...P3: Explain the importance of job satisfaction and teamwork in the workplace. What is job satisfaction? Job satisfaction is the extent of which people hopes, desires, expectation about the employment he or she is engaged in fulfilled. If I had a choice of either less money but interesting work or higher pay but boring job, then I would choose less money but interesting work. This is because I will feel happy working, confident and I will also fell safe as I will have met new people who are confident, hardworking they will give me confidence and feel safe. They will also make me feel like I don’t have to leave as I won’t be working in an unsafe working environment. However, if I was to work in a highly paid with a boring job then I would feel very unhappy as the job would have anything interesting to do. I would also feel like I would be forced to do work, bored, feel agitated to leave as I could be feeling like I would be pushed around because of the amount of money that I get paid. Explain teamwork and the benefits of team working. A team is a group of people who are working towards then same goal that is a combined of a group, especially when efficient. Teamwork in the workplace involves co-operation among employers. This co-operation is usually for the sake of a common goal that the entire team is working towards. It also involves relationships. The relationships that can develop between employee and employer. Teamwork can’t exist unless there is relational components...
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...JOB SATISFACTION: EMPIRICAL EVIDENCE FOR ALTERNATIVES TO JDI T. Ramayah School of Management Universiti Sains Malaysia 11800 Penang, Malaysia ramayah@usm.my Muhamad Jantan School of Management Universiti Sains Malaysia 11800 Penang Malaysia mjantan@usm.my Suresh K. Tadisina Department of Management Southern Illinois University Carbondale IL 62901 USA (618) 453-3307 (Office) suresht@cba.siu.edu Track: OB/OT National Decision Sciences Conference, San Francisco, November 2001 Interdisciplinary Theme: Global Issues Primary corresponding Author: Suresh K. Tadisina Presenting Individual: Suresh K. Tadisina JOB SATISFACTION: EMPIRICAL EVIDENCE FOR ALTERNATIVES TO JDI ABSTRACT JOB SATISFACTION: EMPIRICAL EVIDENCE FOR ALTERNATIVES TO JDI INTRODUCTION In recent times there has been a convergence of interest on the efforts by organizations to examine conditions that foster greater satisfaction with job. The basic reason for this renewed interest is the perception that broad even global, shifts in the internal structures and employment practices are inducing changes in the ties that bind employees to their job. While the concern for employee satisfaction in Malaysia is high, empirical research on its correlates is insignificant. Most knowledge comes from journalistic accounts, individual experiences, opinions of scholars and corridor conversation. These are essentially descriptive pieces without much empirical base and with limited utility for the theory of knowledge...
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...influences job satisfaction in academic studies that can give advantage to human resource department in their practical researches. This study focus on to enlighten the public and private academic institution on the level of job satisfaction and work commitment of staff that depend on several factor. This research will offer some theory messages for the academic institution about importance of job satisfaction for employees. In addition, this research would provide valuable information to management of institution by understanding the factor that affect job satisfaction. This study will give benefit to academic staff which their management can identify this to distinguish...
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...vital role in underpinning the economic development of a country. In the backdrop of Financial Sector Reform Policy streamlining the country’s economy, Shahjalal Islami Bank Limited (SJIBL) has achieved great success in all areas of operations with ultimate objective of improving the socio-economic development of the country. This study attempts to evaluate job satisfaction of bank officers of the SJIBL. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts of bank type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and co-worker relation are the most important factors contributing to job satisfaction. The bank officers of SJIBL have higher levels of job satisfaction and they enjoy better facilities and supportive work environment. Work experience is found as the second most important factor affecting job satisfaction. Sex and age differences have relatively lower level of impact on it. The overall job satisfaction of the bank officers of the SJIBL is at the positive level. 1.0: Introduction With the opening up of the economy of Bangladesh, a dramatic change has been observed both in manufacturing and in service sectors. This has brought higher employment opportunities, increases in income level, and changes in consumption pattern and consequently there emerges a competitive...
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...Job Satisfaction in the Workplace Jonathan Salter Thomas Jefferson University MGMT 304: Management and Organizational Theory in Health Services Organizations Facilitator: Maryann Hughes 2015 Abstract A broad definition of Job Satisfaction is a positive feeling about a job resulting from evaluating its characteristics. Satisfaction often plays a significant role in job performance, overall behavior, customer service and employee turnover. Job Satisfaction also can impact your quality of life and may impact those around you. It is important to understand the effects of job satisfaction on an organization, the satisfaction of its employees will affect many facets of the business. Importance of Job Satisfaction Job Satisfaction is defined as a positive feeling about a job resulting from an evaluation of its characteristics. (Robbins, Judge 2009 p.83) An employee should have interest in the particular job they do and should feel engaged with the organization. This will allow the company to keep employees satisfied and will be rewarded with lower turnover rates. While many jobs are repetitive and may become mundane to the employee, a company must find a way to challenge the boredom and seek ways to expand on the employees talents. Allowing an employee to grow and feel challenged is important when striving for job satisfaction. There is however, a balance needed, if an employee is pushed too hard they may feel overwhelmed. In an instance like this, the employee will search...
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...Employee productivity and job Satisfaction Research Project MSA 699 Sabrina Foster Central Michigan University Table of Contents Pages Number List of Tables List of Figures Chapter 1 Problem Definition 3 Chapter 2 Literature Review 6 Chapter 3 Research methodology 11 References 15 Appendix A Survey instructions 17 Survey/Interview Questions Chapter 1 Problem Definition Background Express is a fashion forward retail store with multiple locations worldwide. A unique fashion powerhouse selling both men and women clothing with over 30 years experience. (Express.com, 2014) “Express is not about a single point in time, but rather a spirit energy, and a belief that we can and will be the best retail fashion brand in the world” says Chairman and CEO Michael Weiss. (Express.com, 2014) Express associated with Limited brands, which are responsible for stores such as Bath and body works, Victoria’s Secret and The Limited. (Express.com, 2014) Leaving them with a rich brand history of success. The company has values they follow which have contributed to its success. These values are; do the right thing and do things right, begin and end with our customer in mind, passion with a purpose and performance matters. (Express.com, 2014) Employees working at Express are exceptional at creating a shopping experience similar to dining at a five star restaurant. From...
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...2010 Volume 5, Number 2 Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model Rehman Safdar, Pakistan Electronic Media Regulatory Authority (PEMRA), Pakistan Ajmal Waheed, Quaid-e-Azam University, Pakistan Khattak Hamid Rafiq, National University of Modern Languages, Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context. Keywords: Human resource management; HR practices in regulatory authorities; HR-performance linkage; Job analysis; Job performance; Job satisfaction; Job retention; Recruitment Process; Knowledge...
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...Motivation and Job Satisfaction Contents Abstract 3 1.Introductory Background 3 1.1Scope of the Research 4 1.2Research objectives 4 1.3About Etisalat 5 2.Literature Review 5 2.1Understanding the Concept of Motivation 5 2.2Job Performance and Satisfaction 6 2.3Theory of Motivation – Maslow’s Hierarchy of Need 7 3. Research Methodology 8 3.1 Research Philosophy 8 3.2 Research Approach 8 3.3 Method of Data Collection and Analysis 9 3.4.Ethical consideration 9 4. Research Result 9 5. Detail Analysis of Survey 10 6. Research Discussion 16 7. Research Conclusion 17 8.Bibliography 18 Abstract In the current competitive scenario people are trying hard to match their capabilities and aspiration to achieve their personal as well as professional objectives. On the same hand even organizations are seeing tough time to maintain their market performance that determines the success and failure of the organization. The performance of employee in organization is directly correlated to their level of motivation driven through their job structure with respect to the roles and responsibilities assigned to them depending on their caliber resulting to job satisfaction. In order to create commitment as well as motivation level among employees, employer has an important role to play. It is his directions and guidance under which the employee operates in the organization. Appointing the right resource to a job requirement and assigning it a complete authority as well as job responsibilities...
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...The Merger: Transition Plan I ORG 502 September 18, 2009 Transition Plan I The purpose of this Transition Plan is to document the process of changes that are necessary to make the merger-acquisition succeed for Merger’s Inc. First the discussion highlights issues that occur during a transition followed by utilization of motivation concepts. Next, this plan will discuss the importance of employee job satisfaction in relation to departmental performance. Lastly, a brief discussion will ensue regarding perceptions and their role in decision making. Expected issues with merger A number of problems will manifest before, during, and after the merger and acquisition process. One key element to be considered is job roles. “Some executives may have a bitter taste in their mouths about how negotiations unfolded or be resentful of the outcome, causing hard feelings about titles, roles, responsibilities and compensation” (Miles & Bennett, 2008, p. 60). In addition, rumors and cliques can be damaging to companies in the midst of a merger and acquisition; for example, “Cliques are harmful because they contribute significantly to information asymmetries within the top management team and slow down the team’s development” (Miles & Bennett 2008, p. 63). Rumors create misinformation and elevate uncertainty amongst all lines of employment from the top, down. Rumors must be contained and eliminated immediately. The selection process during and after a merger and...
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...Research Project IV Nicole L. King Baker College HRM315: Evaluating Human Resources Tae Dawson June 13, 2012 Abstract This purpose of this research project was to find out how well BWI HR is meeting the needs of its employees. Fifty surveys were collected and reviewed. One each survey were eight HR services. The HR services are Performance Appraisal, Wage & Salary Administration, Incentive Pay Program, Internal Job Posting, Healthcare Insurance, Technical Training, Career Counseling/Development and Flexible Work Schedule. Each of the HR services had a rating scale to see how important and satisfied the Target employees would rate them. There were three HR services that showed the largest gap between importance and satisfaction. The incentive pay program, performance appraisal system and career counseling and development all showed large negative gaps. The incentive pay program should be changed from an individual-based program to a team/group-based program. The performance appraisal system should evolve into a “social network” type of performance management system. This type of social performance management system will bring many advantages, including empowerment. Finally, the career counseling/development programs should see a small expansion and reviews of the eligible degrees, adding certificates, increasing the tuition reimbursement amount and adding mentoring programs. These improvements should be implemented to improve the HR services, our people and...
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...Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW MANAGEMENT RESEARCH AND PRACTICE VOL. 3 ISSUE 4 (2011) PP: 77-86 JOB SATISFACTION: A LITERATURE REVIEW Brikend AZIRI Faculty of Business and Economics, South East European University, Ilindenska 1200, Tetovo, Makedonia b.aziri@seeu.edu.mk Volume 3, Issue 4 / December 2011 Management Research and Practice Abstract Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations. Keywords: job satisfaction. 1. DEFINITION AND IMPORTANCE OF JOB SATISFACTION Despite its vide usage in scientific research,as well as in everyday life,there is still no general agreement regarding what job satisfaction is. In fact there is no final definition on what job represents. Therefore before a definition on job satisfaction can be givven , the nature and importance of work as a universal human activity must be considered. Different authors have different approaches towards defining job satisfaction. Some of the most commonly cited definitions on job satisfaction are analysed in the text that folows...
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...Literature Review Why is employee satisfaction important? Purpose / benefits of employee satisfaction include as follows: 1. Importance of employee satisfaction for organization * Enhance employee retention. * Increase productivity. * Increase customer satisfaction * Reduce turnover, recruiting, and training costs. * Enhance customer satisfaction and loyalty. * To have more energetic employees. * Improve teamwork. * increase employee’s commitment to ensure service excellence * Sense of owner ship and belongingness will flourish * Better attain organizational objective 2. Importance of employee satisfaction for employee • Employ will believe that the organization will be satisfying in the long run • they will care and worry about quality of the service given by the bank. • They will create and deliver superior value to the customer. This is importance for organization • They are more committed to the organization. • Their works are more productive. Career Development 1. Organization’s commitment to professional development 2. Career advancement opportunities within the organization 3. Career development opportunities for learning and professional growth (mentorships, cross training, etc.) 4. Job-specific training 5. Opportunities to network with others (within or outside the organization) to help in advancing one’s career 6. Opportunities for the application of their skills and abilities in work environment...
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...AND OVERVIEW OF THE RESEARCH 1.1 INTRODUCTION This study focuses on the influence of job satisfaction on burnout among pharmaceutical sales representatives. Chapter 1 deals with the background to the research, the problem statement and the research questions, the aims of the study, the paradigm perspectives of the research, the research design, the research methodology and the layout of the chapters. 1.2 BACKGROUND TO THE RESEARCH People are a vital component of the production factors of an organisation (Storey, 1995). A variety of factors influence their work lives. These factors affect their performance and ultimate productivity (George, 2000). Job satisfaction is a key factor in productivity. Employees’ satisfaction levels are reflected in their intrinsic and extrinsic willingness to put their labour at the disposal of their employer (O’ Malley, 2000). Job satisfaction is certainly not the only factor that causes people to produce at different rates (Daniels, 2001). In addition to being influenced by the level of satisfaction, performance is affected by a worker's ability as well as a number of situational and environmental factors such as mechanical breakdowns, lowquality materials, an inadequate supply of materials, availability of stock and market forces (Gower, 2003). Nevertheless, in the case of lower-level jobs where little ability is required, job satisfaction seems to be one of the key determinants of performance (Edward, 1994; Gower, 2003). In...
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...DESCRIPTIVE STUDY OF JOB SATISFACTION AND ITS RELATIONSHIP WITH GROUP COHESION by Mark G. Resheske A Research Paper Submitted in Partial Fulfillment of the Requirements for the Master of Science Degree With a Major in Applied Psychology-Industrial Organizational Concentration Approved: 4 Semester Credits __________________________________ Research Advisor: Dr. Mitchell Sherman The Graduate College University of Wisconsin-Stout May, 2001 1 The Graduate College University of Wisconsin-Stout Menomonie, Wisconsin 54751 ABSTRACT Resheske Mark G. A DESCRIPTIVE STUDY OF JOB SATISFACTION AND ITS RELATIONSHIP WITH GROUP COHESION Applied Psychology American Psychological Association Dr. Mitchell Sherman (APA) 05/2001 48 pages___ Manual used in this study___ This study investigated job satisfaction among full time faculty of the College of Human Development at a Wisconsin University. The research method used an anonymous survey that was voluntarily completed and returned to the researcher. The population of the study was the full time faculty of the College of Human Development at UW-Stout. Thirty-six full time faculty members participated in the study. The UW Employee Satisfaction Survey was used to measure the level of job satisfaction. The results indicate that overall the faculty of the College of Human Development at UW-Stout are satisfied with their current employment. The study determined that group cohesion does play a role in overall job satisfaction. Measures of group...
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...Interview Guide 16 List of Visuals Figure#1: For how long you are working here? Figure#2: What was the main reason for leaving your previous job? Figure#3: Are you satisfied with your current salary? Figure#4: What are the satisfying factors for you other than salary? Figure#5: If you are offered a job with more incentives, would you go for it? Executive Summary The purpose of this report is to focus on the attitudinal outcomes of employee’s regarding their salaries and their satisfaction level by using both qualitative and quantitative methodologies. There are two variables in our research salary and job satisfaction. Job satisfaction is measured by the respondents’ responses as asked in our data collection process. We asked various questions relating it by factors other than salary also such as promotion opportunities, growth chances, working conditions and organization recognition. From the responses we get we generalized the feedback as to support the hypothesis as a whole. Our findings are measured from the various questions asked which were related to how salaries create a feeling of satisfaction among the employees. Is salary the major reason of employees ‘satisfaction? We are relating Job satisfaction with salaries. We collect qualitative data by conducting interviews to explore the Relationship between Compensation and job Satisfaction. We collect quantitative data by...
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