3. Work environment:
The condition of work should be friendly for the employee’s mental and physical well-being. Employees may be more concerned with intangible benefits, such as work- life balance and the atmosphere in the workplace.
4. Job satisfaction:
Well-placed employees take pride and interest in their work and feel satisfied.
5. Two-way communication:
Two-way communication (upward and downward) is necessary to know the sentiments of employees in the organization. Organization policies and programmes should be properly communicated to employees.
6. Training:
In this ever-evolving world of new technologies and ideas, employees need to stay up- to-date with developments in their field. Training gives psychological satisfaction to employees …show more content…
Satisfaction implies a positive emotional state whereas; morale implies a general attitude towards work and work environment. Job satisfaction is the end feeling which may influence subsequent behaviour. It is an employee’s general attitude towards his job.
9.7.1 Determinants of job satisfaction
The various factors influencing may be classified into two categories:
a) Environment Factors
Environmental factors relate to the work environment which includes:
1. Job Content: Herzberg suggested that job content in terms of achievement, recognition, advancement, responsibility and the work itself tend to provide satisfaction but their absence does not cause dissatisfaction.
2. Occupational Level: The higher the level of the job in organizational hierarchy the greater the satisfaction of the individual. Higher level jobs carry greater prestige, self-control and need satisfaction.
3. Pay and Promotion: Higher pay and better opportunities for promotion lead to higher job satisfaction.
4. Work Group: Job satisfaction is generally high when an individual is accepted by his peers and he/she has a high need for affiliation.
5. Supervision: If a supervisor takes personal interest in his/her subordinates and allows them to participate in the decision making process, employees will have better job …show more content…
The organization, besides providing a fair day’s wages, must also provide facilities like medical aid, crèches, subsidized food and transport required by workers.
(b) From Employer’s Point of View
Employers provide amenities to discharge their social responsibility, raise the employee’s morale, use the work force more effectively and reduce turnover and absenteeism. Welfare helps build a positive image of the organization and makes it easier for them to attract and hire competent personal.
(c) From Union’s Point of View
Trade unions role in labour welfare stems from worker’s need for welfare services. Unions feel that welfare services ought to be provided whether by the Government or the employers. However, much depends on the initiative of unions, their bargaining strength and the priority given by them to the right of the workers.
9.8.2Principles of labour welfare
The following principles should be borne in mind while setting up a labour welfare
The condition of work should be friendly for the employee’s mental and physical well-being. Employees may be more concerned with intangible benefits, such as work- life balance and the atmosphere in the workplace.
4. Job satisfaction:
Well-placed employees take pride and interest in their work and feel satisfied.
5. Two-way communication:
Two-way communication (upward and downward) is necessary to know the sentiments of employees in the organization. Organization policies and programmes should be properly communicated to employees.
6. Training:
In this ever-evolving world of new technologies and ideas, employees need to stay up- to-date with developments in their field. Training gives psychological satisfaction to employees …show more content…
Satisfaction implies a positive emotional state whereas; morale implies a general attitude towards work and work environment. Job satisfaction is the end feeling which may influence subsequent behaviour. It is an employee’s general attitude towards his job.
9.7.1 Determinants of job satisfaction
The various factors influencing may be classified into two categories:
a) Environment Factors
Environmental factors relate to the work environment which includes:
1. Job Content: Herzberg suggested that job content in terms of achievement, recognition, advancement, responsibility and the work itself tend to provide satisfaction but their absence does not cause dissatisfaction.
2. Occupational Level: The higher the level of the job in organizational hierarchy the greater the satisfaction of the individual. Higher level jobs carry greater prestige, self-control and need satisfaction.
3. Pay and Promotion: Higher pay and better opportunities for promotion lead to higher job satisfaction.
4. Work Group: Job satisfaction is generally high when an individual is accepted by his peers and he/she has a high need for affiliation.
5. Supervision: If a supervisor takes personal interest in his/her subordinates and allows them to participate in the decision making process, employees will have better job …show more content…
The organization, besides providing a fair day’s wages, must also provide facilities like medical aid, crèches, subsidized food and transport required by workers.
(b) From Employer’s Point of View
Employers provide amenities to discharge their social responsibility, raise the employee’s morale, use the work force more effectively and reduce turnover and absenteeism. Welfare helps build a positive image of the organization and makes it easier for them to attract and hire competent personal.
(c) From Union’s Point of View
Trade unions role in labour welfare stems from worker’s need for welfare services. Unions feel that welfare services ought to be provided whether by the Government or the employers. However, much depends on the initiative of unions, their bargaining strength and the priority given by them to the right of the workers.
9.8.2Principles of labour welfare
The following principles should be borne in mind while setting up a labour welfare