Impact of Working Environment on Job Satisfaction-BLOG 10

Impact of Working Environment on Job Satisfaction

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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.