Impact of Working Environment on Job Satisfaction-BLOG 10

Impact of Working Environment on Job Satisfaction

source: https://www.google.lk/search?biw=working+environment+&oq=working+environment+&gs_l=img.3..0l7j0i30k1l3.

These days  organizations are facing several challenges due to the dynamic nature of the environment. One of the many challenges for a business is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition.

According to Vroom (1964) Job satisfaction is an orientation of emotions that employees possess towards role they are performing at the work place. Job Satisfaction is the essential component for employee motivation and encouragement towards better performance .Many people have defined job satisfaction over the years. Hoppok & Spielgler (1938) defines job satisfaction as the integrated set of psychological, physiological and environmental conditions that encourage employees to admit that they are satisfied or happy with their jobs .Further, the role of employees at workplace is emphasized as there is an influence of various elements on an employee within the organization.

Job satisfaction has become the pillar on which performance of employees is hinged. The most important goal among others of an organization is to exhaust the possibilities of getting the best employee performance in order to accomplish set objectives

The work environment refers to the relationship between a worker and his environment that can be broken down into different dimensions like the social, technical and economic in which the work is normally viewed and designed. Stephen P. Robbins (2001) advocates that working conditions will influence job satisfaction, as employees are concerned with a comfortable physical work environment. In turn this will render a more positive level of job satisfaction. Miller, Erickson & Yust (2001) forwarded their view that employees get benefited by work environment that provide sense.

Employee job satisfaction is a parameter that measures the depth of Employee affectionate or positive experience derived from the work. Researchers have mentioned that employees with higher satisfaction tend to be more loyal and productive, yet there are no exact formula on maximizing employee job satisfaction, let alone a research to serve as an exact parameter of the factors influencing the job satisfaction.

Reference

Vroom,V. H.(1964). Work and motivation.New York Wiley.

Hoppock, R., & Spiegler, S. (1938). Job satisfac-tion: Researches of 1935-1937. Occupations, 16,636–643

Stephen P. Robbins, (2001) Fundamentals of Management, 2001, Stephen P. Robbins, David A. DeCenzo,Prentice Hall,

Miller, N., Erickson, A. and Yust, B. (2001) Sense of Place in the Workplace: The Relationship between Personal Objects and Job Satisfaction and Motivation. Journal of Interior Design, 27, 35-44.

EMPLOYEE RELATIONSHIP BLOG -9

EMPLOYEE RELATIONSHIP

https://www.corporatesaralvaastu.com

The term ‘Employee relationship’ refers to a company's efforts to manage relationships between employers and employees. An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company.

A company's human resource department routinely handles complaints from employees. These complaints often come in the form of an issue with co-workers and managers. The department plays a major role in settling differences and helping employees feel as comfortable as possible in the workplace.

Employee relations are concerned with managing and maintaining the employment relationship, taking into account the implications of the notion of the psychological contract ,This means dealing with employees either collectively through their trade unions or individually, handling employment practices, terms and conditions of employment and issues arising from employment, and providing employees with a voice and communicating with employees. (Armstrong, 2014)

Relations between employees  -  REAL MADRID

There are few good employee relationships policies maintained in  real Madrid , World leading football team.

Employees will respect rights of dignity, equal treatment, no discrimination and other fundamental rights, without, in any case, accepting behavior that could be seen as discriminatory, bullying or harassment, in any way, in the work place, or in other cases whilst working in association with Real Madrid.

Employees maintain the highest levels of integrity and ethics with regard to their relationship with members of the Entity is supporting staff and any information that involves them. In no case can they look for or obtain, for them selves or third parties, benefits of any kind, prohibited for example, is behavior  such as the following:

 * Any kind of behavior which can be seen as taking advantage of the image/reputation of the sportspersons of Real Madrid, or the presence of employees, players or coaches for acts or events, even if it is with their consent.

* Acts that cause damage or endanger the image of sportspersons of Real Madrid.

* Any acts that reveal to the outside world or any third parties of Real Madrid, any form of information concerning the practices of the sportspersons, related to their professional, personal, or familial development, and especially, their personal or contractual information

REFERANCE

https://www.realmadrid.com/en/real-madrid-tv/ethical-code on 01.07.2018 @ 13.00

Dunlop’s System Theory (1958) Theories of Industrial Relations

Armstrong, 2014. Armstrong’s Handbook of Human Resource Management Practice. London: Koganpage.

Greavance Handling BLOG -8

Greavance Handling 

Source: https://welldoing.org/article/how-communicate-when-youre-angry

A grievance is a difference, complaint or a dispute regarding the interpretation or

application of established policies and/or procedures governing terms of employment, working condition, hours of work or compensation.

Grievances at the workplace must be based on the foundation of employer-employee relationship and employment-related, for a better understanding of work-related grievance,

This is an employee concern over a perceived violation  on employee contract or working ethicks (Holley & Jennings, 1988:285; Bohlander & White, 1988: 62-66). This definition clearly prevents employees from presenting grievances on broader job-related or personal concerns, and from presenting objections or imagined complaints. This can be termed the legalistic approach (Holley & Jennings, 1988:255). However, strict legalistic approach could lead to an adversarial relationship between labour and management.

Employee grievances are caused by factors such as promotion, job content and conditions

Of work, compensation and benefits, safety and health environment, performance review,

treatment by supervisor and other employees, and these include (Potgieter & Muller, 1998:14-23; Kochan, 2004:47-70), lack of feedback, lack of recognition, lack of clear performances expectation, unfair standards, being shouted at or blamed, reneging on commitments, being overworked or stressed out (Randolph & Blanchard, 2007:134). 

Employee Grievances may affect the business in way of lost productivity and lower quality work, products and customer services, distraction from corporate goals and loss of confidence and communication between employees, managers and supervisors low morale and job satisfaction which can lead to industrial problems, increased absenteeism and increased staff turnover, and - loss of reputation to the employee and lost working time of everyone involved.

Reference

Holley, Jr. W.H.,& Jennings, K.M.. 1958. The labour relations process. New York: the Dryden Press.

Potgieter, S., & Muller, M., 1998. Grievances in South African hospitals; from a nursing management perspective. Curationis, December (21) 4: 14-23.

Randolph, A., & Blanchard, K., 2007 Employment is the key, in Blanchard, K (ed) Leading at a higher level: Blanchard on how to be a high performance leader. New York: Prentice Hall.

Harris L (2007) The changing nature of the HR function in UK local government and its role

as “employee champion”. Employee Relations30(1): 34-47.

Corporate Social Responsibility BLOG -7

 Corporate Social Responsibility

https://www.google.lk/imgres?imgurl

Now a days organizations thinks they have a responsibility towards the people, society and planet, in par with their profit earning venture. Encouraging companies to be more aware of the impact of their business on the rest of society, including their own stakeholders and the environment.

  Corporate social responsibility (CSR) is a business approach that contributes to sustainable development by delivering economic, social and environmental benefits for all stakeholders.

In recent years, scholars and managers have devoted greater attention to the strategic implications of corporate social responsibility (CSR). Consistent with   McWilliams and Siegel (2001),

CSR  has been defined as situations where the firm goes beyond compliance and engages in ‘actions that appear to further some social betterment.

Numerous definitions of CSR have been proposed and often no clear definition is given, making theoretical development and measurement difficult,  CSR activities have been posited to include incorporating social characteristics or features into products and manufacturing processes  Researchers are moving beyond just defining and identifying CSR activities, to examine the strategic role of CSR in organizations. Milton Friedman (1970)

  

Similarly, there is growing interest among managers in the antecedents and con

sequences of CSR, especially for executives at multi-national, multi-divisional

companies

A sound CSR activity in Unilever

Unilever is a multinational corporation, in the food and beverage sector, with a comprehensive CSR strategy. The company has been ranked ‘Food Industry leader’ in the Dow Jones Sustainability World Indexes for the 11 consecutive years and ranked 7th in the ‘Global 100 Most Sustainable Corporations in the World’.

One of the major and unique initiatives is the ‘sustainable tea’ programme.  On a partnership-based model with the Rainforest Alliance (an NGO), Unilever aims to source all of its Lipton and PG Tips tea bags from Rainforest Alliance Certified™ farms by 2015.  The Rainforest Alliance Certification offers farms a way to differentiate their products as being socially, economically and environmentally sustainable. [2]

Reference

McWilliams, A. and Siegel, D. (2001). ‘Corporate social responsibility: a theory of the firm per-

spective’. Academy of Management Review, 26, 117–27.

Friedman, M. (1970). ‘The social responsibility of business is to increase its profits’. New York Times

Magazine,September, 13.

http://lexicon.ft.com/Term?term=corporate-social-responsibility--(CSR)  on 23.06.2018 @ 20.00

Monika J.A. Schröder, Morven G. McEachern, (2005) "Fast foods and ethical consumer value: a focus on McDonald's and KFC", British Food Journal, Vol. 107 Issue: 4, pp.212-224, https://doi.org/10.1108/00070700510589503 on 23.06.2018 @ 22.00