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The Determinants of Workplace Behavior

Essay by   •  January 30, 2018  •  Case Study  •  1,950 Words (8 Pages)  •  450 Views

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Organization Behavior

The determinants of workplace behavior

By XIANG QIN 100180


Introduction:

This essay studies about determinants of workplace behaviours, which could result in a different level of effects in various industries. It is of the company’s interest as there is both positive and negative impact towards the operation of the business as well as other co-workers.

Here we discuss some of the determinants:

  1. Job satisfaction:

A sense of inner fulfilment and pride achieved when performing a particular job, job satisfaction occurs when an employer feels he has accomplished something have importance and value worth recognition: sense of job. (Webster’s dictionary, 3rd edition 2010)

To some extent, it is the reflection of good treatment and can be considered as an indicator of psychological health, it also affects organization’s functioning by employees’ behaviours.  

Employees evaluate their own financial situations, social status, family relations, the relationship between colleagues, management of the company, and their own interest, etc. to get a subjective conclusion of whether he/she is satisfied or not with their jobs.

If the satisfaction level is high, employees are more likely to be flexible, innovative, creative and loyal to work, which the service quality is enhanced;

on the contrary, if employees are not satisfied, they would only treat it as a way of make a living, which could result in slack work, lack of innovations, no intentions to optimize the procedure of work or waste company resources etc.

How to increase staffs’ job satisfaction?

with materials: better pay, holidays, benefits, bonus etc.

for Spirit: care from the management, harmony colleagues’ relationship, respect from clients etc.

The better choice is both materially satisfied and spiritually fulfilled. According to Maslow's hierarchy of needs theory, we could assume that if their core pursuit is somehow reached, the other negative or hardness part of work could be ignored or endured.

Employee job satisfaction directly impacts the mood and manner in which the service is performed and hence affecting the service quality experienced by the customer. Extensive studies suggest that job satisfaction plays a crucial role in sustaining the performance of service employees in the workplace, hence the service quality provided to customers (Gu, Z., & Sen Siu, R. C. (2009).

For NZ tourism industry, tour guides and drivers: those who have low job satisfaction, they only want to make money from tourists, ignore that we should provide quality service and let them enjoy their time in NZ, ignoring their behaviour would bring negative reputation to NZ Tourism and their future jobs.  

Those who have higher job satisfaction, their motivation of study more and improving their services and commentary will bring more useful information to the tourists. By given the impression of being hospitable, will bring more tourists and benefits to all.

 

how to increase their job satisfaction?

The company should treat them with respect, offering quality accommodation and food, reasonable roaster, varies tour routes to shift.

These will result in the rise of their job satisfaction of being a supplier of knowledge and joy to customers rather than a driver and simple service person.

  1. Work environment:

The work environment includes everything surrounding the job—the variety of tasks and degree of autonomy, job demands, and requirements for expressing emotional labour.(Robbins 115)

Environment Includes Hardware and software:

Hardware: Building conditions, office equipment, computers, printer, phones, fax, chairs, keyboards, lights, clearness, noise level, air circulation, decorations, temperature, traffic conditions, parking etc.

Mentally: enough respect from others? Sexual abuse or discriminations? Workplace Bullying? Race, religion, language, etc.

Management needs to set up restrictions for everyone, there are certain lines which cannot be crossed, and the punishments accordingly.

If the work environment has negative points: humid, dark, dirty, old, noisy, lack of fresh air or either too hot or cold, the staff does not even want to stay in the workplace, not mention to be productive. Furthermore, it will harm the health of employees and bring more troubles.

On the other hand, malfunctioned or obsolete implements of production also disappointed workers. nowadays some new phenomenon needs our attention: the younger generation employers will quit their job just because the working computer is too slow and keyboard is so bad to type with.

Solution to office team: provide moderate hardware, enhance the environment.

 

The software of environment: nice company culture, harmony colleagues’ relationship, moderate management to balance the potential conflicts among colleagues.

Major factors contributing to a positive work environment were found to be: 1. employee involvement in work environment issues, 2. a management commitment toward improving the work environment, and 3. freedom of choice of production methods for the enterprise. Gustavsen, B. (1980).

3. Empowerment:

is generally accepted as the process of enabling an employee to think, behave, act, react, and control their work in more autonomous ways, as to be in control of one's own destiny. Dr. Anthony L. Emerson (2008)

Empowering employees will give them confidence, independence and aware their ownership towards the company. it will also increase job satisfaction, reduce the burden of management.

Different staff have own experiences and abilities, managers need to communicate more and make notes of their abilities, characteristic differences to proper empower individuals. To set up a line which are necessary to report and which are suitable for staff to decide, and constantly reevaluate is essential to prevent the negative effects.

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