Please enable JavaScript.
Coggle requires JavaScript to display documents.
Job satisfaction, Organizational behavior, Teams: Characteristics and…
Job satisfaction
Job characteristics
Significance
the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large
Autonomy
the degree to which the job provides freedom, independence, and discretion to the individual performing the work.
Identity
the degree to which the job requires completing a whole, identifiable, piece of work from beginning to end with a visible outcome
Variety
the degree to which the job requires a number of different activities that involve a number of different skills and talents
Feedback
the degree to which carrying out the activities required by the job provides employees with clear information about how well they're performing
Factors
Respect
Trust
Security
Environment
Career path
Pay & Benefits
Employees are more likely to excel when they can see an established upward path, with the opportunity to earn a higher wage and take on greater responsibilities.
Workplaces that are free from stress, morale issues, harassment, and discriminatory practices can create a positive and healthy environment for everyone.
Organizations can provide a sense of security through honest communication and transparency about the company’s health and long-term viability.
Employees indicated that trust between themselves and senior management was another highly important satisfaction factor.
Employees rate respectful treatment of all employees as the most important factor in job satisfaction.
How Important is Job Satisfaction?
Higher Productivity
Loyalty
Increased Profits
Lower Turnover
Measuring job satisfaction
Job is more than just the obvious activities
It requires interacting with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions
Determinants of job-nature of the work, supervision, present pay, promotion opportunities and relations with coworkers
Happy worker are productive workers
affect performance
Satisfaction with the work itself, in turn, is affected by the five core job characteristics: variety, identity, significance, autonomy, and feedback.
Improve problem solving and decision making
Enhance memory
creativity
Negative correlation with counterproductive behavior. Satisfied employees engage in fewer intentionally destructive actions that could harm their workplace.
do a better job
Effect
Job satisfaction
Represent a moderate correlation
job performance
job satisfaction
Represent a strong correlation
Organizational commitment
Concept
retaining employees with the organization is becoming more and more important. Studies also show that employee satisfaction has a positive effect on job performance
is an enjoyable or positive emotional state as a result of a person's job evaluation or work experience”.
defined as the overall amount of positive or (emotional) influence an individual has on his or her job.”
“If you like your job, you will have high job satisfaction. If you don't like your job strongly, you'll feel job dissatisfaction.”
Employee job satisfaction can be defined as the positive level of emotion or attitude that they have towards the job. When a person says they have high job satisfaction, it means that they really love their job, feel good and appreciate their current job
Values Fulfillment
what are values?
Definition
At a general level, employees are satisfied when their job provides the things that they value. Values are those things that people consciously or subconsciously want to seek or attain
Categories
Coworkers
Work itself
Supervision
Altruism
Promotions
Status
Pay
Environment
The link between value and job satisfaction
the Model of Choice of Attraction (ASA)
employees tend to choose jobs with values that align with their own values or employees feel satisfied when working in government organizations and businesses commensurate with their value.
Chatman came to the conclusion that employees will not be satisfied when working in an organization or enterprise
Locke (1976):" job satisfaction is related to important job values, each of which affects the basic and independent needs of the individual"
Specific Facets
The value-Percept Theory of Job satisfaction
Supervision
about their boss, including whether the boss is competent, polite, and a good communicator.
Coworker
bout their fellow employees, including, whether coworkers are smart, responsible, helpful, fun, and interesting as opposed to lazy, gossipy, unpleasant, and boring.
Promotion
about the company's promotion policies and their execution, including whether promotions are frequent, fair, and based on ability.
Work itself
about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills.
Pay
based on a comparison of the pay that employees want and the pay they receive.
Definition
Dissatisfaction= (Vwant-Vhave) x (Vimportance)
Values play a key role in explaining job satisfaction.
Affect Life satisfaction
Research shows that job satisfaction is one of the strongest predictors of life satisfaction. Put simply, people feel better about their lives when they feel better about their jobs.
If we want to feel better about our days, we need to find a way to be more satisfied with our jobs.
Moods and emotions
Moods
State of feeling that are mild in intensity, last for an extended period of time, and are not explicitly directed at or caused by anything.
Pleasantness
Activation
Emotions are often triggered by specific events
Negative emotions include things like anger, anxiety, fear, etc.
Emotional contagion can occur when one person “catches” the emotions of another person
Positive emotions include things like joy, pride, relief, etc.
Some job require“emotional labor” in which employees must manage their emotions to complete their job duties successful.
Organizational behavior
Organizational culture
Definition
“Organizational culture refers to a system of shared assumptions, values, and beliefs that show employees what is appropriate and inappropriate behavior”
“Company success could be attributed to an organizational culture that was decisive, customer oriented, empowering, and people oriented”
Functions
Constraint
Cohesion
Excitation
Radiation
Brand
Oriented
Subcultures
A lot in common with the mainstream culture
A lot in common with the mainstream culture
A smaller group of people who stand separate from the mainstream culture as they share slightly different beliefs, ideas, traditions, and values
Countercultures
A counterculture is a group of people or a movement that holds ideas, values, and norms that are different from those of the prevailing dominant culture
Transition with time and becomes a representation and a part of the mainstream cultural beliefs
National culture and corporate culture
How Do You Understand
An Organizational Culture
STORIES-RITES-RITUALS-SYMBOLS
SHARED VALUES, MEANINGS, AND ORGANIZATIONAL MYTHS
LAYERS OF CULTURAL ANALYSIS
Values
Artifacts
Assumptions
The Importance Of Oraganizational Culture
The work culture gives an identity to the organization
The organization culture brings all the employees on a common platform
The culture of the workplace also goes a long way in promoting healthy competition at the workplace
The culture gives the employees a sense of unity at the workplace
The culture decides the way employees interact at their workplace
The work culture promotes healthy relationships amongst the employees
What General and Specific types can be used to describe An Organization’s Culture?
Clan Culture
Benefits
Happy employees
Happy customers
High rates of employee engagement
Highly adaptable environment
Drawbacks
Difficult to maintain as the company grows
Day-to-day operations cluttered and lacking direction
Smaller companies
Employees working remotely
Startups
Communication
Highly collaborative
Valued
Family-like
People-focused
How to Create This Culture Within Your Organization
To turn to your employees
Take their thoughts into account and put them into action
DEFINING QUALITIES
MOTTO
PRIMARY FOCUS
ADHOCRACY CULTURE
benefits
Notoriety
Motivated with the goal of breaking the mold
High profit margins
Development opportunities
drawbacks
Hurt your business
Foster competition
Risk
Risk-taking
Creative energy
Ever-changing tech
External focus
Google or Apple
Market growth
Value individuality
Company success
Creatively
Innovation & adaptability
How to Create This Culture Within Your Organization
Provides employees with the opportunity to share big ideas
Rewarding successful ideas
Implementing strategy
Encourages teams to think outside
DEFINING QUALITIES
Flexibility & discretion; external focus & differentiation
MOTTO
“Risk it to get the biscuit.”
PRIMARY FOCUS
Risk-taking and innovation
MARKET CULTURE
Benefits
Profitable & successful
Entire organization is externally focused, there’s a key objective employees can get behind & work toward
Drawbacks
To meaningfully engage with their work and live out their professional purpose
Risk for burnout in this aggressive and fast-paced environment
Leaders of the pack
Compete and beat out anyone else that may compare
Larger companies
Meeting quotas
Prioritizes profitability
Reaching targets
The company’s larger goal
Getting results
Separation employees & leadership roles
How to Create This Culture Within Your Organization
Calculate the ROI of every role and ascribe reasonable benchmarks for production
Consider rewarding top performers to encourage similar work
Start by evaluating each position within your organization
DEFINING QUALITIES
Stability & control; external focus & differentiation
MOTTO
“We’re in it to win it.”
PRIMARY FOCUS
Competition and growth
HIERARCHY CULTURE
Benefits
Clear direction
Well-defined processes that cater to the company’s main objectives
Drawbacks
Rigidity
Uncreativity
Slow to adapt to the changing marketplace
Hyper-focused on how day-to-day operations
Carried out and aren’t interested in changing things up anytime soon
From old-school organizations to those of the customer service industry
Dress code for employees
Traditional corporate structure
A set way of doing things
Way of a clear chain of command
Stable and risk-averse.
Multiple management tiers
How to Create This Culture Within Your Organization
If the chain of command has some gaps, fill them
Consider every team to ensure they have clear long- and short-term goals
Establishing a hierarchy culture is to button up your processes
DEFINING QUALITIES
Stability and control; internal focus and integration
MOTTO
“Get it done right.”
PRIMARY FOCUS
Structure and stability
Creating
Organization Culture
Creating An Ethical Organizational Culture
Communicate Clear Expectations of Organizational Code of Ethics
Reinforce Behavior You Want, and Don’t Reinforce Behavior You Don’t Want
Top Management Leads Ethics by Example
Provide Protection for Employees
Key Components of Ethics Training Program
Creating A Positive
Develop Employees
Set Clear Expectations And Goals
Define The Ideal Workplace Culture
Measure Goals And Give Feedback Frequently
Determine The Current Culture
Recognize And Reward Good Work
Establish Trust
Focus On Employee Engagement
Creating A Customer-Responsive Culture
Create an omni-channel support experience
Use snippets, personalization tokens, and email templates
Adopt automation
Provide self-service resources
Set team and individual performance goals
Maintaining An Organizational Culture
Founder Values and Preferences
Recruitment Standards
Forming Factor
Maintenance Factor
Changing An Organizational Culture
Bringing Organizational Culture To Employees
Teams: Characteristics and diversity
Types of teams
Parallel team
Project team
Management team
Action team
Work team
Variation within team types
Forming
Storming
Norming
Performing
Adjourning
Forming and Pattern Creation
Inertia
Midpoint
Process Revision
Inertia
Team interdependence
Task interdependence
Task interdependence refers to the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team.
Classification
Reciprocal Interdependence
Sequential Interdependence
Comprehension Interdependence
Pooled Interdependence
Goal interdependence
Defined as a situation in which members of a group share common goals, is one of the most widely studied forms.
A high degree of goal interdependence exists when team members have a shared vision of the team’s goal and align their individual goals with that vision as a result
How to create high levels of goal interdependence?
Outcome interdependence
Team composition
Member roles
Team task roles
Team-building roles
Leader–staff teams
Individualistic roles
Task-focused
Member ability
Member personality personality
Team size
HOW IMPORTANT ARE TEAM CHARACTERISTICS?
Task independence
Represent a moderate correlation
Team performance
Task interdependence
Represent a weak correlation
Team commitment