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Task description:

Provide a critical analysis and review of one current issue from the topics below:

  • Diversity
  • Job Satisfaction
  • Emotions and Moods

Choose one of the topic areas listed above and then choose one aspect or issue within the topic. 

Job Satisfaction and Organizational Efficiency

Organization is accompanied with the several complex set of activities in which various functions are performed to achieve the set objectives and goals. It is analyzed that employees are the pillar or backbone of the organization and endeavour towards achieving the set objectives and goals in determined approach. With the increasing ramified economic changes and complex business structure, job satisfaction among employees is becoming the main key imperative factor in workplace. It is analyzed that the happier employees are the more they will be making efforts towards achieving the set objective’s and goals.  Job satisfaction is one of the most investigated topics in the field of organizational behaviour.  It is defined as extent to which a staff members or employees have favourable and positive feeling about the work. It is related to the positive attitude of employees in their work program to achieve the set objectives and goals.

Every organization needs to establish the nexus between the employee’s growths with the organizational development. It is analyzed that every employee in the organization has their own role to play in the process which will eventually assists organization to accomplish the set objectives and gaols. The main issue in organization which management and other concerned department might face due to the lack of job satisfaction is related to increased inefficiency of the work done by employees.  It is analyzed that employees are the key pillar who needs to put their best efforts and endeavour towards achieving the set objectives and goals in effective manner (Leary, & Baumeister, 2017). However, due the increasing complexities, changing business policies and less effective organizational culture, employees may find less job satisfaction in their work. This type of situation will not only impact the work they do in the process but also lower down the efficiency of the Organization at large. In the globalised world, every organization needs to develop advance work department and proper work process system which will eventually keep its employees motivated in the long run (Thompson, 2017). The inefficiency of the employees in their work is the biggest issue which will surely come up if they are not satisfied with their work. In many organizations such as GE capital, Wesfarmers, Morrison and Woolworths, employees have faced lack of job satisfaction which resulted to increased inefficiency in their work. It is analyzed that with the increase in the less efficiency in the work, organization may face several disadvantages or further issues such as increased cost of business, increased employee turnover and burdensome of the wastage in the value chain activities (Wilson, 2018).

Factors Affecting Job Satisfaction

With the changes in time, each and every organization is using the employee oriented organizational culture which will assist employees to put their extra efforts to meet the set targets and goals. It is very importance to understand the work place where workers or employees are exposed to work in the organization (Petrou., Demerouti, & Schaufeli, 2018). It is the biggest factor to keep the employees motivated and satisfied with the undertaken job. It is analyzed that company needs to understand that increasing quality and efficiency of the work is highly dependent upon the job satisfaction of employees (Bakker, & Demerouti, 2017).There are several job satisfaction motivational theories which company could undertake to keep its employees satisfied with the offered work such as ERG theories, Maslow hierarchy theory and job satisfaction theories. It is considered that management could easily influence employees in their work when they satisfy their needs and demand. It is the one of the major steps to push employees to deliver the best they could do to achieve or accomplish set objectives and goals in determined approach. In addition to this, mood and emptions of employees while working in the process results to cumulate to form the affective element of job satisfaction.  If employees feel demotivated or less satisfied with the job then they will tend to retain themselves to push their self towards accomplishing the set targets and goals. The main negative impact of this inefficiency of employees will be seen on the increased employee turnover and increased cost of production of business in organization. This will not only destruct the brand image of company but also lower down the return on capital employed in long run (Van Quaquebeke, & Felps, 2018). It is analyzed if company wants to be sustainable in market for long run then it will first have to create core competency an competitive advantage which could distinct itself from those of others in industry. These two strengths are highly based on the efficiency of employees. If employees do not feel motivated and sissified with the particular work then they will either destruct the process system or will end up with delivering fewer amounts of results in organization (Strauss, Parker, & O'Shea, 2017).

The job satisfaction divulges the as extent to which a staff members or employees have favourable and positive feeling about the work and how they align their interest with the organizational development and goals. The main issue in job satisfaction is related to the increased complexity of the work process system and rigid code of conduct and organizational policies in long run (Alvesson, 2018). They will be less inclined towards pushing themselves for accomplishment of set objectives and goals. In addition to this, lack of job satisfaction in organization will also result to failure to establish the nexus between the employee’s growth and organizational development (Roy, 2017).  It is considered that organization may face issues and complexity in the process such as increased cost of business, increased employee turnover and burdensome of the wastage in the value chain activities if an employee does not feel motivated.

Motivational Theories to Keep Employees Motivated

It is analyzed that job satisfaction of employees is measured to the extent to which a staff members or employees have favourable and positive feeling about the work. In case of GE capital, employees of the company were facing issue with the organizational culture and policies. They were having trouble in understanding the process and supervision handling. Many of the employees had problem with the fact that working condition and designation growth opportunities were nowhere in the process which eventually increased the job satisfaction issue in the organization. This issue not only increased the inefficiency in the work process system but also negatively impact the overall business costing of the process (Yam, et al. 2017). GE capital had to face high cost of services offered in market. It has not only impacted the organizational return on capital employed but also impacted the sustainable work process system of its several business units (Ayala, et al. 2017). It is the main issue which result to failure to meet their set objectives but also destruct the brand image of company in long run.

The inefficient work of employees is the major issue which might negatively impact the organizational growth in long run. Organization could easily mitigate these issues if they follow employee oriented organizational and policies in the work process (Kuvaas,  et al. (2017).  There are several motivational theories as well which could be used by management to establish linkage with employee’s growth and organizational development. In addition to this, time to time proper surveillance program, team management meeting and handling employee’s grievance portal effectively are the major steps which they could to mitigate the inefficient work of employees in the organization (Jehanzeb, & Mohanty, 2018).

After reading all these journals and other information, it is considered that job satisfaction is the critical aspect which plays pivotal role in the business success of organization. The main biggest issue which will emerge if company does not satisfy its employees is related to inefficiency of the employees in the work process system. If employees do not feel motivated with work they will tend to be less effective. After analysing all the detail, it could be inferred that each and every organization needs to satisfy their employees to their extent so that they could at least set up strong nexus between their growth and organizational development.  The inefficient work of the employee result to several negative outcomes such as increased cost of the business process system, low amount of business efficiency, high labour turnover and destruction of brand image of company in long run.  Now in the end, it could be inferred that job satisfaction is the major factor which could be used by organization to meet its objectives and gaols.

References

Alvesson, M. (2018). Organization theory and technocratic consciousness: Rationality, ideology and quality of work (Vol. 8). Walter de Gruyter GmbH & Co KG.

Ayala, Y., Silla, J. M. P., Tordera, N., Lorente, L., & Yeves, J. (2017). Job Satisfaction and Innovative Performance in Young Spanish Employees: Testing New Patterns in the Happy-Productive Worker Thesis—A Discriminant Study. Journal of Happiness Studies, 18(5), 1377-1401.

Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273.

Hatch, M. J. (2018). Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press 60(1), 373-396.

Jehanzeb, K., & Mohanty, J. (2018). Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator. International Journal of Training and Development. 44(5), 166-192.

Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Do intrinsic and extrinsic motivation relate differently to employee outcomes?. Journal of Economic Psychology, 61, 244-258.

Leary, M. R., & Baumeister, R. F. (2017). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. In Interpersonal Development (pp. 57-89). Routledge.

Petrou, P., Demerouti, E., & Schaufeli, W. B. (2018). Crafting the change: The role of employee job crafting behaviors for successful organizational change. Journal of Management, 44(5), 1766-1792.

Roy, D. F. (2017). “Banana time” job satisfaction and informal interaction. In The Anthropology of Organisations (pp. 31-41). Routledge.

Strauss, K., Parker, S. K., & O'Shea, D. (2017). When does proactivity have a cost? Motivation at work moderates the effects of proactive work behavior on employee job strain. Journal of Vocational Behavior, 100, 15-26.

Thompson, J. D. (2017). Organizations in action: Social science bases of administrative theory. Routledge.

Van Quaquebeke, N., & Felps, W. (2018). Respectful Inquiry: A Motivational Account of Leading Through Asking Questions and Listening. Academy of Management Review, 43(1), 5-27.

Wilson, F. M. (2018). Organizational behaviour and work: a critical introduction. Oxford university press. 34(5), 176-179.

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