Stress in the workplace can be caused by numerous reasons and can have a major impact on work performance and job satisfaction. It is important that the organization is able to identify the stress related issues and the contributing factors that are causing stress. The stress reducing approaches; stress management training, reduction of stressors and alternate work schedules and telecommuting are essential for reducing stress within an organization as well as benefit the employees at Air Devils
They proposed affective events theory (AET) in the paper which outlined “a new framework for studying emotions, moods and job satisfaction at work (Wegge, 2006, p. 238)”. AET provides a model or “macrostructure” that correlates affective components to illustrate work behaviors (Weiss & Beal, 2005, p. 2). This model comprises work environment, work events, personal disposition, emotional reactions and the outcomes and explains that affective responses
The organizational side of psychology is more focused on understanding how organizations affect individual behavior. Organizational structures, social norms, management styles, and role expectations are all factors that can influence how people behave within an organization. By understanding such factors, I/O psychologists hope to improve individual performance and health while at the same time benefiting the organization as a whole. Two ways psychological research and theory is used to support workplace activities are; the experimental method and the correlation method. The experimental method can be applied in an actual work, in which case it is known as a field experiment.
Ravasi and Schultz (2006) stated that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. [1] Although a company may have its "own unique culture", in larger organizations there are sometimes conflicting cultures that co-exist owing to the characteristics of different management teams. Organizational culture may affect employees' identification with an organization. [2] According to Needle (2004),[6] organizational culture represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, and strategy, type of employees, management style, and national culture. Corporate culture on the other hand refers to those cultures deliberately created by management to achieve specific strategic ends.
Therefore, arts managers need to address motivating forces to motivate their employees. This assignment will explain the Theory of Acquired-Needs Motivation in arts management and then discuss its several applications. It will also evaluate the theory to arts organizations. Introducing the definition of motivation and its theories is essential in order to explain the Theory of Acquired-Needs Motivation. Motivation is a process that arises from research in physiological or psychological need that activates a behavior or a drive that is aimed at a goal (Byrnes 2009).
Identifying gaps and Recommending initiatives to support a more balanced work life culture. Overview This report has been organized depending on the factors that were considered while evaluating the effectiveness of the WLB programs at ABC Corp from least to most important. They are: Demographics, Work Location, Work hours, Job satisfaction and Importance of WLB. Background Work life balance is the minimization of conflict between work and non-work demands. Many companies now offer WLB programs as an imbalanced WLB can have a negative impact on an employee’s well- being, mental and physical health and eventually on their individual performance in the company.
How do self-concept and personality variables affect motivation and ability to manage others or to be managed effectively in workplace? 2. What insights have been gained on valuing diversity and how this knowledge influence values, attitudes and motivation in the workplace? 3. Which values and attitudes have significant effects on job satisfaction, organizational commitment and job involvement?
Compare and contrast two models of human motivation drawing out their implications for their effectiveness in managing people at work. Human motivation is a driving force humans utilise to achieve goals. Abraham Maslow and David McClelland are two theorists who have created different models to outline human motivation and their initial impact on individuals in the workforce. When considering the foundations of motivation, it can also be defined as a person’s perspective on what they consider to be motivation (‘New World Encyclopaedia McClelland, David’ n.d.). Since then, many management theorists have been trying to understand what the underlying meanings of human motivation in organisations are.
EFFECT ON WORK RELATIONSHIPS The workplace is a system of relationships. Relationships have many different aspects; here are several examples: • Trust • Teamwork • Quality • Morale • Self-esteem • Loyalty • Respect for boss When conflicts are handled well, there’s a positive effect on work relationships. When they are not, these factors can deteriorate. Productivity and the free expression of ideas are also impacted. FACTORS THAT AFFECT HOW PEOPLE MANAGE CONFLICT The skills involved in managing conflict are
Drawing from this chapter, describe how culture might be transmitted in such swaps. Ans. The culture is transmitted to employee in a number of forms, the most important being stories, rituals, material symbols, and language. Stories : “Stories circulate through many organizations. They typically contain a narrative of events about the organization’s founders, rule breaking, rag-to-riches successes, reductions in the workforce, relocation of employees, reactions to past mistakes, and organizational coping.