Organizational Behavior Essay

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Claude Beazer Case Study 6 Keeping Suzanne Chalmers Webster University Abstract Thomas Chan hung up the telephone. He had been through this before. A valued employee would arrange a private meeting. Some employees say they are leaving because of the long hours and to know the kids again, or whatever. They say they need to decompress, get to know the kids again, or whatever. But that’s not usually the real reason. A quality-of-life (QOL) theory developed from Abraham Maslow's human developmental perspective is presented. Developed societies involve members who are mostly preoccupied in satisfying higher-order needs (social, esteem, and self-actualization needs), it is argued, whereas less-developed societies involve members who are mostly preoccupied in satisfying lower-order needs (biological and safety-related needs). QOL is defined in terms of the hierarchical need satisfaction level of most of the members of a given society. The higher the need satisfaction of the majority in a given society the greater the QOL. Based on the study workers with less time on the job should value pay and promotions to a greater extent that older employees with greater job tenure) (Berl, 1984). At the end of the day motivated employees tend to be more productive than non-motivated employees and happy employees then to remain with the organization which in the long run saves the organization money and contributes to the organizations bottom line. The four main keys to employee involvement are Power: If employees are empowered to make decisions about the accomplishment of the task without repercussions you will end up with more committed employees who use these opportunities wisely. Information: Timely access to relevant information allows employees to be effective and efficient self-managers as they would have to depend less on management to perform their

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