Several factors are important that foster personal involvement. The technique entails enriching the job so that these factors are included. This understanding of the importance of the human capital of the organization and how it is measured and accounted for and how it is of strategic importance is critical to the effective management of human resources in the organization. In such situations, top management will is necessary to change the culture or to remodel it and it is a long and laborious process of many years and may or may not be successful. Global Advanced Reseach Journal of Management and Business Studies. If there were no set targets in achievement of an event, then there would be no sense in talking of production, as this would be a failing system.
Thus, the researcher has involved his understanding and knowledge in assessment of human resource management to come to conclusions, thus making the study purely qualitative, which is essential in studying human dimensions of management functions. When employee satisfaction is studied empirically, it is very clear that it is directly related to employee productivity, and thus very important to be understood. Most employees were of the opinion that their full potential was not being drawn out by their work and they are effectively working at less than their 100% with an average of 3. This model directly correlates employee satisfaction and productivity and value creation. The researcher relied on a variety of sources for the secondary research, including text books, periodicals, peer reviewed journals and the internet.
Job enrichment is referred to as the vertical expansion of the job which entails giving the individual full control and autonomy over the job he his doing. Organizational Behavior and Human Performance, 33: 1-21. Chapter 4 Recommendations From the primary and secondary research it is clear that a satisfied employee is a better performing employee. Also, it uncovered a theoretical gap by investigating the mediation role of employee engagement in talent management-performance link. The concept of employee satisfaction is relevant job related attitudes of the employee.
Testing an Explicit and Implicit measure of motivation, International Journal of Organizational Analysis, vol. The paper discusses these results and draws conclusions about their practical implications. This mode of motivation that was adopted in the organization was referred to as Camaraderie building exercise Houts et al. With job enrichment, workers interest in their job may be generated and their level of motivation will be increased. Strategic human resource management; theory and practice. There were differences in job training satisfaction, however, when examined with job type, job status, and job tenure.
Key Insights from Primary Research The relationships between the various parameters by which an employee forms judgments and connotations about his work and thus forms his attitudes are examined through the primary research, by analyzing the coefficients of correlation of the different responses and by other techniques. This made the company seek out synergies in its retail and supply chain, thus diversifying into a number of food related business which could be relevant to the consumer in the North of England. The major point to be noted here is that culture is descriptive in nature, used to describe and understand the institution by an individual, whether he like it or not. The service-profit chain Figure 1 establishes relationships between the above factors. One of the old sayings as cited in Levoy 2009, p. It must be noted here that the safety and the security of the employee with respect to work related hazards and other environmental factors is considered to be a hygiene factor in workplace design. Leaders operating under the Situational Leadership theory have to assess their employees through evaluating their commitment to accomplish a certain task.
Job design can influence performance in jobs which require high employee motivation ii. This means that the organization has to be aligned in its operation to take on the market with better products, which are more appealing to the customers hence, the drive for innovation Emery, 2009, p. Retrieved on 22 October 2010 from 14. At this point, this paper is made to clarify how situational leadership affects the productivity of employees inside an organizations. Figure 2: Treatment by Superiors — across Shifts Shift Avg. The Role of Organizational Culture 13.
The important aspects of the workplace design which can affect employee satisfaction are van der Voordt 2004 : i. R5 Issues outside affect my quality of work. The changes made by the company include branding for the first time , including designed stores rather than abandoned warehouses and electronic inventory management, etc. Organizational Behavior and Human Performance, 4: 309—336. Examining teamwork and leadership in the fields of public administration, leadership, and management. We attempt to identify 1 individual and situational factors that may mediate the incentive-goal-performance relationship, and 2 integrate the literature.
There are different schools of thought that examine the relationship between employee satisfaction and productivity Ostroff 1992 : a. Socio-technical school — employee satisfaction is a factor of both the technical and social structure. The secondary research was used to understand the conceptual background of productivity and employee satisfaction in the organizational context. Journal of Training and Development. There is a consensus in the literature that the grouping of performing employees and workers will achieve organizational performance. Employees tends to become absolute, and Feb 4, 2011 Literature Review 6.