...THE RELATIONSHIP BETWEEN ORGANIZATION COMMITMENT, JOB SATISFACTION AND JOB ENLARGEMENT Name Id Email FAIZAN HUSSAIN 8141 faizanhussain_ca@hotamil.com Name Id Email WALEED AHMED 8144 waleed_taurus@hotmail.com Name Id Email Rizwan Tahir 7892 rizva9@gmail.com Name Id Email Sheikh Zeeshan Ali 7095 Sheikh_Zeeshan_Ali@hotmail.com Submitted to: Tehseen Jawaid THE RELATIONSHIP BETWEEN ORGANIZATION COMMITMENT, JOB SATISFACTION AND JOB ENLARGEMENT Abstract This study examines the relationship between job enlargements, job satisfaction and organization commitment in an organization. In today’s global economy, organizations incorporate programs like total quality management, employee involvement, job enrichment, skill-based pay, gain sharing plans to gain a competitive edge. 60 Questionnaires were applied the data was analyzed based on SPSS version. Regression analysis were used, based on our respondents the result shows that there is a significant and positive relationship between organizational commitment and job satisfaction and on the other hand there is insignificant relationship between organizational commitment and job enlargement .The results supported our hypothesis for job satisfaction which there is a positive relationship between organizational commitment and job satisfaction, however, results didn’t supported the hypotheses that are posited for this study in respect of job enlargement which is there is a positive...
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...Applied Sciences 5(2), 2012 ISSN 1943-2429 © 2012 Ozean Publication THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATION COMMITMENT AMONG MANGERS IN TELECOMMUNICATION COMPANIES IN JORDAN YASER MANSOUR ALMANSOUR Al Balqa Applied University, Amman – Jordan E-mail address for correspondence: yaser111956@yahoo.com _____________________________________________________________________________________________ Abstract: This study examines the relationship between job satisfaction and organization commitment in telecommunication companies in Jordan. In today’s global economy, organizations incorporate programs like total quality management, employee involvement, job enrichment, skill-based pay, gain sharing plans to gain a competitive edge. Questionnaires were employed to the managers in telecommunication companies in AmmanJordan. 135 sample were selected, the data was analyzed based on SPSS version 17.0. Regression and correlation analysis were used, the result shows that there is a significant and positive relationship between job satisfaction and organization commitment. However, results generally supported the hypotheses that are posited for this study which is there is a positive relationship between organizational commitment and job satisfaction among the managers in telecommunication companies in Amman - Jordan. Keywords: job satisfaction, telecommunication companies, organization commitment _____________________________________________________________________________________________...
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...What is management? Organization and coordination of the activities of an enterprise in accordance with certain policies and in achievement of clearly defined objectives. Management is often included as a factor of production along with machines, materials, and money. According to the management guru Peter Drucker (1909-2005), the basic task of a management is twofold: marketing and innovation. Practice of modern management owes its origin to the 16th century enquiry into low-efficiency and failures of certain enterprises, conducted by the English statesman Sir Thomas More (1478-1535). Directors and managers who have the power and responsibility to make decisions to manage an enterprise. As a discipline, management comprises of the interlocking functions of formulating corporate-policy and organizing, planning, controlling, and directing the firm's resources to achieve the policy's objectives. The size of management can range from one person in a small firm to hundreds or thousands of managers in multinational companies. In large firms the board of directors formulates the policy which is implemented by the chief executive officer. Some business analysts and financiers accord the highest importance to the quality and experience of the managers in evaluating an organizations current and future worth. The field of management deals with organizations. Our society could not exist or improve its present status without managers to guide it organizations. Thirty years ago, Peter...
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...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...1. Discuss how a ROWE-type program would fit in organizations where you have worked. Explain why it would or would not work. I believe a ROWE-type program would work well in my organization, having a results-oriented work environment means there is no work schedule and there are no face-to-face meetings. A results-oriented work environment allows employees to work when and where they want, as long as the results are in place. The ROWE program has flared well among a lot of organizations, with many organizations implementing the same. It provides flexibility to work part-time and work from home, which is a critical issue for many working females particularly and also among the male members where they can manage their family and work life very well. It provides a heightened sense of loyalty to the employees because they know that their boss trusts them to do their job sincerely, which in turn increases their pride and responsibility towards their work. It has been witnessed that productivity improves when the focus on work improves. It allows people to develop a better understanding of their job and eliminate office space time-wasters like "fake meetings" etc. ROWE also eliminates the illusion of productivity created by the "come early, leave late" mentality many firms require for promotion. Thus the focus is primarily towards results instead of punching the time clock or logging desk time. 2. Identify factors in the ROWE program that might make using it for retail...
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...BUS 463 WEEK 8 ASSIGNMENT 2 OPERATING A SMALL BUSINESS Use the same business idea you used for Assignment 1 to complete this assignment. Write a seven to eight (7-8) page paper in which you: 1. Choose the legal form of organization for the business, and support your choice. 2. Determine the organization structure which is initially needed to get the business operating, including the number of people necessary to get through the first year of operation, their job titles, and short job descriptions. 3. Propose at least three (3) methods to encourage the employees to work together and build an effective brand. 4. Examine at least three (3) ways to satisfy each of the stakeholders in the business including the investors, the employees, the customers, and the community. BUS 463 WEEK 8 ASSIGNMENT 2 OPERATING A SMALL BUSINESS Use the same business idea you used for Assignment 1 to complete this assignment. Write a seven to eight (7-8) page paper in which you: 1. Choose the legal form of organization for the business, and support your choice. 2. Determine the organization structure which is initially needed to get the business operating, including the number of people necessary to get through the first year of operation, their job titles, and short job descriptions. 3. Propose at least three (3) methods to encourage the employees to work together and build an effective brand. 4. Examine at least three (3) ways to satisfy each of the stakeholders in the business including...
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...Problem: In the case of “Thomas Green: power, office politics, and a career in Crisis”, it describes the dilemma of Thomas Green who works in a company called Dynamic Display. Thomas was recruited as an account executive, and then five months later, he was promoted as a Senior Market Specialist directly by the President Shannon McDonald. Thomas’s boss Frank Davis hadn’t expected to choose Green as the new senior market specialist, and he was very dissatisfied with Green’s work style and performance three months after the promotion. After being informed that Frank Davis had emailed McDonald about his concerns about Green’s performance, Green was getting really worried about his situation and not sure how to explain his perspective to McDonald. I’m going to analyze the issue for Green and suggest solutions to solve the problem. Conclusion and Recommendation: Green had strong ambition and willingness to achieve a high selling growth for the company. However, Green was so concentrated on goals without observing the surrounding situation; it caused a failure for him to adapt his work style. Plus lacking a managerial experience, Green wasn’t able to look at issues based on a structural and long term view. Thus he would decide to avoid interactions with Davis after the first criticism, rather than improving his performance and rebuilding the relationship with Davis. In addition, both roles that Green and Davis had were dependent upon collecting information; however, it seemed that...
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...unique beings we are, not just personally by our family and close friends, but professionally as well. More often than not communication issues bleed into our workplace on a daily basis, adding significant and unnecessary tension as we go about our day that we wind up bringing into our homes-our respite and peaceful haven from the chaotic world. The appearance of conflict is ubiquitous and certainly inevitable, but knowing a few tips for handling communication dilemmas at one’s place of work can increase one’s quality of life at work leading one to a happier and more productive person on the job, thereby carrying less of a burden on one’s shoulders when coming home. Unfortunately the way we are perceived by our colleagues at work is in their eyes a reflection of who we are as individuals. With that in mind, it is best to make a lasting impression not just on the very first day of one’s job, but going forward into one’s respective careers. 1. Get to know your coworkers in a realistic light- It is impossible to know every individual’s personality type at your workplace. However, what is possible is in the interim to gauge what may “tick” someone off, and what, on the contrary may please them. Adjust yourself and your personality accordingly. The general rule of thumb is not to probe too much into why they are behaving a certain way towards you or others, because the more you overanalyze the more you will internalize the situation, and perceive them as acting in a hostile manner...
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...contributed to the increased in stress factors among workers and greatly affect businesses. One major stress factor stemmed from the economic crisis is uncertainty or the fear for the lost of job. The American Psychological Association explains that bankruptcies are among the list of things that caused hundreds of thousands of workers their jobs. Additionally, while millions more have been shifted to unfamiliar tasks within their companies, this dramatic shifting has caused many to wonder how much longer they will be employed. Holmes-Rahe Life Events Scale, in the PDU Magazine Article, also pointed out that many of the most stressful events are related to the workplace and in addition to the lost of job, “firings” on the list mentioned, is the changes in financial status. Undoubtedly, being put out of a job has alarming effects on the individual. According to the American Psychological Association, “the loss of a job can be devastating, putting unemployed workers at risk for physical illness, marital strain, anxiety, depression and even suicide”. In the same light, the PDU Magazine Article has listed the same effects and more, but looked at these effects as a “heavy price” since they take a toll on the individual not only physically but psychologically. Employers and employees within various organizations can find a way to deal with...
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...Teacher: Minh Nhut Tran High-scoring IELTS writing http://www.facebook.com/HighScoringIeltsWriting TOPIC: These days it is neither possible nor desirable for most people to stay in the same job throughout their working life. To what extent do you agree or disagree with this statement? My model answer It is said that labor is glorious. In fact, everybody is in desperate need of having a fulfilling job to financially support themselves and their families. In the past , it was quite prominent for the majority of workers to do the identical job from the time they graduated from their school until they drew their pension, but that has become rare in the bustling life nowadays. First and foremost, most citizens commute their current job with the nurture of achieving further accomplishment in the future. There is a general consensus that a wide range of newly graduates entering on the workforce may have some formidable obstacles to finding a well-paid occupation on the grounds that they accumulate a dearth of practical experience. As a result, on acquiring sufficient qualifications and receiving a higher financial incentive, they may jump into another career in search of getting highly promoted. Secondly, it is crucial for almost employees to alter their job so as to avoid an adverse working conditions and a high pressure working environment. Actually, there is widespread popularity of sexual harassment in office, which may lead to workers’ physical and mental deterioration....
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...The theme of this section is socialization and attribution within an organization. The culture within an organization is studied with many good examples. Socialization, as defined at dictionary.com is: “A continuing process whereby an individual acquires a personal identity and learns the norms, values, behavior, and social skills appropriate to his or her social position.” On the other hand, per the American Heritage Dictionary, attribution is: “Something, such as a quality or characteristic, which is related to a particular possessor; an attribute.” Therefore, this section introduces with examples of social behavioral problems in the work place. Everyone is shaped by his or her experiences because of company culture, unique situations, personal history, and other individuals they work with. We all learn and grow as we learn through these experiences…… Story 1 – But Some Animals Are More Equal Than Others Summary of Material Our first story talks about the fact that there is a hierarchy of executives, managers, and workers within an organization. If we are well socialized in an organizational culture, we can see why certain people hold the jobs they have within that company. Usually, it is because they have certain special attributes which make them a good “fit” for that job. Therefore, we can attribute the abilities and motives of managers as the reason they have been given (earned?) the jobs which they now have. This perception can be self-fulfilling. That is...
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...the transfer of training. Include the following: What is “transfer of training”? Why is transfer of training important? What are potential barriers to transfer of training? What are strategies to avoid or overcome the barriers? Consider strategies before, during and after the training that promote the transfer of knowledge and skills into the workplace. Transfer of training refers to trainees obtaining knowledge or abilities they learn in a training room, and take back what they learned to their jobs. It’s important for trainees to take what they learn from training meetings and apply it to their job, because what they obtain will be important. Companies big and small spend millions of dollars each year on training courses for their employers. Transfer of training improves staff’s performance. Just in case an employer has a question about a certain situation at work and how to handle it; the trainer can inform all of their trainees what to do or not do. Organization have a lot to go over, and a trainer should train a group of individuals to save time. There is also a difference between training tasks and work tasks. Training tasks are tasks you’ve just learned and put to the test; as to where work tasks are tasks that you already know. A lot of employers use common sense when handling different scenarios they aren’t used to. What if the employer’s common sense doesn’t work? Bites them in the butt, then what? Well, that’s when staff will need a trainer; so they can transfer...
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...Allison IKONGA Organization Behavior Place yourself in Barry's shoes and answer the following: What would I have done as Barry in this situation? Include everything that you believe impacts the situation. After watching the role play did you change your thoughts about how you would approach the situation? Is there any other information you would like to have had - and if so - explain the significance of the information. I would have reacted as Barry in the same situation. I mean, I would have spoken with him or attempted to suggest him implicitly to do not reenact that on the workplace. In case of incomprehension, I would have caught him in my office in order to discuss with him, what kind of problems could create this distraction. I would have been calm and tried to give some examples of bad effects that it could have on the others employees. In this way, he could realize in what it could be disturbing. The most difficult seemed to be, how and which words adopted in this case and this person. Because how it had been specified in the text, Barry had got this job four months ago. So, he couldn’t be aware of each personality of the staff. Maybe, Barry was too direct when he tried to run him off the job. Because the others were witnesses of this situation and this produced an unpleasant effect on Andy (like humiliation). Resentful, he would have been aggressive during the meeting. After watching the role play, I realized the different situations that we could meet...
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...person will be reading it over thus rejecting or approving said letter. Hope this works out for some people. This is one of two templates that I used when applying for grad school. (Insert date) To Whom It May Concern: I am writing in relation to an application from (Insert your name here) for the position of (Job you are applying for). (Insert your name here) is currently employed as a (current job you are employed at) in the (Place you work or department) at (Your current company name). Over (his/her) 5 year tenure, (he/she) has been consistent with his tasks and gave me the impression of being a "team player" when needed. (Insert your name here) will be an asset to your organization. I can attest to (his/her) curious and knowledgeable demeanor about learning how everything works and runs in the (job/career field you are pursuing) field. (He/she) is always looking to improve (himself/herself) and our department. I would be pleased to answer any further queries you may have about (Insert your name here) and can be contacted on (Best contact phone number) or (Best Contact Email). Best Regards, (Person that is recommending you) (Recommending person's job title/position) (Place where recommending person works at)...
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...Personal Essay: Twenty and Serious I was 19, and it was my first week on the job as marketing director for a leading financial services organization in North America. Our awkward exchange was one of many I've experienced as a young woman in a big job. People expect a much older-looking person, not a girl who could pass for a college sorority sister, to be speaking to them about life insurance or finance. I guess I have always looked young for my age. When I was a freshman at a community college, people mistook me for 16. Now that I am almost 21, bouncers still eyed my ID suspiciously checking for validity even at an 18 or older event. Looking younger than your years is a bonus when you're over 40 (or so I hear) but a bummer when you're a 20 year old kid like me, especially a kid who landed a dream job and is trying to command some respect. Before I started my career, being mistaken for someone younger was no big deal. But during my first job as a Marketing Director, I quickly realized that looking "too young" could be a curse for me at work, one that would keep fueling my insecurities even when I landed a position of authority. In my first marketing director job, I had an encounter that scarred me for years. An older woman I was meeting with about our finance services looked me up and down and squealed with amusement: "Well, don't you look all of 12?" Her voice dripped with snobbery. It was hard enough being the lowest person on the totem pole in the office, but having my...
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