2012 Everyone has their own way to express their satisfaction about their employee‚ however‚ job Satisfaction‚ according to Williams J.‚ is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs" (Spector‚ 1997‚ p. 2). This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. However‚ according to Stephen P. Robbins and Timothy A Judge‚ job satisfaction is defined as a positive feeling
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The field of positive psychology is a relatively new area of study and its research is in its infancy. According to Alex Linley‚ Joseph‚ Harrington‚ and Wood (2006)‚ positive psychology in a nutshell‚ is the creation of a common language‚ which translates the study of positive traits and outcomes. It is also a domain of psychological strengths with a common metaphysical heritage‚ which relates and interacts with each other (Alex Linley‚ Joseph‚ Harrington‚ & Wood‚ 2006). One way to use positive psychology
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References: Anthony‚ R.N. (1965) Planning and Control Systems: A Framework for Analysis‚ Boston‚ MA‚ Harvard Business School. Armstrong‚ M. and Baron‚ A. (1998) Performance Management: The New Realities‚ London‚ IPD Beer‚ M.‚ Spector‚ B.‚ Lawrence‚ P Fenton-O’Creevy‚ M. (ed.) (2003) Managing Performance through People‚ London‚ Sage. pp 5-18 (course reader). Handy‚ C.B. (1993) Understanding Organisations‚ 3rd edn‚ Harmondsworth‚ Penguin. Head‚ R.V. (1967) ‘Management information
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Q1 What is emotional labour? Defined by the author Bryman (2004) emotional labour is the state of affairs between employees as part of their working roles and the need to express feelings and emotions as part of their work. The types of emotions can be delivered in a desirable way or undesirable way‚ in other words positive or negative. Why is emotional labour so important? As stated in the article written by Bryman (2004) the importance of promoting emotional labour is because
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for them to strive enthusiastically and willingly toward the attainment of goals. Therefore‚ a general theme seems to evolve from these definitions‚ whereas leadership involves people whose mind-set‚ actions and beliefs are influenced by others (Spector‚ 2006). It is the ability to persuade and at
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References: Bamberger‚ P.‚ and Meshoulam‚ I. (2000) Human Resource Management Strategy. Thousand Oaks‚ CA: Sage. Brockbank‚ W. (2005). The HR Value Proposition. Boston: Harvard Business Press Brown‚ D.‚ Caldwell‚ R Beer‚ M.‚ Spector‚ B.‚ Lawrence‚ P. R.‚ Quinn Mills‚ D.‚ and Walton‚ R.E (1984). Managing Human Assets. Free Press. D’Annuzio-Green‚ N. (2002). Human Resource Management: International Perspectives in Hospitality and Tourism. London: Thomson Learning Francis‚ H Whittaker
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Organizational Change Organizational Change If you are a business leader today there is one thing that constantly runs through your mind‚ “How can we continue to succeed and grow.” In today’s society it has become harder and harder to accomplish such a task. The world is ever changing and it does so in a pace that is far more rapid than that of 20 years ago. Business leaders know that change is inevitable‚ but where the problem lies is how to manage the change in a way that will allow for continued
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The current issue and full text archive of this journal is available at www.emeraldinsight.com/1753-8351.htm IJWHM 2‚1 Work-related health attributions: their impact on work attitudes ¨ ¨ Sara Goransson‚ Katharina Naswall and Magnus Sverke 6 Department of Psychology‚ Stockholm University‚ Stockholm‚ Sweden Abstract Purpose – The purpose of this study is to introduce the concept of work-related health attributions and investigate the effects of such perceptions as well as of health status on work-related
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Market Orientation‚ Customer Value‚ and Superior Performance Stanley F. Slater and John C Narver Thinking in terms of the market (not marketing) is essential in the highiy competitive arenas of today‚ o achieve superior performance‚ a business must develop and sustain competitive advantage. But where competitive advantage was once based on structural characteristics such as market power‚ economies of scale‚ or a broad product line‚ the emphasis today has shifted to capabilities that enable
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Satisfaction of the respondents‚ a 36-item questionnaire was used in the study that covers the nine facet scales used to assess the employee attitudes about the job and aspects of the job. The Job Satisfaction Survey (JSS) was developed by Paul E. Spector. It was concluded that employees in CEU Makati are more ambivalent than satisfied in their job position and more often they do not feel any dissatisfaction. Keywords: Job Satisfaction‚ Personality Traits INTRODUCTION Personality trait
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