Accordingly, it would not be able to be viewed, it can just be inferred. “A highly satisfied employee need not necessarily be a profound performer. However, an employee, who is dissatisfied can cause irreparable damage to the organisational effectiveness.” (Hussin A. B., 2011). For example, if the employees feel that they work more than the other employees in the organisation, but are still receiving fewer rewards, naturally, they will be a negative state of mind than the other employees, supervisors and colleagues.
The company may have also expected to elicit behaviour in its employees exemplified by Douglas Poling through the retention bonus plan. Secondly, AIG may have attempted to prevent further destabilisation by rolling out the retention bonus plan. In the absence of an incentive to stay with the firm, many employees may have left leading to low morale and high turnover rate. Finding new staff in the midst of a financial crisis could have proved to be highly disruptive for the unwinding of the financial products unit. 1.
What measure(s) might the company take to obtain valid data for setting the labor time standard? (Kimmel, Weygandt & Kieso, 2011) By Don slowing his normal work pace and not doing his best during the evaluation he set a lower standard for the other employees in the department. Although his actions benefited the employees, it could hurt the company. Now the company could be paying the employees for less work. Also, this will hurt the company’s production.
Some disadvantages are unwillingness or exploitation of workers. Job enrichment is the opposite of job enlargement in that it maintains the same employee tasks, but increases employee responsibility. The advantages of job enrichment are makes job for interesting or challenging, helps to identify future managers, identifies higher needs of employees and may reduce workload of superiors. Some disadvantages with job enrichment are that some employees are uncomfortable making important decisions, can causes ego problems or resentment from other employees and employees may make the wrong decisions. Job rotation is very different from job enlargement or job enrichment.
When this happens, the workplace can get very un-professional and employees start to do as they please. These situations are then difficult to resolve because management is not taken seriously. Instead of creating an expectation of respect towards management, the barrier between professionalism and friendliness comes down and respect is lost. The solution sometimes results in letting the employees who don’t respect management go. This action shows other employees that they are serious now and are ready to work in a professional workplace.
If what they did in the past worked well for them, they may resist changing their behavior out of fear and suspicion. So, they may not achieve as much as before in the future. Fear of failure may effect workers in that way and pull them to think about a change. Some employees may see a change from the perspective of the impact, which has on them and their particular jobs. Familiar routines help employees to develop a sense of control over their work environment.
The manager can hire, fire and “perspire” them. Employees may obey managers but employees may not respect management. Typically, employees receive minimum pay for minimum expected performance. Employees may have lower skills. Often, employees work in the authority model because they have to….to provide subsistence for themselves and their families.
They won’t be able to share their problems with their GP because the GP doesn’t consider the individual as important. The individual could feel as though everyone thinks that way about them. This could lead to the person becoming very lonely and isolated. The individual could also get depressed and begin to hate who they are. Disempowerment: Make a person or group less powerful or confident Disempowerment: In a Care Home The managers and members of staff are more powerful than the service users because they have more authority, therefore they can put that into action.
His objective was to assess in which contexts employees feel extreme satisfaction or dissatisfaction during labor period and what were that emotional states’ causes. Herzberg’s fundamental conclusion was that are two kinds of factors that influence people attitudes and contentment in their jobs – hygiene factors and motivation factors. Hygiene (or extrinsic) factors are needed to guarantee that employees are not dissatisfied. Examples of this kind of factors are the wage, security, relationship and work conditions levels. These factors generally do not give employees real pleasure in their jobs but their absence lead to job dissatisfaction and also to demotivation.
There are variety of factors can influence the extent that a company is centralized or decentralized. The external environment of a company is more complicate and unpredictable, the more likely the top manager will let low-level managers make important decisions. Because in that situations, the low-level managers will closer to the problems and have direct contact with customers and workers. The decision itself is another factors. The riskier or the more important the decision, the greater the tendency to centralize decision making.