strengths, and work knowledge and work skills in many ways. It has a substantial impact in employee’s lives and their freedom.
According to Saari and Judge (2004: 395) the study of the relationship between job satisfaction and job performance has a controversial history. Shortly after the Hawthorne studies, researchers began taking a critical look at the notion that a “happy worker is a productive worker”. Most of the earlier reviews of the literature suggested a weak and somewhat inconsistent relationship between job satisfaction and performance.
The relationship between the factors of employee satisfaction simultaneously relates to other factors which includes leadership skills. Higher productivity is a tool which leads to success of …show more content…
To understand the literature on the expectations of employees’ communication
2. To examine what are the leaderships of the organisation believing and what they need to do to retain multi skill employees.
3. To assess the extent of Facts/Grounds that are been used to meet their satisfaction and how this can be improved.
4. To make recommendation to improve the retention global tools
1.4 Research questions
1. What are the expectations of knowledge skills that are valued at work place asper the literature?
2. What are the expectations of employees at Hirdaramani?
3. What are the leaderships of the Hirdaramani believe as expectations of their workers
4. Which sort of things Hirdaramani is currently offering to satisfy and retain their employees
5. How employees feel on the job
1.5 Research significance
To provide solution for critical issues and to help employees determine best practices at work. This will be providing a solution for a critical issue for those companies as attrition percentage is very high in information technology industry as elaborated by Wang et al (2008).
2. Literature review
2.1 Definition of knowledge …show more content…
They can also be cable of performing their jobs efficiently. When employees are very experienced and knowledgeable it will help them to easily complete their tasks without hesitations and difficulties. According to Helton (1998), Knowledge workers are performing in a unique way by using their rational thinking. Davenport (2005) has developed this idea further and said Knowledge workers are using their heads than their hands to produce value through their ideas. However, Drucker (1999) had a different view on Knowledge workers as he identified Knowledge workers as a resource who deals with knowledge. Further he believed “knowledge is always embodied in a person; carried by a person; created, augmented, or improved by a person; applied by a person; taught and passed on by a person; used or misused by a person. The shift to the knowledge society therefore puts the person in the centre” (Drucker, 1999, p.287).
Gates (1999) as cited in Huang (2011) also provided his view on Knowledge workers and defined them as workers who are doing completely new jobs using computers and
According to Saari and Judge (2004: 395) the study of the relationship between job satisfaction and job performance has a controversial history. Shortly after the Hawthorne studies, researchers began taking a critical look at the notion that a “happy worker is a productive worker”. Most of the earlier reviews of the literature suggested a weak and somewhat inconsistent relationship between job satisfaction and performance.
The relationship between the factors of employee satisfaction simultaneously relates to other factors which includes leadership skills. Higher productivity is a tool which leads to success of …show more content…
To understand the literature on the expectations of employees’ communication
2. To examine what are the leaderships of the organisation believing and what they need to do to retain multi skill employees.
3. To assess the extent of Facts/Grounds that are been used to meet their satisfaction and how this can be improved.
4. To make recommendation to improve the retention global tools
1.4 Research questions
1. What are the expectations of knowledge skills that are valued at work place asper the literature?
2. What are the expectations of employees at Hirdaramani?
3. What are the leaderships of the Hirdaramani believe as expectations of their workers
4. Which sort of things Hirdaramani is currently offering to satisfy and retain their employees
5. How employees feel on the job
1.5 Research significance
To provide solution for critical issues and to help employees determine best practices at work. This will be providing a solution for a critical issue for those companies as attrition percentage is very high in information technology industry as elaborated by Wang et al (2008).
2. Literature review
2.1 Definition of knowledge …show more content…
They can also be cable of performing their jobs efficiently. When employees are very experienced and knowledgeable it will help them to easily complete their tasks without hesitations and difficulties. According to Helton (1998), Knowledge workers are performing in a unique way by using their rational thinking. Davenport (2005) has developed this idea further and said Knowledge workers are using their heads than their hands to produce value through their ideas. However, Drucker (1999) had a different view on Knowledge workers as he identified Knowledge workers as a resource who deals with knowledge. Further he believed “knowledge is always embodied in a person; carried by a person; created, augmented, or improved by a person; applied by a person; taught and passed on by a person; used or misused by a person. The shift to the knowledge society therefore puts the person in the centre” (Drucker, 1999, p.287).
Gates (1999) as cited in Huang (2011) also provided his view on Knowledge workers and defined them as workers who are doing completely new jobs using computers and