Extract of sample "What makes people like to stay on their jobs"
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Based on developed level of satisfaction and happiness, employees determine whether to continue working for an organization or not. The factors also determine the employees’ productivity level, should they choose to remain in an organization. It is therefore important to investigate conditions that determine employees’ happiness and satisfaction to stay in jobs and reasons why employees may not like their jobs. Non-monetary factors Non-monetary factors are essential determinants of employees’ utility in a workplace. As a result, they are able to make an employee happy or not. An employee will for instance be happy if considered non-monetary factors meet his or her expectations. A match between job descriptions and an employee’s traits or abilities is one of the non-monetary factors that determine a person’s happiness in a job. This is because of the different expertise that each type of job requires and the involved strain in performing a job, should an employee lack the required skills or traits. Matching employees with jobs that require their skills, level of experience and traits therefore eliminates strain in work, improves utility, and induce happiness. Employees in such working conditions like their jobs and would prefer to remain in the jobs and work effectively towards productivity. Mismatching employees’ ability with job requirements however identifies strains and incompetence in work that may discourage employees and lead to job dislike (Gaurav 9). Appreciating and recognizing employees are other non-monetary factors that influence employees’ happiness (Gaurav 9). This is because of the associated self worth that leads to self-confidence and internal motivation among employees. Examples of appreciation include congratulating an employee for an achievement such as meeting set objectives or doing an outstanding work. Recognition is, however, achieved by identifying an employee’s performance or characteristics before peers. An appreciated or recognized employee therefore develops a self worth into satisfaction and happiness while lack of appreciation and recognition demoralizes employees who may consequently develop negative attitude towards their jobs. Presence of stress in a work environment is another non-monetary factor that determines employees’ happiness and developed attitudes towards a job. Stress primarily reduces people’s level of happiness and utility. Stressed employees will therefore be unhappy and would not like their jobs while employees who work in a stress free environment are likely to be happy and like their jobs (Gaurav 9). Monetary factors Monetary factors define direct financial advancements to employees. Remunerations, rewards, and appraisal-based advancements are examples. Even though not regarded as principal determinant to employees’ satisfaction in a job, money is instrumental. Employees will for example be comfortable when their basic remunerations match their competence and their level of input to an organization. A relatively low remuneration level would therefore not satisfy an employee and would lead to unhappiness. An underpaid employee will also most likely not appreciate the job and would be ready to leave for an opportunity that can match competence with pay. An organization’s reward system is another monetary factor to employees’ satisfaction and happiness that is directly associated with non-monetary aspects of appreciation and recognition. A performance-based reward for example indicates an organization’s appreciation of an employees’ performance and initiates the employees’ satisfaction in the work. Rewarded employees will therefore be happy and satisfied in their work. Similarly, those who have
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A free market situation translates to mean that the government has given reign of the market to the business community. In this situation, the market tends to operate without any government oversight. However, in the pro-regulation scenario, a set of policies are enacted by the government that seek to influence, or rather control, the behaviour of persons, firms or organisations in relation to the economy.
However, in my opinion, the western authorities handled the situation in a strict but humane way. Particularly in USA, the intelligentsia and academia played a key role to mitigate the excess of security measures. Students and professionals from foreign countries became a part of the process, and we all stood together to keep the American Dream alive.
First of all, there are the resources it puts at the student's disposal, the library, the computer and internet facilities, gyms, sporting facilities and so on: each an avenue to pursue excellence in some of the other field of interest, or simply push for physical and intellectual growth. Plus, there is the chance to meet people.
It employs over 43,500 employees that report to three main controlling divisions and layers of sub-management.
ISS has recently been experiencing high turnover rates for most of its manual crewmembers (i.e. blue collar), despite best efforts to create an
Diversity in the United States has different interpretations owing to its melting pot in regards to the distinct lifestyles and cultures. David Brooks, through his essay ‘People Like Us,’ maintains that although the US is termed to be a diversified nation, homogeneity exists in certain aspects, such as the interactions across the populace.
Through this paper, the author will be discussing the reasons as to why he believes and supports the point of view of Prose. In addition to his personal opinion, he will also be presenting supporting evidence from 2 secondary sources, Jeff Williams and Karah Frank who both wrote interesting pieces in support of Ms. Prose's claims in her article.
The president of Stanford University, John Hennessy, started introducing Steve Jobs by comparing the University’s values and work habits with those of Steve Jobs. The description of Jobs included the words “pioneer” and “visionary,” each of which appropriately describe the life of Steve Jobs.
TV Makes People Dumber.
The power of TV in making people smarter or dumber introduces a fresh new line of scientific inquiry. Some commentators and scholars assert that TV helps develop memory and attention, thereby enhancing the intelligence of people. Others disagree and argue that TV is generally bad, especially considering the banality of pop culture and reality TV show.
This is not the first time for her to fight for her survival as she had the responsibility of taking care of her family members and herself. In this book, for an individual to survive, he or she must depend on other people for something or
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