Related Essays
Gender on Leadership Style and Employee Job Satisfaction
"The glass ceiling" emerged as a widely employed metaphor in the nineties to account for inaccessibility of organizational leadership posts for females. Even today, females continue to encounter a number of challenges when aiming for leadership positions (Ayman & Korabik, 2010). Research scholars recognize the broad significance of culture and situational contingencies as contextual factors governing leadership, whilst also presenting leadership or governance as a largely gender-neutral phenomenon. As of 2010, the labor force of the U.S. comprised of approximately 72 million women (aged 16+); i.e., 58.6% of… Continue Reading...
Employees' job satisfaction and success is tremendously influenced by managers. Studies show that men and women have varying preferences for the choice of the gender of their manager. Several studies have concentrated on this matter. Unfortunately, the outcomes of the studies are inconsistent. This paper, therefore, seeks to review past findings of research with the intention of exploring and casting light on the relationship between the variables in the modern workplace (Jackson, Alberti, & Snipes, 2014).
Effect of Gender on Leadership Style
Available research shows that men and women face different… Continue Reading...
is a strong correlation between nurses, communication competence, self-efficacy, and job satisfaction and it is recommended that training programs that are customized to individual characteristics such as self-efficacy and job satisfaction to improve the communicative competence of nurses (Park, Jeoung, & Sok, 2015).
Leadership Styles
There have been many studies that have tried to understand the relationship between organizational behavior and different leadership styles. Since the research has identified that people will accept change at different styles; This study examines the relationship of emotional intelligence (EI) with transformational leadership (TL) and organizational citizenship behavior (OCB) of the followers using a… Continue Reading...
support diversity and the impact of diversity on work-related outcomes such as job satisfaction. This paper dwells on these two aspects. First, Soni's (2000) model of receptivity to diversity is discussed, along with a summary of her findings. Then, attention is paid to the relationship between diversity and work-related outcomes as presented by Pitts (2009).
According to Soni (2000), the success of any diversity management initiative is largely influenced by the degree to which members of an organization are receptive to the initiative. Without managers and employees embracing and valuing diversity and acknowledging the significance of initiatives aimed at promoting diversity, the… Continue Reading...
.....individual's level of sexual identity development relates to their level of job satisfaction depends on numerous variables -- such as the confidence with which one identifies their sexuality, the degree to which that identity is accepted among peers, and the extent to which that identity places one as a minority. As the U.S. Merit Systems Protection Board (n.d.) indicates, "Minorities also tend to be at a disadvantage in terms of job rewards, which no doubt has an impact on their job satisfaction as well as career advancement in the long run" (p. 62). The issue therefore is one of whether the… Continue Reading...
job satisfaction and attitudes towards work, which is why Maslow’s theory of motivation connects well with that of Herzberg to provide a comprehensive and evidence-based framework for organizational culture and human resources practices.
Although spirituality and self-actualization rarely factor into workplace environments and organizational policy, Koltko-Rivera (2006) shows how Maslow eventually amended his original hierarchy of needs to include self-transcendence as a “motivational step beyond self-actualization,” (p. 302). Self-transcendence implies having a higher purpose, or a purpose greater than oneself. Therefore, considering the importance of altruism, servant-leadership, and ethical goals… Continue Reading...
is not necessarily a motivated one. Motivation and job satisfaction are thought of differently. To motivate someone this might require acknowledgement and proper management techniques.
3. Employee Morale. Building morale in your agency.
Employee morale can be one of the most important factors in any organization, but also one that is difficult to define precisely; although it consists of the levels of positivity and cohesion in a department. There are many practical techniques that can help improve morale such as providing praise and focusing on good aspects, eliminating unnecessary conflict, and focusing on good communication techniques.
4. Positive… Continue Reading...
were complaining and it was obvious that there was low job satisfaction as a result. Some nurses were thinking about quitting. The issue was even threatening the well-being of patients because medical errors and mistakes tend to be made more when nurses are overworked (IOM, 2000).
I saw that if I wanted to be considered a leader I should speak up about this problem and go to a hire manager in the administration to point out the problem that was occurring in our department. I showed how by routinely failing to have shifts covered in the schedule, the nurse manager… Continue Reading...
any corporation. This is largely owing to the reason that is correlated with different organizational elements such as job satisfaction, individual and organizational performance and also organizational success. Maintaining low turnover is important not only to guarantee steadiness within the organization, but also to avoid excessive costs in hiring. Leaders should take time when recruiting so that they can choose the best team for the correct roles hence reducing the number of employees leaving the jobs, high turnover of the staffs, and stress in the team. When the wrong people are hired, it will definitely affect productivity, and a good selection saves resources and time. Being employed as… Continue Reading...
motivation of personnel in the organizational setting. Work life balance has the positive outcome for employees through job satisfaction. Job satisfaction is the magnitude with which individuals revel in their jobs where some individuals enjoy work and consider it to be a significant part of life. In accordance to Konrad and Mangel (2000), job satisfaction can be augmented by executing work life balance approaches by decreasing conflict between work and family. Basically, job satisfaction amongst employees generates confidence, loyalty and in the end, enhances the quality productivity from the employees. This indicates that having a work setting that encourages work life balance enables work force to attain… Continue Reading...
to retain the company employee and assisting in enhancing employees' job satisfactions.
1.Application Motivation Model to the Case
This study applies the motivation model to boost the morale of workers and reduce the workers' turnover rate. Zhang, Fan, & Zhang, (2015) believe that an application of motivation model is an effective tool to enhance creative performances. The authors argue that power motivation enhances individual creativity as well as "improving the quality of leader-member exchange." (Zhang, Fan, & Zhang, 2015 p 613). The power motivation is the ability of an individual to acquire recognition, influence others, and gain social status.
On… Continue Reading...
of indoor air quality, particulate matter and acoustics and general wellbeing (Lohr, 2010). A study was conducted in 2008 to compare the overall job satisfaction of four groups of office workers with and without plants and with and without windows. Based on this study, 82% of the plants and windows group and 69% with plants and no windows group stated that they felt content or very happy compared with only 60% of the no plants or windows group and 58% of the no plants and no windows group as shown in the figure below (Dravigene et al., 2008).
While live plans and window views of green spaces have been found to have positive… Continue Reading...
employee turnover.
Benefits and compensation are important in Human Capital Management in the following ways:
Job Satisfaction
It is no lie that employees like to feel appreciated, and one of the ways to make them feel appreciated is offering them a competitive benefits and compensation package. Employees who are content with their job, like their job or the nature of their job is vital in increasing the employees' productivity within the company. Job satisfaction means that an employee is happy with their current job and they have a positive emotional state in regards to their job and work. Having such a positive state could be… Continue Reading...
to seriously considering quitting the nursing field because of overwork and stress. Moreover, the researcher found that the less job satisfaction there was among nurses, the more likely absenteeism was to occur. In other words, negative workplace environments created a feedback loop in which staffing shortages occurred, which fueled the worsening of the workplace environment by creating more stress for the nurses and compelling more of them to want to quit. The researcher did not examine the correlation of education levels with commitment to the nursing profession within the context of staffing shortages but rather focused on social complaints connected to the problem.
The study by AbuAlRub et al.… Continue Reading...
the type of structure used in an organization influences its members significantly.
Organizational structures affect job satisfaction among the staff of a firm. According to a literature review performed by Thomas (2015), it became evident that nurses who worked in hospitals where decentralization was used in task execution and decision making reported high levels of job satisfaction. According to them, centralization provided nurses with their desired autonomy that resulted in their increased productivity and satisfaction with their job. When this occurs, employees are ready to explore new ways of executing their assigned responsibilities and take up new tasks (Baligh, 2006). The review also showed that… Continue Reading...
known as the hygiene theory, Herzberg's model asserts that at the workplace, there are factors that lead to job satisfaction and others that cause dissatisfaction (Miner, 2005). This assertion is based on the premise that job dissatisfaction is not the opposite of job satisfaction. Factors that result in job satisfaction are generally factors related to the nature of the work a person does, and can fulfil their need for status, self-realisation, achievement, personal worth, recognition, and growth; thereby leading to happiness and satisfaction. These factors are referred to as motivators, and their absence may not necessarily cause dissatisfaction (Miner, 2005).
Rather, dissatisfaction often comes from factors to do… Continue Reading...
a no-fault error reporting system, The no-fault error reporting system would encourage nurses to report errors immediately without fear of reprimand, allowing appropriate corrections to be made in a timely and honest fashion. Technology, organizational supports, and leadership drive patient safety outcomes.
Employee Engagement
Employee engagement is known to be a “prerequisite for high performance,” (Lowe, 2012, p. 29). Engaged employees increase overall job satisfaction rates, which means higher morale, commitment, camaraderie, reduced absenteeism, and reduced turnover rates. Therefore, to properly measure employee engagement, it is critical to operationalize the definition and construct different survey instruments and means of measuring engagement outcomes. Having individual interviews with employees is helpful, but primarily yields case-by-case qualitative data that is difficult to input into the balanced scorecard. Preferable for snapshots of performance data and for communicating to hospital administrators would be simpler, more straightforward metrics of assessing employee engagement. Exit interviews, surveys, and online questionnaires that… Continue Reading...
continuing sequences of negotiation, breach and fulfillment, and impacts consequences, for example, job satisfaction and turnover plans (Bankins, 2015). Psychological contracts are different from other kinds of contracts not just owing to the immeasurable components they may comprise, but also because the employee and the employer may have conflicting prospects and anticipations with regard to the employment relationship. Breach and violation happenings are time and again alluded to as prompts for contract change. Breach takes into consideration employees identifying obligations that have not been met by the employer and violation takes into account adverse affective reactions that may arise. It is imperative… Continue Reading...
presented a significant challenge for organizations, specifically their human resource management (HRM) function. The challenge relates to maintaining and improving employee motivation, commitment, and job satisfaction, which tend to be crucial drivers of both individual organizational productivity and performance (Smissen, Schalk & Freese, 2013).
It is imperative for organizations to acknowledge the shifting psychological contract, and create new contracts that are favorable to both the employer and the employee. With reference to literature in the area of organizational behavior and HRM, this paper explores the changing employer-employee relationship and its implications on HRM. First, a comprehensive definition of the notion of psychological contract is offered. Attention is then paid to factors responsible for the… Continue Reading...
organizational workplace culture was not the best in terms of maintaining a positive spirit where respect and job satisfaction were clear goals. Most of the time, it seemed the department head and head manager did not care whether their employees were alive or dead: we were expected to get our work done on time without errors. In terms of offering support for workers, there was not much from the leadership and workers had to try to support one another when things became overwhelming. This paper will describe the organizational behavior of this department and show how factors like theory, emotional intelligence, and the relationship between employee and… Continue Reading...
