cornerstones. it refers to the emotion, attitude, feelings of well-being, job satisfaction and overall outlook of an employee for the entire duration of his time spent in a workplace. For some reason, however, this particular corner stone is hardly nurtured, much less given attention. In a Gallup 2013 State of the American Workplace Report, 70% of Americans are unhappy, completely disengaged and feel negatively about their jobs. Without a doubt, the company that these employees work in are suffering
was frustrated and exhausted, and subsequently abandoned his work to seek solace in an African forest 40. This narrative depicts what people go through as they engage their clients, co-workers, and organisational structures in their pursuit of job satisfaction. Clearly, burnout has been a major aspect of psychological well-being that warrants not just mental health workers’ attention but also the general public’s 40. At the marking of the 2008 World Day for Safety and Health, the International Labor
many things, starting from personality, income, labor market status, job characteristics, health fitness, family relations, social relationships, to security, liberty, moral values and standards, religious faith etc. Organizations also have a responsibility to see to it that
organisation’s objectives. A well-defined and executed organization culture is the core to job satisfaction. More than compensation and many things, what matters today is job satisfaction. It is the final output every organization desires. Employees tend to stay longer in the organization if they have job satisfaction. There are many successful organizations known for higher levels of job satisfaction among their employees. If compared with other sectors, power sector employees are generally
Predictors of job performance Sonnentag et al., (2008:432) argue that there are two predictors of job performance, person-specific and situation-specific variables. Person-specific variables are individual difference variables that are variables that differ between individuals but are expected to be rather stable within individuals. Situation-specific variables
• Combine Tasks Combine work activities to provide a more challenging and complex work assignment. This can significantly increase ‘task identity´ because people see a job through from start to finish. This enables laborers to utilize a wide assortment of aptitudes, which can make the work appear to be more significant and imperative. For example, you can convert an assembly line process, in which each person does one task, into a process in which one person assembles a whole unit. We can apply this
Comprehensive Study of Job SatisfactionObjectivesObjectives of the Study: • To measure the employee job satisfaction level in Organisation. • To study the employees perception towards Organisation. • To study the attitude of the employees towards their work. • To identify the factors that motivates the employees. • To give suggestion for the growth and perspective of the company. • To check the degree of satisfaction of employees. Problem StatementThe term Job Satisfaction figures prominently in
Research Paper Topic: Leadership Style and its impact on employees job Satisfaction A study of Administrative Staff of private Sector Universities in Karachi Submitted by: KASHIF JAN I.D: SM14-ES-0004 Course: Advanced Research Methodology Program: M.S (HRM) Submitted To: Sir Waqar Qadri (Course instructor Advanced Research Methodology) University Name: Muhammad Ali Jinnah University Abstract Leadership is a process that exists
company. The researches has proven that the staffs who are satisfied with their jobs are more likely to stay integral with their employers. Job satisfaction is vital for both employee and employer. If the employees are not satisfied with their jobs this would lead to instability among workforce and various other problems within an organization. This analysis report attempts to evaluate and analyze how job satisfaction affects organizational behavior and what could be done to tackle employee dissatisfaction
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 (Koys, 2001., Lau, 2000., Solomon, 1998). Besides attrition is caused