Forbes.com states “…we still need to give employees the ability to make their own decisions and be responsible for their outcome. Surveys show that employees that are able to have control over their daily environment have a higher leve of job satisfaction and stay longer ("Motivating and Retaining the Best Employees", 2011).” Another factor in retaining employees’ is developing career advancement opportunities. When an organization shows supports in an employee furthering their education and developing career plans, an employee receives a sense of commitment and loyalty on behalf of the organization. By an employee developing a career plan this will help the employee develop their long- term goals. Career development plans are agreements between
With this source, they “investigated whether work-family conflict is prospectively related to adjustments in work schedules… in this relation”. (Jansen) They also wanted to prevent work- family conflict. They also know that balancing work and family is a challenge in today’s society for individuals. Consequences associated with work and family “job burnouts, psychological distress, depression, life dissatisfaction, elevated need for recovery from work, prolonged fatigue, and increased sickness absence”. (Jansen) The companies are starting to notices that employees are looking for other jobs that support them balance their work and family.
Organizations need to assess workplace culture and provide mechanisms to support work-life balance that are mutually beneficial to both the organization and the employee. Individuals each have unique responsibilities that define the meaning of work-life balance. Employees in the workforce that fulfill family and work commitments have achieved a sense of work-life balance ("The business imperative," 2009). The distinction between work and personal life used to be clear. Today, personal commitments suffer for lack of time and energy.
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated.
It is also practically impossible to generalise everyone’s strengths and weaknesses as each person is an individual. The theory is also often contradicted by research such as the study by Hall and Nougain. (1968) In reality... ... middle of paper ... ...r hard work showed in their performance. In conclusion, the essay has shown circumstances where pay works as a motivator and where it fails. The overwhelming feeling is that pay is fine as a short term motivator but when it is used continually workers can become reliant and it can put pressure on employee relations as well as encouraging them to work purely for economic reward.
It is the responsibility of the organization to bring out the strengths and advantages of each generation and to work together as an effective team. The organization is also responsible for resolving conflicts, removing distractions, and reducing turnover due to generation differences. Companies are recruiting, selecting, and retraining employees from different generations and by understanding differences and similarities,... ... middle of paper ... ...force. The imbalance of the age distribution creates challenges for today’s organizations. Each generation has its own work behavior and attitudes that are influenced by social events, the economy, politics, and progresses in technology, and experiences.
There are many factors, beyond the control of management, that play a role as to why many employees are disengaged. In these ghastly economic times, when organizations are consistently downsizing, many employees feel that the organization as a whole does not care about them as individuals. “It is essential to communicate with employees and create an environment where they feel involved” (Walker, 2012, p.257).What benefits can a well-motivated employee, or a group of engaged workers, bring to an organization? They bring better productivity, as a motivated employee can produce astonishing quality of work. When an employee is motivated, they engage better in their job performance, contribute more ideas and participate more in their everyday tasks.
The relationship between work life balance and organizational commitment. Recently the percentage of the participation in labor market is getting higher and higher, thus the notion on how to strike a balance between work and family has been a big issue in human resources management. Not only the conflict of work and family will insert an adverse effect to the staffs’mental health, quality life and lifestyle pattern, it will also affect their working attitude, willingness and even the mobility as well as the effectiveness of the organization. When work-life balance becomes more significant, investigation on career satisfaction from working aspect only is no longer enough. Non-working aspects should also be considered in work-life balance so
Flextime method could have big effect to employee satisfaction on their daily life. Flexible job time method usage must encourage among employer, whether public or private to can gain productive labor force.
Why are organizations at risk to pay the price of this conflict? This study is important to conduct because the conflict continues to have significant effects on the productivity of employees and eventual success of the organization. The need to examine the disintegrating relationship between organizational leaders and employees is fueled by the significance of this relationship in determining leadership behavior and employee perception of fairness in the workplace. Moreover, the research is carried out because leaders’ behavior can change employees’ perceptions of workplace justice and employee citizenship behavior can make an organization successful. Background of the Study The relationship between employees and leaders is disintegrating on a daily basis and organizations continue to face the risk of suffering from the existing conflict.