Organizational Effectiveness
Employee Satisfaction, Employee Engagement and Organizational Culture
It has been stated by Vance (2006) that personnel committed to the company and absorbed in their jobs offer corporations critical competitive advantages; these include decreased workforce turnover and increased productivity. Commitment and engagement are clearly able to potentially bring about valuable business outcomes for a firm. But what does the term engagement imply? Personnel engagement implies that company workers are proud of their company and satisfied with the role they have been accorded in it. Personnel satisfaction or engagement may further refer to how far individuals believe in, and enjoy, their jobs, as well as how far they feel the management of their firm values their contribution and efforts. With increase in engagement of employees, their likelihood to make special efforts for the company's benefit and deliver superior job performance will increase. Moreover, an engaged workforce tends to remain with the company; i.e., employee retention increases with increased employee engagement (p. 1).
Example
Organizations desiring an engaged and satisfied workforce may administer surveys for identifying any everyday problems or issues faced by their employees at the workplace, in addition to what aspects of their organization they appreciate or like. Corporations may also deal with problems pertaining to compensation, performance management, employee promotions, employee recruitment, and workshops/trainings for personnel development. Survey data analysis will enable corporate executives and heads to understand how they (and the organization) are perceived by their employees and whether any major changes or improvements need to be effected. Such a study of the organization may be conducted in various ways; for instance, other departments may be consulted to participate in the survey analysis phase; all analysts need to be objective in data analysis.
Designing, Deploying and Analyzing Employee Surveys
Administering personnel...
Employee Engagement Organizations do not exist in a vacuum and require various resources in order to ensure continuity and resilience. The needed resources vary from financial, infrastructural, material, systematic and procedural resources as well as others depending on the vision, mission, goals and objectives of the organization. But having all these resources do not guarantee the success of the organization unless the most vital resource of all are optimized and these
External and Internal Recruitment Procedures/Methods To operate effectively, and thus remain in business, an organization must have in place an able, motivated, and competent staff. Indeed, it has been stated in some quarters that human resources are the most valuable organizational assets. I wouldn't agree more. To ensure that they have the right staff to advance their agenda and achieve their objectives, organizations routinely seek to bring on board the most
It might be acknowledged that politics are good at times, but for the company, it is more important to create a sound system of management that would be more in touch with the needs and requirements of employees. The short-term goal would therefore be to determine these needs and goals by means of a number of interviews. Employees will be encouraged to voice their concerns and needs, as well
A second change that has occurred and will continue to transform is that, regardless of the motivation, many employers have begun to experiment with flextime, telecommuting, and voluntary reduced-load work arrangements to give employees more discretion and personal flexibility in how they integrate work demands with other life roles such as family, community, and leisure. This increase in flexible work arrangements has further blurred the boundaries between work and home
Political leaders in charge of this decision will not take into consideration only the effects that a possible bailout might have on the automakers. They will take into consideration the macroeconomic effects and challenges that are expected to emerge in case the bailout is approved. The symbolic frame probably has the least importance regarding this subject. In case the bailout will not be approved, the cultural or symbolic aspects related
Organizational Psychology Productive and Counterproductive Behaviors Paper Organizational psychology involves the settings based on office or workplace psychology. It is a field of psychology that uses scientific methodologies in order to understand individuals' behavior in organizational settings. Organizational psychology can also be defined as the scientific study of group and individual behaviors in a formal organizational setting. Organizational psychology is part of a broader field of industrial and organizational psychology. Organizational polices
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now