Documente Academic
Documente Profesional
Documente Cultură
Literature Review
&
Theoretical Framework
By:
Samee Ullah
MBA(B&F)-3rd
Submitted to:
Miss, Musarat Karamat Ali
Lecturer BUITEMS
::LITERATURE REVIEW::
Introduction:
The advent of managed care and capitation has demanded that the supervisors
become more than just a leader in their practices. For the practice to compete
in the increasingly corporate world of competition, the supervisor must also be
an efficient and effective manager. This managerial role calls for the ability to
do everything from negotiating managed care contracts to guiding the day-to-
day functioning of the office. As managed care demands tighter cost control
from employees, office efficiency becomes increasingly important.
::THEORITICAL FRAMEWORK::
Management
support
Employee job
satisfaction
Rewards
Dependent variable
Independent variable
Rewards:
Rewards include everything the employee perceives to be of value resulting
from the employment relationship. Included in a person's job satisfaction are
the rewards for doing the job and performing it well. If a person is rewarded for
high performance or stands to gain a reward for doing the work, he/she may
find the job more satisfying. These rewards range from improved work
environment (a corner office, a nicer chair), to higher security and more
responsibility. Of all of these types of incentives, money is one of the few that
we can quantify and measure. Due to the social influence described by
Bandura, money can often have a powerful effect on job satisfaction regardless
of how important motivator money is to that person.
OPERATIONALIZATION OF CONCEPTS
Job Satisfaction
Satisfaction
Security
Development Status
opportunity
Job
security
To apply what To do
learn in Respect Recognition
work
training on freely
job.
Authority to do
work
2- To do work freely.
When an employee wants to do his work in his own style then he should be
allowed to do these things. Then he will feel free to do job and also will be
satisfied with his job and also use his own skills and ability.
Elements of Status
1- Respect
2-Recognition
3-Authority to do work
1- Respect
Employee feels great when his collogues and staff gives him respect and feels
that he is something and enjoy his work and also be satisfied.
2-Recognition
Acknowledges or gives special attention to employee actions, efforts, behavior
or performance. It meets an intrinsic psychological need for appreciation for
one's efforts and can support business strategy by reinforcing certain behaviors
(e.g., extraordinary accomplishments) that contribute to organizational success.
Whether formal or informal, recognition programs acknowledge employee
contributions immediately after the fact, usually without predetermined goals or
performance levels that the employee is expected to achieve. Awards can be
cash or non-cash (e.g., verbal recognition, trophies, certificates, plaques,
dinners, tickets, etc.).
Elements of Security
1-Job Security
Every employee wants job security because he/she want to be secure, if his/her
job is secure then there will be job satisfaction.
Good Managerial
Support
Flexible Understand
Timing employee
physic
Elements of Pay:
1-Attractive salary
1-Attractive salary:
There are several different ways that pay can be distributed among the
employees and not all of the methods of pay involve simple pay checks! These
systems can be divided up into three different categories and reflect how the
company is structured and managed.
When an employee gets an attractive salary then he can fulfill his needs
because every money is the basic thing for which an employee want to do job,
when he get good salary then he will be satisfied with his job.
The first category describes individual pay systems. The second involves
rewarding employees for their hard work. Finally, the third category describes
how employees can be paid as group.
In the category of individual pay, there are currently three major methods of
payment. One of the most frequently used pay systems is the hourly wage.
Employees take home a pay check that reflects how long they were there.
Another common method is salary payment.
One of the results of pay incentives is the so called "golden handcuffs"
situation. In a situation like this the individual is paid so much that he/she
cannot afford to quit despite their job dissatisfaction.
In addition to pay, the employee may feel an affective factor that causes the
individual to identify with the company, their goals, and the people who work
there. In some cases a person feels that they can't quit because the social
norms have forced them to conform to the ideal lifestyle. Thus it seems
necessary to hold a 9-2 job, support their family, and in effect, "settle
down".
Elements of Facilities:
1-Convence Facility
2-Refreshment during working hours
3-Flexible Timing
1-Convence Facility:
It is not necessary that every employee has his or her own car or any other
convince. It is the duty of organization or manager that provide convince facility
to their employees.
Elements of Training
1-Latest Teaching method
2-Use of latest teaching equipment
3-to understand Student physic
When a teacher get training then he/she will also learn that how to understand
the students physic. Then it will help a lot that how a student will be satisfied
from his/her teaching.
References:
Michael Beer
Organizational Size and Job Satisfaction,
JSTOR: The Academy of Management Journal, Vol. 7, No.1(Mar., 1964), pp.
34-44
Stable URL: http://www.jstor.org/pss/255232 retrieved on 22 April, 2010
D McNeese-Smith
JONA . vol 25, No.9 September 1995
http://pdfs.journals.lww.com/jonajournal/1995/.../Job_Satisfaction,_Productivity,_
and_O
rganizational.6.pdf retrieved on 22 April,2010
Ibid
Ibid
Cynthia D. Fisher
Mood and emotions while working: missing pieces of job satisfaction?
Journal of Organizational Behavior, Vol. 21, NO: 2 ,(YR: 2000), Pg: 185-
202
School of Business, Bond University, Gold Coast, Queensland 4229,
Australia
Email: Cynthia D. Fisher (Cynthia_Fisher@Bond.edu.au)
Ibid