Belly Can Do Something Or Nothing Motiv

Belly can do something or nothing?
Abstract: According to Billy’s Building Supplies Inc. case study , I disagree the topic“There was nothing Billy could have done to improve the workplace attitudes and supervise associated workplace behaviors (performance indicators) of the people he supervises .” My essay introduces the focus on three job attitudes (job satisfaction, job involvement and employee engagement) and the outcomes of job satisfaction (or dissatisfaction) in the workplace to support and explain my view.Nowadays,in many aspects of society,people pay more and more attention to improve the workplace attitudes and associated workplace behaviors.I analyse my view from how specific job attitudes relate to specific workplace behaviors, which workplace behaviors and attitudes are evident in this case.I make the theory links between job attitudes and workplace behaviors.
Key words: disagree, job attitudes, workplace attitudes, associated workplace behaviors, supervise
Introduction: According to the case,I analyse my view from three job attitudes (job satisfaction, job involvement and employee engagement) and the outcomes of job satisfaction (or dissatisfaction) . The outcomes of job satisfaction relate to workplace behaviors or performance indicators and include the following: job satisfaction, absenteeism, turnover and workplace deviance. Combine all these concept with Ted’s and Billy’s performances and behaviors to analyse. In order to argue and support my view powerfully. Job satisfaction is a positive feeling about one’s job resulting from an evaluation of its characteristics.Related to job satisfaction is job involvement.It measures the degree to which people identify psychologically with their job and consider their perceived performance level important to self-worth.Employees with a high level of job involvement identify things strongly.and really care about the kind of work they do. Both of them are closely related and important. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction(Volume 5, Number 2, Muhammad Jamal and Shanaaz Preena).Both of them are a part of job attitude.Another attitude is employee engagement,It’s an individual’s involvement with,satisfaction with,and enthusiasm for the week he or she does.Highly engaged employees have a passion for their work and feel a deep connection to their company,disengaged employees have essentially “checked out”---putting time but not energy or attention into their work.
Now let us discuss the outcomes of job satisfaction. In this study, we surveyed 272 post-holders from four different occupations, namely, public servants in charge of HR administration, software engineers, web editors, and newspaper advertisement salesperson. We found that the three job attitude variables of job satisfaction, affective commitment and job involvement all have significant effects upon job skill importance ratings and skill level ratings after controlling for occupational and demographic variables. Further comparison revealed that job satisfaction has a greater influence upon the above two ratings than affective commitment and job involvement. Also, we studied several occupations comprehensively in the present article, which is beneficial to a deeper understanding of factors influencing job analysis ratings and is thus of great importance to future job analysis research and practice.( Volume 2, Number 1, 137-154, Wendong Li, Kan Shi, Dan He, Jinying Zhuang, Jianchun Liang and Jianping Xu).A person who has a high job satisfaction holds positive feelings about his or her job,while a dissatisfied person holds negative feelings. If the job satisfaction is too low,there will occour dissatisified employees,the impact may occour are exit,loyalty,voice and neglect.The exit response involves directing behavior toward leaving the organization,including looking for a new position as well as resigning..The voice response involves actively and constructively attempting to improve conditions.Loyalty response involves passively but optimistically waiting for conditions to improve.The neglect response involves passively allowing conditions to worsen.Exit and neglect behaviors encompass our performance variables-productivity,absenteeism,and turnover.But this expands employee response to include voice and loyalty-constructive behaviors that allow individuals to tolerate unpleasant or to rerevive satisfactory working conditions.The effect of job search on the probability of changing jobs varies with job satisfaction and is strongest at low levels of job satisfaction. The effects of job dissatisfaction on job search and of job search on quits are stronger for workers with lower tenure, better educated workers, workers in the private sector and when the economy and labor market are in a good condition.( Volume 10, Number 3, Thomas Cornelißen).
In the case,Belly can through job attitudes and the outcomes of job satisfaction to improve the workplace attitudes.Belly can increase employees’ status,especially for Ted.Let he feel he is important in the company,at the same time,he can increase the wage who works hard or make great contribution to company. the president of the company's industry once put a "golden rule" “Love your client, love your employees, there would be more love for you.”Belly can create a fair competition of the enterprise environment. Fair is every honest employee all hope to have one of the characteristics of the company. Fair workers may be surely work, employees believe how much work he do,will have how much fair in return for him. Fair company make employee satisfaction, the empolyee can monkish sorts to concentrate on his own work. In addition,Belly should create pursue progress company atmosphere: Pay attention to training, pay attention to the empolyee's career development, especially attach importance to empolyee’s personal literacy training.Belly should also ask his empolyee, simply asking employees for their opinions shows that you care and help get to the root of the problem.Communicate with his employees so that he can fully understand his employees. He should also be interested in their employees’ attitudes because attitudes give warnings of potential problems and because they influence behavior.Part of the reasons for Ted’s problem came from Belly’s ignore
How can Belly do to supervise associate workplace behaviors?.Belly should formulate and issue the rules and regulations and strictly to carry out.Creat“ Blame system” ,which means to choose some main owners about some particular projects,separate the responsibilities.Second,he can create employees' mutual supervision mechanism , which make employees to promote each other and mutual constraint .Third,he can hold a lecture which about moral education, educate employees’ heart, improve their literacy and self-control ability.In this case,Belly gave Ted too much rights in the company and didn’t attach importance to it which cause the information in the company be stolen by Ted.Last but the most important,he should reduce employees’s stress and provide them opportunities to exercise.A matched sample of 98 employed individuals and their direct supervisors was used to test our hypotheses. Results suggest that increased levels of supervisor-reported stress are related to the increased experience of employee-rated abusive supervision. We also find that the relationship between supervisor stress and abusive behavior can be diminished when supervisors engage in moderate levels of physical exercise. this is the first study to examine how exercise can buffer the relationship between supervisor stress and employee perceptions of abusive supervision.( Journal of Business and Psychology, James P. Burton, Jenny M. Hoobler and Melinda L. Scheuer)
Now,I will analyse something about interactive conflict resolution.In this case,Ted didn’t get on well with colleagues,this can do harm to the company. Keep an open mind when dealing with conflict. Corporate effectiveness consultant Mim Abbey reminds office-goers to think of a conflict as a situation where more information is needed and something can be learned. You may think you have the perfect solution to a workplace problem, but remember: Your solution may only work for you. Work together to find a solution that works for everyone. The relationship between Ted and the other sales assistants was bad.Sometimes,.Belly can do nothing about it.It’s out of Belly’s control.But the sourse is Belly reject Ted’s requirement directly.I think it’s better that Belly told Ted’s his idea in another way.Belly can give Ted a goal,once he reach the goal,he can consider share some part-ownership with Ted,or give Ted a higher position..Deeper communicate with Ted,undstand his ideas and know why he want to do this,know his motives.Then to find a solution. According to Belly’s situation and the analyse above ,how can Belly do to reduce absenteeism, turnover, workplace deviance? Dissatisfied people change jobs at an alarming rate. U.S. Bureau of Labor statistics report that "job hoppers make up 39% of the work force." Many new employees do not become fully productive until they've been oriented, properly trained and gain experience in the company - a process that usually takes several months. The time, effort and money invested in a new employee are lost when they walk out the door and leave their job.Costs related to employee turnover can reach 150% of annual compensation for employees and 200% to 250% of annual compensation for managerial and sales positions. A mid-sized company of 1,000 employees with an annual turnover of 10% stands to experience $7.5 million in related costs!（http://EzineArticles.com/1242994）.As we see,Ted’s leave cause a great loss to Belly’s company.First,Belly can consider three job attitudes: Job satisfaction, Job involvement, Employee engagement.Because these are all out of Belly’s control,so he can do something to help improve these.Such as recognize employees for a job well done. Verbal recognition can go a long way to improving workplace attitude. When someone does a good job, make sure he knows it. It's a sign of appreciation, schedule time to establish goals for individuals. Goals not only provide an objective or purpose to the job itself but also supply a forward momentum for empolyees. Purpose and momentum can help boost morale and attitude. Make sure to allow empolyees to give some input into these goals. Belly should consider annual corporate awards linked to their leadership principles, culture and business objectives. Company may vary objectives periodically to reflect current business objectives at the corporate and division levels or at various locations, and these should be linked to spot awards. Clearly defined and communicated criteria for employee selection for awards at the team, business unit and at the corporate levels. Any criteria selected should do this. Independent internal panels should be appointed for corporate awards. To enable teams force and to encourage team performance, corporate awards program, should consider giving small awards to individual team members of recipients of corporate awards. Fair distribution of corporate awards among all business units based on a criteria, it could be the business' overall input to corporate results. Have a second sober look at any program developed, may start with a pilot project in a small division before implementation organization wide.
The most important thing Belly can do to raise employee satisfaction is focus on the intrinsic parts of the job,such as making the work challenging and interesting.Creating satisfied workforce is hardly a guarantee of successful organizational performance,but evidence strongly suggests that whatever managers can do to improve employee attitudes will likely result in heightened organizational effectiveness.Although paying employees poorly will likely not attracting high-quality empolyees to the company,or keep high performancers,it’s also necessary.
Conclusion:I totally disagree with the above statement.I think Belly can do his best to improve the workplace attitudes and associated workplace behaviors (performance indicators) of the people he supervises. Though Belly cannot control absenteeism, turnover, workplace deviance and three job attitudes(job satisfaction,job inovement, employee engagement) directly,ghe can do something to improve them. Absenteeism ,turnover, workplace deviance involvement and employee engagement are closely related to the three attitudes.So Belly can improve these three attitudes to improve all of these.Attitudes give warnings of potential problem and because they influence behavior.When he take measures,which improve the job satisfaction,job inovement, employee engagement.Automatically, absenteeism, turnover, workplace deviance will decrease.Moreover,the more percentage these three attitudes increase,the less percentage absenteeism, turnover, workplace deviance.could be.Eventually,Belly improve the workplace attitudes and associated workplace behaviors (performance indicators) of the people he supervises .
Conference::《 Frontiers of Business Research in China》 Volume 2, Number 1, 137-154，Wendong Li, Kan Shi, Dan He, Jinying Zhuang, Jianchun Liang and Jianping Xu
《Journal of Happiness Studies》 Volume 10, Number 3, Thomas Cornelißen
《International Journal of Stress Management》 Volume 5, Number 2, Muhammad Jamal and Shanaaz Preena
《Journal of Business and Psychology》 James P. Burton, Jenny M. Hoobler and Melinda L. Scheuer http://EzineArticles.com/1242994 http://EzineArticles.com/5023238