Impact of Organizational Structure and Culture on Job Satisfaction, Job Stress and Employee Motivation: a Survey of Existing Litreature

There is no “one size fits all” when it comes to structure and culture within an organization since industries and situations can vary. Furthermore, if an organization wants to improve its effectiveness and performance, their organizational culture needs to be strong and provide a strategic competitive advantage when it comes to its beliefs, and values. Organizations can differentiate itself from one another by those that do not have structure and culture. It is important to know that employees in all organizations want to work in an environment of trust and respect where they

In today’s business world, Organizational Behavior is an important tool for managers to effectively manage teams and it aids in being able to understand and foresee human behavior in an organization. It studies on how organizations can be arranged more accurately, and how several events in their outside situations effect organizations. It has become more significant today than in previous years because organizations must master to adapt to the rapidly changing business cultures that have stemmed from a competitive market.

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

Organizational behavior entails the study of individual and also group performance and their interactions and ability to work in groups. It aims at identifying major problems that affects performance within the teams to work together, in a bid to develop a more efficient business operation (Hiriyappa, 2009). It relies heavily on organizational cultures since they reflect how organizations behave

Organizational behavior is a field of studies that aims to conjoin the substance of other sciences that deal with behavioral matters, such as anthropology, psychology and sociology, in order to use it to improve management theories and managerial strategies. An organization is a number of people or groups all working together in a structured mechanism to achieve one ore more goals. Organizational behavior then, comes in to investigate on how organizations affect individuals and the other way around (Duncan, 1978). Although the first questions on how the worker is being affected by his job were raised in the ‘30s (Brief and Weiss, 2002), with researches making their first steps on imprinting that phenomenon (Fisher and

This study scrutinizes the culture and structure of two corporations: Microsoft and FedEX. Further, the similarities and differences of structure and culture of an organizations are examined. The impact of organizational structure and culture on business performance and the factors that motivate employees in an organization are examined.

The single most critical problem that the managers are facing today is managing the people.This is the most challenging issues that every kind of organizations is dealing with now aday. Organizational behaviour is the study of individual, group and organization as a whole that examines the effect of organizational structure and culture on organizational performance. Therefore, it mostly tries to define the performance and efficiency factors of anorganization.Organizational structure and organizational culture are highly correlated performance factors.It basically defines the appropriate structure of an organization in order to get more thanaverage performance. Organizational culture is a primary factor for employee turnover and job satisfaction (Bolden, 2004). If an organization possesses a strong culture of self-respect and employee affiliation, it is no wonder that the employee retention rate would be very high(Tracy, 2013).In this report, the relationship between organizational culture and organizational structure will be pointed out. While doing so we

An Organization’s productivity and efficiency depends to a large extent on what employees think or perceive about their organization. It is a well-known concept that “If you keep your employees happy, they will make your customers happy”. So to make them happy or motivated, challenging jobs, tasks, assignments are to be provided along with better or superior environment to excel in. As a result, we can have two benefits; on one hand it will enhance the employees’ job experience and on the other hand organization’s productivity will increase. Turnover and absenteeism will be low, employee commitment will be high. In short, job satisfaction and dissatisfaction play a major role behind overall employee motivation. Herzberg’s Motivator-Hygiene

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

In addition to the claim that employee well-being is linked to demand and resources, the second assumption of the JD-R model is that job demands and job resources initiate two distinct processes known as the dual process. The first process is hypothesised as the stress process (Bakker & Demerouti, 2014). In relation to the stress process, chronic excessive demands diminish employees ' energetic resources, mentally and physically, thereby leading to employees experiencing strain (Bakker & Demerouti, 2007; 2014). This strain, in turn, has been related to unfavourable organisational outcomes, such as absenteeism, as indicated previously. On the other hand, the second process, the motivational process, assumes that resources are motivational by nature and links high levels of resources, via work engagement (motivation), with positive organisational outcomes (e.g. increased productivity) (Bakker & Demerouti, 2007; Hu, Schaufeli & Taris, 2011). In sum, the stress process affirms that high demands lead to strain which, in turn, results in adverse organisational outcomes, and the motivational process asserts that high levels of resources lead to employee engagement, which subsequently leads to favourable organisational outcomes.

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).

The primary objective of the report is to measure the reliance of dependent variable i.e. job satisfaction on several manipulated variables (motivation, stress, working conditions, etc.). Job satisfaction describes how content an individual is with his or her job. There are several factors that influence person’s level of job satisfaction. Some of these factors include the fairness of the promotion system within an organization, stress factor, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and the clarity of the job description).

Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that