1. Introduction Workplace spirituality and employee engagement have been topics of interest for both academicians and practitioners for the past two decades. This increased attention has been a result of many factors such as emerging ethical concerns, enlightened leadership theories, emphasis on the higher order needs of the employee, employees’ quest for meaningful work, an attitudinal shift toward wholeness and empowerment etc. Workplace spirituality though initially seen as a passing fad is
Employee attrition was found pertaining to the IT sector specifically in the context of a developing country like India, Africa, China etc., It isn’t always unusual nowadays to study in the newspapers or see on television that employees here or elsewhere are enticing on business action or are threatening to leave their jobs. (Chinonona, Chinomona & Joubert, 2013). Though, evidence shows that it is more expensive for companies to hire new employees than it’s miles to retain currently serving employees
2.10 The Concept of Employee Commitment Employee commitment has been defined in different ways by different authors. Among these authors, Meyer and Herscovitch (2001) indicates that employees commitment reflect employees’ belief that it is a moral obligation to remain in an organization. They opined that though this belief developed overtime, it is a force that binds an individual to engage in an action that would sustain his/her continues involvement in the organization. This conceptualization
studies have conceptualized employee commitment as the employees‟ commitment to their organization. Organizational commitment has attracted researchers interested in behaviors of individuals in organizations and it is also a relatively stable attitude over time compared to job satisfaction (Porter et al. 1974). Even though organizational commitment has been the focus for most HRM theorists as it is more beneficial to the organization compared to other foci (targets) of employee commitment such as career
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
to renovate engagement are ‘personal engagement’ and ‘personal disengagement’, which refer to the “characters of people bring in or leave out themselves during job performances. Terms developed by Kahn mention previous ideas taken from motivation theories that people want self-expression and self-employment in their work lives as a matter of course. Summer camp counselors and staff at an architecture firm were interviewed about their situations of engagement
decisions are made with the most workable amount of participation from those who are affected by the decisions. Participate leadership management is seen as the quick cure for poor morale, employee conflict, low productivity and job dissatisfaction. Participative decision making, information sharing, customer focus and employee training are considered important elements of participate leadership management. Participate leadership use both work and task centered and people centered method to lead our subordinates
personality. (Robbins, et al., 2012) . Personality as practiced in the organization always found differ from person to person. It helps to understand the behavior of the employee. One could be highly motivated, other maybe not. Personality is determined by the character and
This varies from senior management to the lowest levels in the organization. Henri Fayol ’s “hierarchy” management principle states that there should be a clear line in the area of authority .This can be seen as a type of management structure. Each employee can contact a manager or a supervisor in an emergency situation without challenging the hierarchy. 10. Order According to this principle of the 14 principles of management, employees in an organization must have the right resources at their disposal
or company should definitely be concerned when they find out that some of their employees are being sleep deprived while working because sleep deprivation can affect the company performance in many aspects, also if the company is pressuring every employee to work excessive hours, causing the sleep deprivation, then they should definitely be concerned and take a responsibility for it. Studies in business company prove that poor sleep among the employees can increase the risk of the companies directly