Leadership Styles as Applied to JLB Enterprises

• Using a participative style with a team who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to actively be part of the team.

It has been shown that employees who have a high satisfaction rate on the job or with the company that they work for, are less likely to leave the company that they work for compared to those who have a less satisfaction rate (Hellawell, 2012). As mentioned earlier, this would result not only in cost savings, but it would improve the overall relationship between the employee and the company. Employees that are committed and satisfied are not only not going to leave, they would also be able to contribute more and be more effective and efficient.

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

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

Employee satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. There is a definite link between employee attitudes and customer satisfaction. If employees are unhappy or dissatisfied, despite their best efforts; it is difficult for them to conceal this factor when interacting with customer and other staff members. One of the primary reasons for evaluating employee satisfaction is to identify problems

In today’s work place employee satisfaction is just as important as it has ever been in history. With employer cutbacks, job eliminations, pay reductions, and business closings employee satisfaction must be at the forefront of employer’s plans to be successful. In the case of Riordan Manufacturing the company has a problem it cannot ignore, employee motivation. Riordan Manufacturing is a global plastics producer that employees 550 people and earns an

For example, highly satisfied workers tend to be characterized by a behavior of high-level commitment towards their corporate obligations. This aspect in turn aid in fostering customer satisfaction since committed workforce tend to prioritize the needs of the company’s clients such as the provision of high-quality products and services. Low job turnover is another behavior associated with high employee satisfaction. This aspect entails the ability of an organization to facilitate workers retention through ensuring their satisfaction. This behavior of low turnover rate of the employees' aid in promoting customer satisfaction as it provides the continuity of business operations hence facilitating a steady supply of goods and services to the clients.

Currently our leadership is not effectively reaching and motivating our team. We have been noticing decreased productivity and we believe that this is a direct result of leadership falling short in

JLB Enterprises has issues with falling productivity. After investigating the productivity decrease it was discovered that the only factors that changed over the period of reduced productivity were employee morale, motivation, and satisfaction. Transformational Leadership Theory proposes that employee attitude directly impacts employee productivity. Applying tenets of Transformational Leadership Theory may be the key to raising JLB's production.

Employee satisfaction should be the first aim of the organization by providing them what the need and want in terms of incentives, bonuses, good working conditions, grievance handling etc. Employee satisfaction leads to the achievement of the ultimate goal of the organization, i.e. profit maximization. If the workforce is motivated enough to work to their full potential, the outcomes are desirable and in favor of the organization. This benefits both the employees and the organization leading to complete

What could be the cause for Delta’s employees’ satisfaction? Employees with no job satisfaction affect a company in a bad way because they usually lack

Job satisfaction is important for its various outcomes, but first of all it is important since "job satisfaction in and of itself is a desirable outcome" (Luthans, 1992). According to Mitchell (1982), there are four main topics, which separated satisfied and dissatisfied employees. These are turnover, absence, health, and productivity. Hellrieger et. al. (1995) added that, these four behavioural consequences give an idea to management about the problems at work.

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.