Productivity of the worker and job satisfaction of the employee - Free Essay Example

Sample details Pages: 7 Words: 2053 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? Job satisfaction is a sense of satisfaction an individual has on the work itself, which inevitably develops as a driving force to work. It is not concerned with self contentment or happiness but only with the pleasure or enjoyment of the job itself. This term refers to the affinity between the employee and the employer who pays him. It does not require motivation as it is a motivation itself. Research workers describe and illustrate important factors which play an important role in job satisfaction and job dissatisfaction. Hoppock (1935) defined job satisfaction as any combination of psychological, Physiological and environmental circumstances that causes a person truthfully to say: I Am satisfied with my job. Smith Kendall and Hulin state that there are basically five main factors which indicate the most vital features of an employment about which individuals have affective reaction to. They include the task or job itself, the employee witnesses interest ing challenges/opportunities for is enrichment and to accept responsibility. The second factor is pay, the amount of money the individual receives and the extent to which it is accepted as equitable, when compared to others in the same organization. Then comes in promotion opportunities, the individuals looks as this as a possibility for progression in the hierarchy pyramid. The fourth factor is Supervision, satisfaction reflects on how the employee feels about his employer including the fact if the boss is nice, competent, good communicator, cooperative and technically capable e.t.c. . Co-workers are a factor here too, the extent to which fellow employees are socially supportive. On the other hand, a complete approach requires that many extra factors be included before a complete understanding of job satisfaction can be obtained. Such factors are health, recreational, desire, temperament, social status, family relations, levels of aspiration inevitably lead to job satisfaction. There are two different views points about the relation between productivity of the worker and job satisfaction of the employee. The first one describes that a happy employee is also a productive worker and the other point of view is that a happy employee is not automatically a productive worker. Basically the first point of view promotes a direct cause and effect relationship sandwiched between job satisfaction and efficiency, when an employees job satisfaction increases, so does his productivity and when his satisfaction drops down so does his productivity level. The basic idea behind this is that the happier an individual is the more effort he will put in for job performance. But this may not be true for all cases .e.g.: If an employee has low expectations from his job, he might be satisfied but hey may not put in a hundred percent in his efforts just because he has low expectations from his job. Thus this observation does not satisfy the relationship between productivity and job satisfaction. Now we move on to the second point of which, that a pleased employee is not predictably an efficient worker explains the relation between productivity and job satisfaction, there have been studies regarding this which also support this point of view. The case we which i have presented can be explained in terms of the function of two elements which are effects of job performance on satisfaction of the worker and organisational expectations from employees for job performance. Keeping in mind that job performance ultimately leads to job satisfaction and by any means not vice-versa. For an employee there are rewards which he looks forward to , they can be regarded as intrinsic and extrinsic rewards. The intrinsic rewards are harvested from doing the task/job itself, the rewards have different forms, be it growth potential, challenging job, interesting task e.t.c. This type of satisfaction the employee receives may even help to increase productivity. The extrinsic factors are the rewards which the employee knew about or in other words what an individual knows that is coming his/her way, these include , salary ,bonuses, promotions, it can be something intangible too such as praise and public recognition . A happy worker may not and does not essentially put in to higher efficiency because he might be working under certain technological limitations, thus cannot go beyond a certain output of production .Furthermore ,these limits affects the supervisors/organisations expectations from the employee, in the shape of accepting the fact that this effort which the employee put in is viable and accepted among the organisation. Therefore, the working scenario is stuck to minimally agree to the level of efficiency and production. A satisfied employee might not lead to increased output but on the other hand a worker who is not satisfied defiantly leads to lower efficiency. Victor Vroom had a theory of his own, known as the expectancy theory. His theory stresses on the understanding of how and what the employee will predict what a specific action or change will do. He termed this as valence. Valence means the emotional orientations people hold within themselves in respect to outcomes (outcomes as in end rewards).This relies on extrinsic and intrinsic factors. Extrinsic donates to money , promotion , benefits and holidays/time off work while intrinsic means to accept/undertake a job or assignment and enjoying it while doing it( being totally satisfied and happy with what a worker is doing , while doing it) , while not really caring about the external benefits that might result. Vroom also talked about expectancy , he stated that the employees have different levels of expectations and self confidence at what task they are performing and capable of doing, its the employees inner belief in him/herself. Most importantly he talked about instrumentality, its the perception of the employees expecting their desires, will they get them or not , even if they have been promised by the organization. The key here is to ensure that the employees know that with harder ,better ,faster work there is definitely going to be a reward , and the rewards depends on the quality of the work ,meeting up with deadlines e.t.c.. In a nutshell Vroom believed that Motivation=Valance Expectancy. This formula can be helpful to predict job satisfaction, ability to grasp upcoming opportunities, continuing the job and the effort one might put in. Vroom always wanted to build such a motivational force that the employees would be happy and satisfied and avoid unnecessary distress. Hertzberg set an example in his two factor theory, where research was done in a factory .He developed two categories, Hygiene factors which included salary, fringe benefits, security and supervision. These were the elements to prevent dissatisfaction, though dissatisfaction results from their absence. The other category was motivators which included recognition, responsibility, challenging work, advancement e.t.c. If we look at it at a grass root level we can surely distinguish that the hygiene factors are the most crucial but when the both factors are combined, this will do wonders for the business and is the best way to satisfy the employees. McGregor made a set of negative assumptions of the human nature which he named as Theory X , he depicted that these were the reasons why there is a limit on the potential growth of many employees. McGregor then presented an alternate set of assumptions which he called the Theory Y , which indicated the positive assumptions about the human nature as it related to the employees. In a nutshell Theory Y was widely read, implicated and adopted as management who adopted Theory Y would witness different, more humanistic and inevitably more effective management styles. Theory X depicts that all employees are inherently lazy and will try to avoid as much as work as they can , thus , they need to be closely monitored and s upervised in order to get the job done .According to theory X , the employees will show minimum ambition without an enticing incentive program .Now according to Theory X , all employees are just there for the money and nothing else and they ultimately dont care what happens to the organization , its not their headache ,and the organization has to approach employees with a authoritarian style based on threat of punishment ,which could include pay cuts, demotion , public harassment or in some cases even getting fired. Theory Y explains how organizations understand and believe that the employees are ambitious, self motivated and anxious (like all humans are in fact!) to accept a bigger challenge and/or a greater responsibility . He stated that employees wanted empowerment , exercise self-control and be in control of the situation rather than a puppet on a stick .He believed that employees enjoyed their mental and physical work duties and when given the chance employees do have the desi re to be creative , have forward thinking and the ability to think out of the box. Given the right conditions employees will actually want to do well at work and that the satisfaction of doing a good job is a strong motivation. In 1970s-1980s many US industries lost their marker share to international competitors ,particularly Japanese companies, these concerns led to examine the Japanese management practices for any kind of clues and details on how they managed their success , it was in this atmosphere that the Theory Z was introduced .William Ouchi identified the Theory Z as a management approach. He claimed that the Theory Z management style management could result to better employee job satisfaction, higher quality of products , lower rate of absenteeism and higher overall turnover and financial performance. Theory Z is kind of like a hybrid approach to management it combines the U.S culture with the Japanese management philosophies. It also breaks away from the Theory Y, as The ory Y is focused on the employee-employer relations while Theory Z changes the key analysis to the whole organisation. According to Ouchi theory Z focused on cultural values which included beliefs, objectives and homogeneity of values e.t.c. at the same time theory Z also holds bureaucratic hierarchies, such as work specialization, performance evaluation and formal authority relations. Theory Z focused on long term employment, which results in the management making life-long commitments to their workers and expect loyalty from their employees in return, but obviously the management sets certain conditions to promote and encourage this. This results in stability in the organisation and job security amongst the workers. The organisation which opted for Theory Z emphasize on collaboration , consensus in decision making and most importantly communication ,which also promotes individual decision making of an employee. Management will also adapt to slow promotion and evaluation, rather th an rapid promotion of high achievers due to the fact some excellent employees might be slow learners or maybe the high achiever is a job-hopper, so they take their time with evaluating /promoting individuals. Even though there has been some heavy criticism about Theory Z ,some studies show that organizations running with theory Z mind set have better employee satisfaction , commitment ,motivation and also in terms of financial performance ,but at the same time others claim theory Z does not outperform other organisations. To wrap it up human relations is an important tool for a company which can make or break their employees depending on how the employees are dealt with. One set of rules for the management does not imply for every type of organization who wants committed and satisfied employees. One of the main factor here is at times money is and sometimes money is not the main element which completely satisfy the employees .Would a blue-collar employee and a white collar employ ee have the same set of elements in their i-need-this-and-that box ? One would desire two days off on the week end while the other might desire a new uniform or a better pay or even want to have more opportunities to work overtime in order to make more money .Its funny how ones satisfaction lies in having to work less and one extra holiday which he can spend with his family and friends while the others satisfaction lies in working more and earning more .Different jobs, different perspective ,different roles in the organizations ,different wants and needs .Its only to the organization to decide which department/group/sector of employees need what kind of need/facilities in order to be satisfied with their jobs .These are just a few examples , the real success is in having you employees satisfied ,motivated and productive. Don’t waste time! Our writers will create an original "Productivity of the worker and job satisfaction of the employee" essay for you Create order

Army Training And Education Within The Ranks - 1130 Words

Army Training and Education within the Ranks Sergeant Eric A. Walker Engineer Advanced Leaders Course Class 002-15 Instructor: Staff Sergeant Payne 01 May 2015 Abstract In this report I will be going over the importance of training and education within the military, and how they both play very important roles to not only leaders, but the service members within our ranks. The military is constantly training and, we train as we fight. However, before soldiers train, they must be well educated in all areas in which they will be training. Proper education is the key to proper training. I will also discuss the importance of becoming better educated while serving in the military, as it will make transitioning back into the†¦show more content†¦The importance of furthering education doesn’t stop there. Leaders should be enrolling in college, and counseling their subordinates to enroll in college as well. In order to become competitive within the Army’s ranks, education plays a huge role. As Major Tim Martin stated â€Å"A formal education is an important contributor to the development of leadership qualities and attributes tha t are crucial in the growth of a military professional (Martin, 2001).† Some believe training is as important as education. Army Doctrine Training Publication ADP 7-0 Page 2 paragraph 7 states, â€Å"Units train in garrison and while deployed to prepare for their mission and adapt their capabilities to any changes in an operational environment. (Headquaters, Department of the Army, 2012)† This simply means training is never complete. As a leader in the Army, NCO’s must seek new areas in which to train their troops. Proper education in these areas allows for them to receive proper training in whatever subject they are focusing on. For instance, when the Global War on Terrorism started in 2001 the Army began training soldiers for urban combat. 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Adoption case study free essay sample

Anonymous March 23, 2013 Adoption â€Å"Adoption isnt a birthmothers rejection but an unconditional love that inspires her to put herself last and do all she can for her baby. † This is quoted by Mary Hines, she is the mother of a child whom she adopted. Today I am going to tell you about adoption: types of adoption, pros/cons to adopt, cost of it, requirements for adoption, and who can adopt. First I am going to tell you about Domestic Adoption and the pros/cons of it. Domestic Adoption is when the birth mother, child and adoptive parents all live in the same country it is a domestic adoption and there may be some openness, depending on the birth parents. The pros/cons of Domestic Adoption are: Pros: 1. It is more affordable due to reduced costs on travel and additional paperwork, even nonexistent if done through foster care. 2. There is a chance of getting a newborn; you may be matched up with a birth mom who has not yet given birth. 3. You will receive more detailed and accurate information about the biological parents medical information. 4. Most of the leg work is done by the adoption agency representatives and/or case workers, you will not be required to spend as much time on the adoption process. Cons: 1. Requirements for domestic adoptions are quite strict and qualifications for adopting families are also high. 2. The biological mother may change her mind or unexpectedly refuse to give her child up for adoption. I believe there is a restriction on when she can do this, but that is not enough of a safeguard for most hopeful parents. 3. There are fewer children available for domestic adoption, especially if the adoptive parents prefer a child rom a minority group. International Adoption is when the adoptive parents live in a different country than the birth parents it is referred to as an international adoption and there is little or no contact between the parents. The pros/cons of International adoption are: Pros: 1. There are plenty of children available for adoption in many countries, both healthy and special needs. 2. The requirements and qualifications for international adoption are less strict than other types of adoption; your chances of adopting are greater. 3. You have a better chance at being eligible to adopt and once your home study is approved you can rest assured that you will have the child of your dreams. 4. You dont have to worry about whether the biological mother will change her mind. These children are most often orphaned. All you have to do is accept your referral of a child and before long they will be in your arms. (On average this process takes between 12-18 months). Cons: 1. Be prepared for lots of red tape, delays as well as an increased potential for fraud. Some countries may not be politically stable, eg. ou dont need the government changing hands in the middle of your adoption process. 2. Be prepared to travel to the country of your adoptive child. You may even be required to make more than one trip or stay for a few weeks at a time. You will need to learn the childs culture and customs, maybe even their language. 3. You will not get a newborn because you will not be made aware of a child for adoption until after they a re born. So by the time all the administrative hurdles are cleared and they are finally united with you and your family, they will likely be at least four to six months, maybe even a little older. . Because the majority of these children have lived their first months or years in orphanages where the living conditions are less than decent, they may experience some developmental setbacks. The next thing I am going to talk about is the cost of adoption. The cost of adoption is often one of the first negatives people see when researching the option. Domestic infant adoption can range from $20,000 to $50,000 dollars, with international adoption usually costing between $40,000 and $60,000 dollars. On a positive note, there are ways to lower this cost such as by adopting older children, adopting special needs children, and adopting through the foster care system. Additionally, for some people, the high cost of infant adoption is still less than what multiple fertility treatments may cost. The next topic is the requirements for adoption. There are a number of requirements you must meet to be able to adopt. For some people, this will exclude them from the process. For international adoptions, each country has requirements for the prospective parents age, marital status, number of children in home and income. Domestic adoption also has strict requirements. With both types of adoption, you must pass a strict background and fingerprint check, as well as a home studywhich includes an interview with a social workerand a home check. For some, this will make it impossible to adopt, while others may choose not to because of the invasive nature of having such extensive background checks done. My final topic is who can adopt. Prospective parents are usually in the 25 to 50 year old range, but age requirements can be even more flexible depending on the age of the child. You can be experienced parents with children in your home, or you can be first-time parents or even have grown children. Agencies will consider single men and women, those who are married and many will also accept those in committed, yet-unmarried relationships. Today I told you about adoption: the types of adoption, pros/cons of adoption, cost, requirements for adopting, and who can adopt. I myself have learned a lot more about adoption then I did before. I hope you learn as much as I did. â€Å"Adoption isnt a birthmothers rejection but an unconditional love that inspires her to put herself last and do all she can for her baby. †

Trends in juvenile delinquency Essay Example For Students

Trends in juvenile delinquency Essay During my presentation last week, I focused on the violent crimes that juveniles commit and how the percentages of offenses have changed over the last fifteen to twenty years. Some of my focus for this presentation dealt with violence within schools- the alarming rates of student on student violence, as well as student on faculty/staff violence. I also provided many arrest statistics for juveniles who committed violent crimes. Statistics that compared juvenile trends to adult trends and statistics comparing black and white children were also an aspect of the presentation. The final part of the project looked at what some states have done to combat juvenile violence and also how they are treating youths that are arrested for such offenses. We will write a custom essay on Trends in juvenile delinquency specifically for you for only $16.38 $13.9/page Order now The most important thing to understand is what crimes fall under the category of violent offenses. The are four components are 1) murders and nonnegligent manslaughter, 2) forcible rape, 3) aggravated assault, and 4) robbery. While I was doing the research for this, I found it difficult to find statistics for rape, assault, and robbery for juveniles. So much of my focus was on the homicide rates for youths. But during the last week I found some new numbers that reflect the trends of the other three. Robbery Rates- Declined 27% between 1981 and 1988 Increased 70% between 1988 and 1994 Fell substantially (33%) from 1995 to 1997 Rape Rates- The arrest rate has remained steady from 1981 and 1997. The high rate was 23 arrests/100,000 juveniles The low was 16 per 100,000 juveniles Aggravated Assault Rates- Declined 16% from 1994 to 1997 This level equals what it was in 1991(250 arrests/100,000 juveniles) Now, I will proceed onto the first topic of my presentation, violence within the walls of school. In 1996, students age 12-18 were victims of 255,000 incidents of nonfatal violent crimes. That same year, 10% of all public schools in the United States reported experiencing at least one serious violent crime. Most of these, undoubtedly, were aggravated assaults. There were also 4,000 rapes or other types of sexual battery and 11,000 physical attacks or fights which involved the use of weapons reported in the 1996-1997 school year. The five-year period from 1992-1996 saw teachers or faculty members be the victims of 1,581,000 nonfatal crimes, 619,000 of which were violent. One possible explanation for so many crimes in schools, is the rise in gang activity and membership. A study was conducted from 1989 through 1995 on how visible gangs were in schools. In 1989, 15.3% of students reported gang presence and 28.4% recognized it in 1995. That is nearly a 13% increase in only seven years. The second part of my project that dealt with the school setting looked at the amount of violence that occurs on school days as opposed to non-school days. Even though children are in school for only half the days of the year, 57% of violent crimes committed by juveniles occur on days there are school. Of those crimes, 1 out of every 5 occurs within the four-hour period directly following school (2-6pm). The obvious reason for this is, many children go home to a parentless house since most people are still working. Or, if they go to an after-school program where there are more young people, there is also a higher chance of an altercation because kids are bound to have disagreements that may lead to violence. On non-school days, the number of violent crimes committed by juveniles increased with each hour that passed. The hours of 8 to 10 PM represented the peak time (see handout #1 for graph). The next part of my presentation dealt with juvenile violent crime arrest rates. Over the last 30 years, there has an increase of 50% in juvenile arrest. Time spanning from the early 1970s through the late 1980s saw a relatively constant arrest rate. It was the end of the 1980s that saw a change occur. There was a 64% increase between 1988 and 1994, but that tapered off this decade as it had declined 12% by the year 1996 (no statistics from 1998 were ready at this time). .udd39453473fdf8d671ac1820d51d46fb , .udd39453473fdf8d671ac1820d51d46fb .postImageUrl , .udd39453473fdf8d671ac1820d51d46fb .centered-text-area { min-height: 80px; position: relative; } .udd39453473fdf8d671ac1820d51d46fb , .udd39453473fdf8d671ac1820d51d46fb:hover , .udd39453473fdf8d671ac1820d51d46fb:visited , .udd39453473fdf8d671ac1820d51d46fb:active { border:0!important; } .udd39453473fdf8d671ac1820d51d46fb .clearfix:after { content: ""; display: table; clear: both; } .udd39453473fdf8d671ac1820d51d46fb { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .udd39453473fdf8d671ac1820d51d46fb:active , .udd39453473fdf8d671ac1820d51d46fb:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .udd39453473fdf8d671ac1820d51d46fb .centered-text-area { width: 100%; position: relative ; } .udd39453473fdf8d671ac1820d51d46fb .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .udd39453473fdf8d671ac1820d51d46fb .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .udd39453473fdf8d671ac1820d51d46fb .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .udd39453473fdf8d671ac1820d51d46fb:hover .ctaButton { background-color: #34495E!important; } .udd39453473fdf8d671ac1820d51d46fb .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .udd39453473fdf8d671ac1820d51d46fb .udd39453473fdf8d671ac1820d51d46fb-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .udd39453473fdf8d671ac1820d51d46fb:after { content: ""; display: block; clear: both; } READ: Positive and Negative Effects of Hydraulic Fracking Essay Another point to go along with this deals with how juveniles act in comparison to adults. The number .