Importance Of Communication And Job Satisfaction

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2.1.2 Communication and job satisfaction
(Naud. 2002) Communication is a dynamic culture of the organization's in which internal marketing require good performance and satisfaction of job. Dwyer (2005) stated that, communication is described as "the process in which employees give and receive messages within an organization."
The study of internal communication is rapidly developing a part of the communication, which is increasing rate of 25-30% in last five years (Donaldson and Eyre, 2000). Studies have shown that companies take serious action towards real communication in order to achieve success in business (Quirke, 2000). Communication is described that communication having in the organization at every level in both directions, formally
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The definitions of empowerment itself vary widely among scholars. The concept of empowerment has received increasing attention from academics and professionals interested in the issue of human resources. Employee empowerment is creating a work environment where an employee is allowed to make their own decisions in situations related to the specific job. Decisions can be large or small, and the size and the effect of the decision is up to the employer. The logic behind empowering employees is to increase the employee's responsibility to raise the confidence of employees and improve the quality of working life of employees. Ideally, when an employee feels invested with an organization that will be more productive, loyal and more confident "Williams, TM (1997).
Empowerment is first, important and outstanding aspect to achieve growth and success for any industry and improves productivity. Empowerment affects employees and customer satisfaction, and use it as an instrument by which companies objectives and strategies could achieve. Employees are valuable resources of an organization (Davidson, 2004) and can predict the future of an organization. Highly encouraged employees give the out of the box performances and shine like a diamond where as on the other hand an employees
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The second step in empowering others is to support them by providing aids and resources they need to progress and removing any obstacles that may hinder progress. Managers empower their people to serve their needs. This requires not only provide the time, resources, and motivation to achieve goals, but also must work actively to minimize barriers to success.
The autonomy and freedom is considered as last point, empowering people means giving them the autonomy they need to do their job. Once employees know what is expected of them and have the support they need to do, the best thing a manager can do is get out of the way. Trusted employees to do their job but do they choose is critical to creating positive work environments (Beth, 2012).
Through empowerment enables administrators and help employees who are lower on the hierarchy level for success in health systems work. So organizations should take responsibility to move with the intention of developing internal commitment. Own reasons and encouragement of an employee makes you more committed to their work and also improve internal commitment. Thus, the domestic interest is democratic and very closely related to empowerment (Tony, 1999). Ripley and Ripley (1992) and Spatz (2000) stated that, Empowerment may increase the level of obligations and motivating people in their jobs related to daily work, improve the level of satisfaction that way they perform , loyalty and result giving them confidence and sense

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