, and Sheehan, 1995). Smart leaders knows that keeping their employee satisfied and motivated are essential for their organization (Sher, Bakhtiar, Muhammad &Ali, 2010).