TitleJOB SATISFACTIONObjectives“To know the factors determining the Job Satisfaction, which are essential to satisfy the employee to retain them in the organization?” The four resources of management are Men, Money, Material, and Machine. Out of these, Men are the most important factor. Men in the organization constitute its major part. They play a vital role in furnishing the company with profit. When organization provides all facilities to satisfy the employee, the satisfied employees share the responsibility
and behavior towards their work and organization, have strong significant effect on employees’ performance. Job satisfaction is very essential for the service based industries (for example, banking) due to the fact that if employees are happy then only they can treat their customers well and deliver quality services more than that of customer expectations. Accordingly, customer will be satisfied which further leads to organizational
workplace environmental, build positive relationships between the organization, employee and supervisor, and a way to provide feedback to help make decisions concerning performance, pay and promotions and one way to achieve these goals is to utilize a performance appraisal system. After reviewing the four articles that I have chosen, they will be used to: to help define what exactly performance appraisal are, the major factors that effect/distort performance appraisals, how organizations and supervisors
the Study According to Aborishade and Obioha 2009, the concept of Motivation surpasses focus on machine because at the heart of the organization, the human resources coupled with skill, experience, attitudes, and intelligence is the most momentous factor in acquisition of wealth and process of production. Empirical evidence abound showing that workers are poorly motivated and are dissatisfied with their living and working conditions in Nigeria, which could be conjectured that poor motivation of the
CHAPTER 1 INTRODUCTION 1.1 BACKGROUND OF THE STUDY In relation to the topic of this project paper, this study was conducted in order to find out the factors influencing Islamic Work Ethics at SIRIM Berhad, Shah Alam. From previous research, we have gathered that the aspects that are most likely to influence Islamic Work Ethics are job satisfaction, organizational commitment and conflict resolutions. Scholars have endeavored to define work ethics relating to the value system of people. Parnes and
of retention and employee satisfaction or it is the overall organizational culture which has a pivotal role in retention and making employee satisfy. In order to testify problem statement, the R & D organization Integrated
they also like to get feedback on their achievements, but they usually work alone. • Affiliation- everyone who is influence under affiliation motivator; does not like to take risks, they usually like to fit to the group and will go along with whatever the group wants to do. • Power- people whose dominant motivator is power; are like to win arguments, desire to control and influence others. McClelland noted that people whose dominant motivator is power are divided into two groups; Institutional
Accenture research report 2007 Employee engagement is the level of commitment and involvement an employee has towards his organization and its values. Today in this changing scenario, where every opportunity for a student has a scope of growth, teachers are bestowed with the responsibility for shaping the youth. Therefore the institution is bound to engage their employees in continuous development programs, which will lead to job satisfaction. Our paper focuses on how employee engagement is an antecedent
activities of employees to reach the planned goals, can also help organizations adapt well to external environment for rapid and appropriate response (Daft, 2001).Within the basic organization behavior mode, proposed by Robbins (1996), it also indicates that organizational culture substantially cause influence on output of personnel resource, e.g. productivity, job resigning, unreported job absence, and job satisfaction. Thus, the second research motive for this research is aimed at examining
through experience, exerting a directive or dynamic influence on the individual’s response to all objects and situations to which it is related. It is a tendency to act in a particular way due to both an individual’s temperament and experience. It is a positive or negative evaluation of people, events, ideas and objects. It is the dynamic part of our behavior which drives response and activity. An attitude is “the relatively stable overt behavior of a person which affects his status. People with