The Relationship Between Job Satisfaction And The Organizational Culture

To understand the organizational culture of a company, one needs to start by looking at the history. Lakeshore Learning Materials was born from a divorced mother of three named Ethelyn Kaplan, who took a dream and a chance by moving her family to California in 1954 to open a toy store. When she started noticing that teachers were interested in her material, Ethelyn realized that she needed to expand her business into educational materials. 60 years later, Lakeshore Learning Materials has grown into a company with over 2000 employees, 60 retail stores throughout the United States and growing. Lakeshore Learning Materials is currently headed by Ethelyn’s grandsons, Bo and Josh Kaplan. Under the supervision of Bo and Josh, Lakeshore continues to be a leader in the Educational Materials, yet still able to keep the family culture that their grandmother started. Highest quality customer service and hard work are the core values that shape Lakeshore’s Organizational Strategy. These high expectations aren’t hard for employees at Lakeshore because the company is so loved by everyone that works there, that they give nothing less than the best.

28.0 %Identify a specific instance from your own professional experience in which the values of the organization and the values of individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes. Identification of a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align is not provided. Identification of a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align is offered; however, relevant information is missing such as a description of the impact this had on nurse engagement and patient outcomes. Identification of a specific instance from your own professional experience in which the values of the

Entering the workforce further provides opportunities for our values to be shaped by those surrounding us. Everyone is affected by the culture and values of the companies they work with. Coworkers, managers, and the company’s executives all have the opportunity to participate in the on-going process of influencing and shaping the values of those around them. Professional organizations and civic activities will also play a role in the on-going development of personal values.

Leadership and management are essential to any health care organization, balancing patient care, employees, physicians, and the organization. Nursing is founded on interpersonal relationships. As a people-oriented profession, nursing leadership styles are influenced by humanism. The mission, attitude, and behaviors of a health care organization begins with its leadership, which creates the direction and purpose of the organization. The purpose of this paper is to differentiate between leadership and management, describe views of leadership, and explain the

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

..........................10 Sources of Data Limitation ..........................................................................................10 Chapter- 2 Literature Review...............................................................................................11 Definition of Organizational Culture................................................................................12 Organizational Culture.................................................................................................13 Analyzing Organizational Culture....................................................................................15 Organizational Culture Profile .........................................................................................16 Type of Organizational Culture .......................................................................................17 Elements of Organization Culture....................................................................................18 Healthy Organizational Culture .......................................................................................20 Organizational Culture Questionnaire ..............................................................................22 What Is A Healthy Organizational Culture?.....................................................................23 Organizational Culture Perspective..................................................................................24 Definition of Socialization

In what ways is your agency’s work encouraged and/or discouraged by these attitudes and values?

This article will discuss organizational culture as it relates to the nursing profession and healthcare as a whole.

Hofstede (1980) suggested that settings need to consider the individual values of the employees and their personal values and they should be encouraged and not criticised to make a

The culture of the organization plays a major role in how their employees perform, whether they are successful or not, if they feel supported by management and what the consequences for performance, good or

IMPACT OF ORGANIZATIONAL STRUCTURE AND CULTURE ON JOB SATISFACTION, JOB STRESS AND EMPLOYEE MOTIVATION: A SURVEY OF EXISTING LITREATURE

Employee job satisfaction has a large impact on their organization. Employees being dissatisfied can lead to high turnover, higher absenteeism, affect their overall job performance, and impact customer satisfaction (Robbins & Judge, 2009 pp 87-89). This post will discuss the impact job satisfaction has in regards to organizational citizenship behavior and employee engagement.

The BELIEFS, VALUES AND NORMS of the employees within the organisation, particularly those communicated by top management.

Job satisfaction is the common extensively researched topic and among the extensively researched subjects in industrial or organization. Job satisfaction of employee in an organization is critical to the strong operational ability of the organization. According to Berry (1997), job satisfaction is described as an individual reaction to the job experience of an employee. Also, numerous factors are fundamentally critical to job satisfaction as they have an influence on the way an individual feels about their job. Kathy and Ken expressed a high job satisfaction level with a positive outlook to related work experiences and their personal life capabilities. Although Ken reported the loss of his parents, however, he has sought mental health therapy to learn out to process his grief and loss and find out how to have a positive standpoint to other areas of his life incorporating his immediate family members and his job. Also, Teresa and Jeannette has a low job satisfaction level with Jeannette having the lowest job satisfaction degree in the organization. She complained about organizational changes in her career and the changes in her personal life after the finalization of her divorce.

Job satisfaction, in accordance to research done by Alexander, Litchtenstein and Hellman (1998), is extremely vital to any organization because in the absence of it there can be a decrease in employee commitment, and with such an important variable missing this can lead to a domino effect of poor work ethic, customer satisfaction and profit. Additionally, studies have shown that fear can also be used as a form of motivation; however, it is temporary and has a negative outcome (Lall and Zaidi, 2008). Such outcome can have a decline in job satisfaction which would further result in the lack of productivity, therefore causing an impact in the organization.