Human resources management Essay Example | Topics and Well Written Essays - 2000 words

Human resources management - Essay utilizationThis is what creates financial profits for business. However, from the employees point of view, job satisfaction is likely to be the primary inconstant people look for in their job. Riggio states that job satisfaction consists of the feelings and attitudes concerning ones job (1990 186). Judge et al (2001) acknowledge that at that place is a high correlation between job satisfaction and job exploit, and Landy (1989) goes as far to describe this relationship as the Holy Grail of industrial psychologists. However, Drenth et al claim that there is no support for the widely held view that satisfied employees achieve higher and increased effective levels of performance (1998 284). It is therefore the purpose of this assignment to discuss if a happy workforce is a productive workforce. In mark to determine how increased job satisfaction could lead to increased productivity, I believe that it is consequential to discuss the factors that ma ke people want to work in the first place in order to gain a holistic perspective on the issue. This is the same approach Vroom (1995) took in her epitome on the motivational bases of work. Vroom highlights five motivational factors that encourage people to work. Firstly, she acknowledges work roles provide pay to the occupant in return for their services (1995 35). Secondly, working(a) keeps people busy and active, and stops people suitable idle. Thirdly, jobs bathroom provide employees with continually engaging environments in which to work. Fourthly, there are many a(prenominal) well-disposed satisfactions derived from work, and social psychologists establish emphasised the fact that work is a social activity, requiring interaction with other people. Finally, Vroom (1995) highlights that sociologists have emphasised the importance a persons occupation has on their social status, and the respect it can generate. There therefore appears to be two types of conditions that af fect the likelihood that people will work stinting incentives and motivational factors. Herzberg et als (1959) Two Factor Theory receives a lot of interest from many managers in work organisations, who wish to discover how employee satisfaction can improve job productivity. In their study, respondents of mid-level face staff were asked to examine the points of their career at which theyd experienced the most positive and negative feelings. They were asked to steer the causes of this and the effects that arose. The most positive feelings that led to higher employee satisfaction were ranked, and are as follows Achievement and citation from senior management for successful completion of tasks The work itself, i.e. how much of a challenge it was, responsibility concerns much(prenominal) as working without a supervisor, being promoted and being put in charge of other workers requital and a rise in wages Other factors with lower frequency including status, the policy and management o f the fraternity The factors leading to dissatisfaction related to the working environment and were labelled as hygiene factors, such as working conditions. Factors relating to job satisfaction were labelled motivating factors, and included intrinsic factors such as the possibility of promotional material or increased responsibility within an employees job (Hollway, 2000). Herzberg et al (1959) concluded that feelings of self recognition and growth are the key to