The Various Influences on Job Performance Essay examples

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.

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

Job satisfaction is one of the topics that have been studied repeatedly over the past decades and is expected to continue as a topic of interest since the studies of turnover continue (Omar, Abdul Majid, & Johari, 2013). Job satisfaction can be defined in many different ways, one of which is

The purpose of this report is to use the compensation system we previously developed in Phases I and II to pay people, develop plans that reward performance, add benefits into the mix, and evaluate these results. First we will look at performance-based-pay as a policy for recognizing employee contributions. Performance-based-pay is a pay plan that varies with some measure of individual or organizational performance, such as merit pay, lump-sum bonus plans, skill-based pay, incentive plans, variable pay plans, risk sharing, and success sharing. It is basically a pay plan that moves away from the traditional base pay and across-the-board increases, and

Job satisfaction of employees can be pointed out in terms of individual or groups of employee. For instance, an employees’ performance can be measured by individualistic means, by the management. Similarly, the job satisfaction that an entire department has over their responsibilities in an organization can be measured, as well. At this point, one has to also note that, although the terms, job satisfaction, employee attitude and morale has been utilized with almost similar meaning, it is not all similar in effect. As in, employee attitude that is favourable would ensure the presence of job satisfaction for employees, which in turn works on boosting employee

Managers today are finding it harder to ignore the job satisfaction issue, especially at a time when the demand of meaningful work is increasing. There are two main reasons why managers are concerned with job satisfaction. One of the reasons is that managers have a moral responsibility to do what they can to provide employees with a satisfying work environment (Ramayah, Jantan, & Tadisnia, 2001). Another reason is that managers believe that the behavior of satisfied workers will make positive contributions to the organization (Ramayah, Jantan, & Tadisnia, 2001).

Herzberg presumed a correlation between productivity and satisfaction. Nonetheless, the research directed by Herzberg stressed upon satisfaction and ignored productivity. Besides, based on the natural reaction of employees when they are enquired the sources of dissatisfaction and satisfaction at work as the two factor theory is not free from bias . They will blame dissatisfaction on the external factors such as salary structure, peer relationship and company policies. Correspondingly, the employees will give credit to themselves for the satisfaction factor at work. Next, Herzberg’s theory ignores blue-collar workers, only white-collar men’s opinion was discussed while ignores blue-collar workers and this theory’s reliability is

After accompanied a research about employees’ job dissatisfaction in general companies and for Delta Company, I have recognized some proofs based on questionnaire and articles. There is a level of job satisfaction for each individual and each job performed. These problems happen when people are not happy with their jobs. This research will support or help the company to increase their employees’ satisfaction level of their job. As we found employees’ were dissatisfied in almost all areas, while a few of employees satisfied ratios were approximately of employees’ dissatisfaction ratios, but still less than employees’ dissatisfaction.

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

Job satisfaction refers to how a person feels towards their job. It is important for an employee to have a high level of job satisfaction because if they do not then they will not like their job as much, and therefore not be as involved. That is why when choosing a job you should consider what you like to do and what you are looking for in a job. One of the key things to look for when looking to find a job is to see if the organization has the same values as you. Research shows that employees are more satisfied with their job if they are able to voice their opinion and if they see their supervisors as supportive. Research also shows that “employees with strong perceived organizational support (POS) perceptions are more likely to have higher levels of organizational citizenship behaviors, lower levels of tardiness, and better customer service.” (17)

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

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 performance refers to how successfully and employee meets the specifications set out in the job description 1 . Factors within the category of job performance that have an influence on job performance are “General mental abilities”, “organizational justice and interpersonal relations”, “stress”, “positive work attitudes”, and “personality”. 1

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

The main purpose of this research is to identify the relationship between the employees’ motivation and the job satisfaction. The motivation can be rewards, intensives, greetings, appraisal, and good working condition. Without the incentive organizations can 't receive the higher level of employee job satisfaction. Inappropriate motivation and lower level of job satisfaction would cause the higher level of absenteeism and employees turnover. In this research case study organization