...effects on Job Satisfaction and Performance via Equity Sensitivity Construct Subject: Managing People in Organization ------------------------------------------------- Table of Contents 1. Purpose of the Document 4 2. Executive Summary 5 3. Introduction 6 3.1. Key Focus 6 3.2. Independent and Dependant Variables 6 3.3. Structure of the Paper/Document 6 3.4. Overview of the Organisations/Companies 6 4. Methodology 7 4.1. Secondary Data Collection 9 4.2. Primary Data Collection 9 5. Findings 10 5.1. Secondary Data Findings - Literature Review 10 5.2. Primary Data Findings - Survey Findings 16 5.3. Analysis 25 6. Conclusion 27 7. Recommendations 28 8. Bibliography 29 Appendices 30 8.1. Appendix 1 – Survey Questionnaire 30 8.2. Appendix 2 – xxxxxx 32 ------------------------------------------------- Table of Figures Figure 1: Equity Theory (Al-Zawahreh & Al-Madi 2012) 12 Figure 2: Predicted job satisfaction levels for equity sensitivity orientations (Huseman et al 1987) 15 Figure 3: Representation of the Preference Groups in Company X 17 Figure 4: Representation of the Preference Groups within the Total Sample 18 Figure 5: Motivation Level of company X 18 Figure 6: Total Motivation Level of three companies 19 Figure 7: Preference Groups vs Motivation Level in company X 19 Figure 8: Preference Groups vs Motivation Level in all three companies 20 Figure 9: Preference Groups vs Motivating Factors...
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...The merit system is the process of promoting and hiring government employees based on their ability to perform a job, rather than on their political connections. Federally, it was instituted by the Pendleton Civil Service Reform Act. It is the opposite of the Spoils system | | | | |An example is hiring or promoting relatives solely because they are family members, with no consideration of the qualifications | |or merit of other job candidates or employees. | |Nepotism in the Workplace | |Workplace nepotism is not unusual, especially at smaller companies and non-profits in the private sector. | |The obvious reason aside, it's not unusual likely because there is no universal "nepotism law" at the Federal level that | |prohibits it in all states. Several state legislatures and city councils have passed nepotism laws (or anti-nepotism laws, as | |they're sometimes called), but typically only in regard to public-sector employment. | |However, the consequences of nepotism...
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...ACCOUNTING vs. HUMAN RESOURCES Research, Comparison, and Recommendation Irina Mashevsky DeVry University Contents Introduction 1 The purpose of the report 1 Report organization 1 Sources and methods 1 Job overview 2 Accounting 2 Job description 2 Working environment and hours 2 Human Resources 2 Job description 2 Working environment and hours 2 Job requirements 3 Accounting 3 Skills and personality traits 3 Education/Training 3 Human Resources 3 Skills and personality traits 3 Education/Training 3 Employment outlook 4 Accounting 4 Current statistics 4 Salary 4 Future predictions 4 Related occupations 4 Human Resources 5 Current statistics 5 Salary 5 Future predictions 5 Related occupations 5 Job satisfaction 6 Conclusion 6 Summary 7 References 8 Introduction On average people spend 40-50 years and even longer in the work force, which makes the choice of the career path one of the most important in our lives. A satisfying career can be a source of financial security, benefits, and gives a great sense of accomplishment. This decision requires a lot of thought and research. To make the best choice possible it is important to choose a career that is compatible with an individual’s personality, capability, and background, has the opportunity for professional growth, and requires a practical amount of education and training. The purpose of the report The purpose of this report is to present, analyze, and evaluate two career choices...
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...Introduction to UX Design What is User Experience? Why does it matter? User Experience (UX) the overall experience of a person using a product such as a website or computer application, especially in terms of how easy or pleasing it is to use. Why it matters... CONSIDER THE FOLLOWING SCENARIOS 1. The accident: The accident on the road happened because the driver took his eyes off the road for a moment to turn the radio down. He had to look down because it was impossible to identify which was the volume control by touch alone. Why it matters... 2. The register: The line at the register in the gas station moved so slowly because the cash register was complex and confusing, and unless the clerk paid extra-close attention while ringing something up, he would make a mistake and have to start all over again. If the register had been simpler and the layout and colors of the buttons different, that line never would have formed. Why it matters... 3. The coffeemaker: The coffeemaker didn’t make coffee because you didn’t push down the power button all the way. The machine doesn’t do anything to let you know that it has been turned on: no light, no sound, no resistance you can feel when the button makes contact. You thought you had turned it on, but you were wrong. The problem could have been avoided altogether if you had set the coffeemaker to start brewing automatically first thing in the morning, but you never learned how to use that...
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...Course: Tutor: Outline I. Introduction II. Employees’ career development opportunities A. New Employee Orientation B. New Manager Orientation C. The Leadership Academy D. Online Training E. Staff Development training III. Managing staff turnover IV. Outpatient vs. inpatient services V. Weaknesses of management VI. Recommendations VII. Conclusion VIII. Reference list Management at Stamford Hospital Introduction Stamford Hospital is one of the leading hospitals in healthcare provision in Stamford and Connecticut at large (Frampton & Charmel, 2008). The hospital is a non profit organization and has been in the business for more than 100 years (Heuer, 2004). Stamford Hospital is said to have created about 2300 job opportunities for health care providers (Daft & Marcic, 2005). Its vision is to offer quality health care services to its patients. The hospital makes use of the new technology and is one of the Planetree Alliance member hospitals. The Planetree Alliance members are obliged to provide patient centered services meaning all members must focus on maximizing their patient’s satisfaction. The hospital provides medical services in areas such as cancer treatment, cardiac services, orthopedics and general health (Spinelli, 2006). Stamford Hospital is a partner of the New York-Presbyterian Healthcare System and a key training partner of the Columbia University which offers medical courses (Heuer, 2004)...
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...money, pay comparison, and pay satisfaction 476 Received June 2005 Revised February 2006 Accepted February 2006 Race and gender as moderators Thomas Li-Ping Tang Middle Tennessee State University, Murfreesboro, Tennessee, USA Theresa Li-Na Tang Affinion Group, Brentwood, Tennessee, USA, and Beeta Yazmeen Homaifar Mental Illness Research, Education and Clinical Center, Denver, Colorado, USA Abstract Purpose – This study aims to test a model of pay satisfaction and argue that the income-pay satisfaction relationship depends on one’s love of money and how one compares. Design/methodology/approach – The paper investigates: a direct path (income ! total pay satisfaction); an indirect path (income ! the love of money ! pay equity comparison ! total pay satisfaction) using a structural equation model (SEM) based on 210 full-time employees; and the model across race and gender in multi-group analyses. Findings – The paper finds that for the whole sample, there was one significant path (pay equity comparison ! total pay satisfaction). Since African-Americans ($32,073.15) and women ($32,400.58) tended to have lower income than Caucasians ($37,180.73) and men ($38,287.97), respectively, income significantly increased the importance of the love of money for African-Americans and females, but not for Caucasians and males. The love of money to pay equity comparison path was not significant. Income was not related to pay satisfaction. Results of the direct path alone...
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...One More Time– How Do You Motivate Employees? Bill Hackos and JoAnn Hackos Comtech Services, Inc. www.comtech-serv.com © 2003 Comtech Services, Inc. One More Time: How Do You Motivate Employees? • Frederick Herzberg – • Harvard Business Review • January–February 1968 2 Most popular reprint in HBR history • Re-run in HBR in September–October 1987 • Re-run again in HBR in January 2003 3 Motivation by KITA • KITA = Kick in the pants (1968) • KITA = Kick in the ass (1987, 2003) 4 What is KITA? • Negative KITA • Motivation by punishment— • A push 5 Negative physical KITA • 50 lashes • Two weeks in the brig 6 Negative psychological KITA • Move to undesirable office • Stop speaking to subordinates • Threaten termination •… 7 What is KITA? • Positive KITA • motivation by reward— • pull 8 Positive KITA • Reducing time spent at work • • • • • Comp time Time off as a reward Recreation programs Sabbaticals Cruises 9 Positive KITA • Compensation • • • • • • Pay Increases Stock Options Bonuses Commission Incentive 401K contribution 10 Positive KITA • Benefits • • • • Health insurance Free food Limited work week Work at home •… 11 Positive KITA Human relations training • Supervisors trained in psychological approaches to management 12 Positive KITA Sensitivity training • Supervisors trained to be sensitive to the needs of their subordinates 13 Positive KITA Communication • Training...
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...Income and Family Happiness Xueqing Feng Business 652 QBA-Research Harding University June 19, 2012 Abstract This study proposes to know whether the family happiness correlated to salary, and whether the family happiness is correlated to satisfaction on living conditions or family members' relationship. The study will be for the family in Little Rock, AR. Hypothesis testing and regression analysis will be used to analyze the data gathered from 50 subjects. PROBLEM FOR STUDY INTRODUCTION Which factor is the strongest one to affect the family happiness? Most people would think about the income at the first time. Because of the strong purchase power enable a higher quality of life, family be able to enjoy a better life including the life style, food, living condition, things for use and better to pursue the family gold. As one of the basic foundation, income is seems likely considered an most important factor to develop the family happiness. Financially richer people tend to be happier than poorer people, according to sociological researcher Glenn Firebaugh, "We find with and without controls for age, physical health, education, and other correlates of happiness," said Firebaugh, "that the higher the income of others in one's age group, the lower one's happiness. Families whose income earners are in jobs with flat income trajectories are likely to become less happy over time. Thus the relative income effect...
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...Academy of Management Journal 2009, Vol. 52, No. 3, 527–544. CHANGE IN NEWCOMERS’ SUPERVISOR SUPPORT AND SOCIALIZATION OUTCOMES AFTER ORGANIZATIONAL ENTRY MARKKU JOKISAARI Finnish Institute of Occupational Health JARI-ERIK NURMI University of Jyväskylä Using a four-wave longitudinal research design and a latent growth modeling approach, we modeled change in newcomers’ perceived supervisor support and socialization outcomes (role clarity, work mastery, job satisfaction, and salary). Further, the role of perceived supervisor support in socialization outcomes was examined. The results showed that, on average, newcomers’ perceived supervisor support declined during the period 6–21 months after organizational entry. The results showed further that the steeper the decline in perceived supervisor support, the greater the rate of decrease in role clarity and job satisfaction, and the slower the increase in salary over time. Organizational socialization is an important process for both newcomers and organizations. How newcomers “learn the ropes” and assimilate to an organization during this socialization process presumably has long-lasting effects on their job attitudes and behavior (e.g., Schein, 1978; Wanous, 1992). A pivotal assumption in the organizational socialization literature is that interaction between newcomers and organizational insiders, such as supervisors, plays an important role in newcomers’ socialization and related adjustment to work (e.g., Graen, 1976; Louis...
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...Table of Contents Unit 1 Unit 2 Unit 3 Unit 4 Unit 5 Unit 6 Unit 7 Unit 8 Unit 9 Unit 10 Unit 11 Unit 12 Unit 13 Unit 14 Unit 15 Unit 16 Unit 17 Unit 18 Unit 19 Human Resource Management: Present & Future Information Technology for Human Resources Equal Employment Opportunity Job Analysis and Job Design Human Resource Planning Recruiting Employees Selecting Employees Orientation and Employee Training Management and Organizational Development Career Development Job Satisfaction and Employee Motivation Conflict management Performance Appraisal Systems Organizational Reward System Base Wage and Salary Systems Incentive Pay Systems Employee Benefits Labor Unions & Employee Relations Employee Safety and Health Syllabus Activities Glossary of Terms 1 6 7 9 12 14 16 19 22 25 28 32 35 39 42 47 49 52 55 57 62 79 Unit 1 HUMAN RESOURCE MANAGEMENT: PRESENT & FUTURE Human resource management Activities designed to provide for and coordinate the human resources of an organization. Human resource functions. Tasks and managers perform (e.g., determining the organization’s human resource needs, recruiting, selecting, developing, counseling, rewarding employees, acting as liaison with unions and government organizations, and handing other matters of employee well – being). • Most managers are periodically involved to some extend in each of the major human resource functions. At one time or another, most of managers are involved in some aspect of employee recruiting, selecting, training...
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...011 Impact of Employee Satisfaction on Success of Organization: Relation between Customer Experience and Employee Satisfaction Afshan Naseem1, Sadia Ejaz Sheikh2 and Prof. Khusro P. Malik GPHR3 1,3 Department of Engineering Management, Centre for Advanced Studies in Engineering, Islamabad, Pakistan 2 COMSATS Institute of Information Technology, Attock, Pakistan Abstract– Employee satisfaction is considered weighty when it comes to define organizational success. Employee’s satisfaction is central concern particularly in the service industry. Need to enhance employee satisfaction is critical because it is a key to business success of any organization. In the present milieu, employee satisfaction has come under limelight due to stiff competition where organizations are trying to carve competitive advantage through the human factor. The purpose of this study is to observe the relationship between employee satisfaction and customer satisfaction and to examine the impact of both on organizational success. This study scrutinizes the effects of different factors of organization which affects the employee satisfaction. This is a cohort study in which qualitative research methodology was used. The data was collected through selfadministrated questionnaire which contains multiple choice questions and open-ended questions. Results of the principal component analysis (PCA) based on correlation matrix revealed a great deal of employees (hotel workers) satisfaction among surveyed cohorts where...
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...University of Redlands Makebra Bridges – Human Resources Management Because of limited resources, many small businesses have difficulty recruiting & retaining top talent. In this paper, I will discuss how companies use indirect-financial incentives to gain a competitive advantage. How Small Businesses Provide Competitive Compensation Packages in a Global Environment. Table of Contents Introduction………………………………………………………………………………………………………….. 2 Salary vs. Compensation ..………………………………………………………………………………….. 3 Indirect Financial Payments ……………………………………………………………………………….. 5 1. Employer Match Incentives 2. Cash Rewards 3. Flexible Hours 4. Tuition Reimbursement 5. Paid Time Off Employee Rewards …………………………………………………………………………….……………… 12 Conclusion ………………………………………………………………………………………….……………… 13 INTRODUCTION In today’s workforce, small businesses—companies with 100 or less employees—are making a BIG impact. * There are more than 23 million small businesses in America--accounting for 54% of all U.S. sales. * Since the 1970s, small businesses have provided 55% of all jobs and 66% of all new jobs. * The 600,000 plus franchised small businesses in the U.S. account for 40% of all retail sales and provide jobs for some 8 million people. * The number of small businesses in the United States has increased 49% since 1982. * Since 1990, as big business eliminated 4 million jobs, small businesses added 8 million...
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...Running head: ASSOCIATE DEGREE NURSE VS BACHELOR OF SCIENCE Associate Degree Nurse vs Bachelor of Science Nurse Associate Degree Nurse vs Bachelor of Science Nurse The nursing profession is unlike other health care professions. It has multiple education levels of entry into the nursing field. Many states have recently started to propose legislation to make registered nurses obtain their bachelor of science in nursing within ten years of becoming licensed registered nurses. This proposed legislation is aware of the associate degree nurses level of education and offers solutions for continued pursuit of furthering their education to the bachelor of science nurse. It is believed with the combination of the associate degree nurse furthering her education to a baccalaureate education, nursing will become a stronger profession and thus improve patient care outcomes and quality of care.(Lane, 2010) North Dakota became the first state to require the bachelor of science be obtained within the first tens years of obtaining the registered license. For many years the nursing leaders have discussed the idea of advancing the nurses education to the bachelor of science degree. North Dakota, New York and New Jersey were the first states to propose legislation for this to occur. North Dakota overturned their legislation and New York and New Jersey did not pass this legislation. According to the ANA many states have passed legislation to mandate required continuing...
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... 2014 PRESENTED TO: Alice Muringu 1. JOB SATISFACTION 4 A. DEFINATION 4 B. IMPORTANT FACTORS USED TO MEASURE AND INFLUENCE JOB SATISFACTION 4 C. DETERMINANTS OF JOB SATISFACTION 5 i. The Evaluative Component 5 ii. The Cognitive Component 6 iii. The Affective Component 7 D. CAUSES OF JOB SATISFACTION 9 i. Job characteristic 9 ii. Social information processing (organizational characteristics) 10 iii. Dispositional (worker characteristics) 10 iv. Life Satisfaction 10 E. IMPACT FOR JOB SATISFACTION 11 F. JOB SATISFACTION APPLICATIONS 12 i. Company policies 12 ii. Salary/benefits 12 iii. Interpersonal /social relations 12 iv. Working condition 13 v. Achievement 13 vi. Recognition 13 vii. Autonomy 14 viii. Advancement 14 ix. Job Security 14 x. Work-life Balance Practices 14 G. MEASURES OF JOB SATISFACTION 15 i. Overall Job Satisfaction 15 ii. Job Descriptive Index (JDI) 15 iii. Global Job Satisfaction 16 iv. Job Satisfaction Relative to Expectations 16 v. Minnesota Satisfaction Questionnaire 16 vi. Job in General Scale 17 vii. Job Satisfaction Survey 17 viii. Job Satisfaction Index 17 ix. Job Diagnostic Survey 18 x. Career Satisfaction 18 H. REFERENCE 20 * JOB SATISFACTION DEFINATION Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is mainly based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to complete...
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...IMPACT OF INCLUDING CHILDCARE IN A PLACE OF EMPLOYMENT Prepared for Business Communications Prepared by December 5, 2013 SMART POINT FINANCIAL CONSULTANTS 1215 Dublin Rd. Oklahoma City, Oklahoma 74525 December 5, 2013 Unik Health Commissioners City of Oklahoma City 412 East 24th St. Oklahoma City, Oklahoma 75202 Dear Commissioners: The attached report requested by the Unik Health Commissioners in a letter to Smart Point Financial Consultants dated November 20, comprehensively illustrates the economic effects of providing child care benefits to your employees and to your company. The aim of this study is to enlighten you about issues associated with providing health care to your employees’ children so that you make advised decisions on the same. This study was done to assess the effect of three main areas as illustrated below. • The cost benefit analysis of adding employees childcare to Fake Name’s benefit program • The initial cost of initiating this program • The types of coverage alternatives that is available in the market and those that are most attractive to employees. For the purpose of this study, we performed both primary and secondary research. Our research involved conducting a thorough analysis of Smart Point’s financial statements to determine the affordability of this program. Besides verifying financial statements, interviews were carried out to assess the working conditions of...
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