Interdisciplinary research report on factors affecting motivation, job satisfaction and productivity in the USA - examines management attitudes and practices, labour relations aspects, employees attitudes, management by objectives, workers participation and job enrichment, wage incentives issues, employment policy implications, etc. Bibliography pp. 369 to 413, glossary and statistical tables.
1.1 PREFACE : An organization, whether a business or an Industrial enterprise needs money, material, machinery and men for its survival and growth. The success or failure of an organization depends upon the effective combination of these factors. However, the management of ‘men’ means the employees of the organization. Their contribution towards organizational goal is well known to all, since pre-historic time to the most recent time. Whenever we talk about effectiveness and efficiency of an organization, we have to take a serious cognizance of employees as a major determining factor. Organizational effectiveness is critically dependant on how it attracts, recruits motivates and retains its work force. Today’s organizations need to be more flexible so that they are equipped to develop their workforce and enjoy their commitment. If we want an employee’s maximum contribution to work, he/she should be provided such a work environment where he/she will have a strong desire to work. The satisfied, happy and hard working employee is the biggest asset of any organization. The work force of any organization is responsible to a large extent for its productivity and profitability. The work environment has important bearing on the efficiency and satisfaction of the employees. A safe work environment provides the basis for a person to enjoy working. The work should not pose a health hazard for the person. Work performance is constantly affected by physical and psychological conditions of work. It is now increasingly realized that many work behavioural problems associated with performance, moral, absenteeism etc. can be solved with increasing awareness of improving the total work environment.
In this era of frequent corporate restructuring and rapid technological change, successful companies must have employees who are open to innovation and to changing roles, and are able to work together productively. Research shows that employees most likely to be adaptable, cooperative, and productive are those who are satisfied with their jobs. Therefore, it is essential that leaders of American business understand how to enhance job satisfaction within their organizations. In Job Satisfaction, top academic researchers in the field share state-of-the-art information on creating job satisfaction, its resulting benefits, and the risks of having too many employees who are dissatisfied with their jobs. As they show, job satisfaction is also an extremely useful predictor for management. An employee's level of job satisfaction is the single most important piece of data a manager or organizational psychologist can have to predict an employee's rate of absenteeism, decision to resign or retire, desire for union representation, or level of psychological withdrawal. Before they can enhance job satisfaction, managers must understand its components. Research demonstrates that an employee's level of satisfaction is based not only on events in the present and past, but also on his perceptions of the future. Foreseeing future opportunities for advancement, for increased pay, for participation in decision-making, or for networking lead to a high level of job satisfaction. In fact, the authors reveal, perceiving future opportunity can actually be more motivating than actually receiving a raise, getting promoted, or being given additional responsibilities. Job Satisfaction dispels the notion that jobstress necessarily leads to dissatisfaction, and shows how an organization should focus on increasing satisfaction rather than just reducing stress. It is especially important for managers to stimulate job satisfaction by improving their employees' sense of achievement through making tasks and their objectives clear, as well as giving feedback. Academics and managers alike will find Job Satisfaction a source of new and useful information for understanding and enhancing satisfaction on the job.
How is practical change work carried out in modern organizations? And what kind of challenges, tasks and other difficulties are normally encountered as a part of it? In a turbulent and changing world, organizational culture is often seen as central for sustained competitiveness. Organizations are faced with increased demands for change but these are often so challenging that they meet heavy resistance and fizzle out. Changing Organizational Culture encourages the development of a reflexive approach to organizational change, providing insights as to why it may be difficult to maintain momentum in change processes. Based around an illuminating case study of a cultural change programme, the book provides 15 lessons on the entire change journey; from analysis and design, to implementation and how organizational members should approach change projects. This enhanced edition considers the most recent studies on organizational change practice, with new examples from businesses and the public sector, and includes one empirical study which uses the authors’ own framework, enriching their practical recommendations. It also draws on the latest theoretical developments, including ideas of power and storytelling. Accompanying the text is an online pedagogic and research ideas guide available for course instructors and lecturers at Routledge.com. Changing Organizational Culture will be vital reading for students, researchers and practitioners working in organizational studies, change management and HRM.
Most of us are still waiting for our boss, our organization, our coworkers or our customers to change because we think that when they get it right, then we will be happy. The fact of the matter is that you are the CPO - Chief Paradise Officer - of your job. It's up to you to create the good life at work.The good news is that you can! The simple, five-step SHIFT technique is your Passport to Professional Paradise. More than just a clever memory tool, SHIFT will help you permanently change unproductive thoughts patterns, actions and habits so that you can experience less stress, more energy and remarkable results every day."As a CEO, I've learned that t=only engaged employees can take your company to new heights. Every employee would be well served to utilize the techniques that Vicki Hess espouses in SHIFT to Professional Paradise. It's entertaining and easy to read and, more importantly, east to up into practice. I recommend it highly!" Donald H. Totter, President, The Make It Rain Group, Inc."This book could not have come at a better time! My sales staff was entering into a new year filled with uncertainty, a tumbling economy, nothing but negativity on the nightly news...and me looking for creative ways to inspire sales when it appeared as if there were none to be had. Your book helped give my team new ways to tackle old problems and reminders to step back and think about what they really can control...I would recommend your book to anyone looking for a new way to present personal control over attitude and the positive impact on overall well-being." Patty North, CPC, Regional ManagerCelebrity Staff
The content provides the kind of information, encouragement, and support that are essential to job satisfaction. Our attitude is the foundation for everything we do in our daily life. Attitudes play a key role in job satisfaction. This book aims to explore and understand the term job satisfaction. How content is the employee or employer with his job and the sense of accomplishment he gets from doing it? Job satisfaction is also influenced by job expectations. An employee or employer always looks for security, good relationships, pay, prestige, and independence in a job. Does your leader value you? Do you value your coworkers? How do you manage employees' impressions during organizational changes and crisis at workplace? What kind of workplace do you dream to be part of? Do you know that motivated employees are more productive than unmotivated employees? Respect and motivate your employees, and you will see the change you want to see in your workplace. Value your people! Love and care for your people!
Distilling the vast literature on this frequently studied variable in organizational behaviour research, Paul E Spector provides the student and professional with a pithy overview of the application, assessment, causes and consequences of job satisfaction. In addition to discussing the nature of and techniques for assessing job satisfaction, the author summarizes the findings concerning how people feel towards work, including: cultural and gender differences in job satisfaction and personal and organizational causes; and potential consequences of job satisfaction and dissatisfaction. Students and researchers will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix.
Work provides daily meaning as well as daily bread, according to Studs Terkel. Yet work is not always a place where one feels satisfied. In order to attract and retain qualified employees in the up-coming tight labor market, companies will have to recognize that people are their most important asset. Using original research, this book describes what employees want and need from their working environment to maximize their satisfaction and their performance. It assists the reader to deal with employees as unique individuals whose personal needs for self-actualization can be integrated with organizational performance needs. The book begins with a summary of the conventional wisdom on job satisfaction and performance and a description of what constitutes good work. Bruce and Blackburn introduce their readers to the workplace complexities created by cultural diversity, mature workers, and women employees. They explain the effect of culture on behavior and why the traditional means to foster job satisfaction and performance are necessary but insufficient for managing diversity. They give advice on how to meet the challenges presented by changing environmental and technological trends. They teach how to manage when family demands on both men and women spill over onto the organization, and they describe the emerging conviction that, for many, those in a work setting are family for one another. They provide specific instructions for conducting and utilizing training programs. In the belief that people accept what they help to create, they explain the utility of participation at different organizational levels and some different approaches to participative planning and decision making, including Total Quality Management. They report on interviews with employees from a cross-section of jobs in different organizations to assist the reader to understand how employees perceive the reality of work; and they provide appendices containing training outlines, guidelines for preventing and addressing sexual harassment complaints, and forms to utilize in organizing a participative planning process. Breir book is an important resource for managers, executives, consultants, and students who seek to understand how the changing nature of the workforce is affecting job satisfaction and performance; and who want to act on behalf of their organization and their employees. It is useful for managers in the private sector, as well as those who work for government and not-for-profit organizations.
