and culture. JOB SATISFACTION Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion)‚ beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into
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paper will cover basic employee motivations and offer suggestions for motivating employees. What motivates employees and what part dies motivation play in today ’s workforce? Some people believe they are obligated to do their best at their job simply because that is what is expected of them. On the other hand‚ there are those who merely do enough to get by and receive a paycheck. No matter what type of employee‚ organizations need to understand the concept of motivation‚ which comes in a variety of forms
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current problems 5.1 Problems in communications 5.2 Employees initiative and commitment 5.3 Employee job dissatisfaction 5.4 Inter-department conflicts 5.5 Employees’ behavior 6. Conclusion 7. Recommendation 7.1 Staff seminars 7.2 Team building activities 7.3 Regular group / individual staff discussions 7.4 Employee surveys 7.5 Clarifications of roles and responsibilities 8. Appendix Appendix I - Organization Chart Appendix II - Questionnaire 1. Executive
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Intergenerational Diversity in the Workplace: Managing to Obtain the Maximum Potential of Employees Carol L. Lott November 25‚ 2010 PSY630 Fall 2010 © INTRODUCTION Diversity is defined as the state of being diverse‚ different and possessing unlikeness. Intergenerational is defined as of‚ pertaining to‚ or for individuals in different generations or age groups. Therefore Intergenerational Diversity would be the state of being diverse‚ different or possessing unlikeness as it
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Question : “Human Resource (employees) is the most important asset of an organization.” Introduction Traditionally‚ human resource focused mainly on administrative functions and process personnel management. However‚ due to technology advancement‚ administrative tasks have reduced. The role of human resource has shifted and seems to be taking up more responsibility in company strategic planning and development. This theory has been supported in the work of Noe et al (2010‚ p.719) Durai (2010
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activities of enterprise (Schein). Training for the Rank and File employees primarily is intended to prove skills in order to be productive and efficient. Training likewise aims to provide the employees the knowledge required in performing the job such information regarding the organization its goal and program its relationship to other units in the company and the relationship between employees work to that of other employees provide the feeling of the confidence‚ camaradene ‚ease‚ and motivation
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Incident 2 Healthy Employees are Happy Employees 1. Describe Teow’s personality and leadership style. How does it foster or hinder his effort to transform CCN into a healthy and productive organization? - Teow’s personality is Extroverted‚ conscientious‚ empathy and observant. Extroversion has found on Teow’s personality which is the most important trait of effective leader according to the Big Five Personality Framework. His vision on productive organization is from employees. He relate present
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Motivating Employees Motivating Employees If you want a successful company‚ you need to understand the important role that your employees play in any activity. Many times‚ as an employer‚ we forget the importance of understanding employees’ needs and want to be able to keep an atmosphere with motivated employees. When I think about motivation‚ I think about the reason that initiates‚ guides‚ and maintains people to keep reaching for their goals. Without motivation
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“Human Resource (employees) is the most important asset of an organization. Throughout the years‚ the importance of employee have increasingly emphasized in organizations. With today’s workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees‚ Human Resource managers are evolving from the old school side-line player to the front-line fighters. Organizations are relying on managers to get the people who get the job done‚ and of course
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some of the theories regarding motivation‚ the factors that play a role in motivating employees‚ the need of motivation‚ why motivation is important to organisations‚ and‚ why employees are or are not motivated in the workplace. McShane‚ Olekalns and Travaglione‚ refer to motivation as “the forces within a person that affect the direction‚ intensity and persistence of voluntary behaviour. Motivated employees are willing to exert a particular level of effort (intensity)‚ for a certain amount of
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