A positive work environment which motivates the employees is the most essential factor of job satisfaction and reduces absenteeism, lowers turnover rates and increases efficiency. The company has a plan to review and restructure the workplace environment including working condition, quality of supervision, quality control process and base wages which can have a direct impact on the productivity, health and safety, comfort and moral of the employees. Secondly we will address the motivator factors of the work environment which includes open communication, work-life balance, training and development, recognition and team spirit. Management will make sure that the employees can accomplish their various needs and goals including personal, family, career growth etc. which will ensure a supportive, flexible work environment to pursue employee personal interests and advancement in their life.
"Measuring employee performance is widely used in management practice, but is performance measurement all pros and no cons? Discuss both the benefits and the possible downside of employee performance measurement." Employee performance management is the process for establishing a shared workplace understanding of what is to be achieved at an organisational level. Employee Performance Measurement is the actual measurement of the performance of an individual or a group. It consists of Performance measurement and Performance appraisal which is the process by which an employee is evaluated by his/her work behaviours by measurement and comparison with previous established standards, documented results, and communication of results with employee.
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.
There are correlations between how motivated a person is at their workplace and job satisfaction relating to 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.
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.
Job satisfaction also is one of the important values and is an element of self-motivation in an employee that will directly affect the intention to work, commitment, the performance and productivity of their work. Job satisfaction is a sense of satisfaction on the work done and assuming that the job brings a deep impression on him. Job satisfaction can influence and affect workers in absence during working hours, commitment resignation and replacement rates in the organization of work (Agho, Mueller& price 1993). So, the job satisfaction will occurs when the individual expectation and values was meet with the job (Gordon, 1999:67-68). 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.
Today businesses believe that the sustaining of performance and competitive advantage to becoming a great organization. As an organization’s success depends on their employees’ performance, the value of specific individual employee has played an important role within an organization to be competitive. At that time, the value of each and individual employee and their satisfaction with their jobs are one of the key factors for an organization and organizations need to find ways to improve employee job satisfaction to achieve organizational goals. Improving employee job satisfaction brings along additional benefits such as a direct impact on increase customers’ satisfaction and employees’ work performance. Satisfied employees tend to add extra effort to job performance, then work harder and better.
This process provides employee with recognition for their work efforts. This way supervisor indicates the employees that organization is interested in their performance and development. This recognition has a positive motivational influence on the individual’s how worth and committed they are. Motivation of employees can improve productivity. Employees sees his or her goals, accept challenges and perform accordingly.
Job Analysis: Appraisal The job analysis is a source used to heighten an organizations understanding and improve performances. It is a critical piece of information that can reveal hidden truths about an employer and their employees’. Although, some people or organizations challenge the process, it is needed to maintain structure and order. The job analysis not only provides stability, but direction and knowledge of the employees’ position in an organization, which can make performances easier to achieve. The organization that has an understanding and direction as to how to apply a job analysis is sure to conquer all odds and discrepancies.
A second use for a job description is to serve as a reference when the employee is due for a performance appraisal (McNamara, 2010). A rater can reference the job description if an employee feels that he or she did not think that a certain task that was asked of them was part of the job description. An employee should be familiar with the job description as well as the performance appraisal procedures before being evaluated. A rater can always reference the job description for the basis of a review and an employee can reference the job description if they feel as though they are being rated unfairly (McNamara, 2010). Both are vital as the job description allows for the employee to understand what is expected of him or her and the performance review states whether the worker fulfilled those expectations asked of him or her.