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时间:2021-10-05 15:04 来源: Essay代写

摘要:在现代人力资源管理中,经常会多讨论工作满意度和管理一个组织的重要性。调查显示,工作满意度与员工个人的工作......

在现代人力资源管理中,经常会多讨论工作满意度和管理一个组织的重要性。工作满意度指的是个体员工对他/她所做的工作和工作内容是否满意,是否开心。在工作中,员工对自己所做的工作越满意,幸福感越高。工作满意度显然是与员工个人的工作表现及公司的发展潜力紧密相关的。一个企业的管理风格和文化、员工参与、企业授权和自主工作对员工的工作满意度和工作表现有很大的影响。因此,企业应该经常对员工的工作满意度进行考察衡量。最常用的测量方法是采用等级量表的方式,员工通过这种方式可以报告他们的工作反应,并积极应对他们的工作。在现代管理中,企业更应该积极关注员工对他们工作的满意度,因为工作态度和工作满意度会直接影响员工绩效。
 

In modern human resources management, much has been talked about job satisfaction and its importance in the management of an organization. Job satisfaction means the extent to which an individual employee is content and happy with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is clearly associated with job performance and the potential development of a company. The management style and culture, employee involvement, empowerment and autonomous work position all have great influence on job satisfaction and job performance. Job satisfaction should be frequently measured within organizations. The most common method of measurement is to employ rating scales in which employees report their reactions and responses to their jobs. In modern management, organizations should pay more attention to the employees’ satisfaction of their jobs because job satisfaction impact job attitudes and employee performance.
 

Managing employee performance is a compensable part of what all managers and rating officials perform all through the year. It is as important as financial resources and program outcomes management because employee performance has a profound influence on the financial and program components of any organization. (Bills, 2009) The annual performance program involves all staff members and managers and covers the evaluation of work-related behaviors and potential of employees and determining how well employees are doing their job, communicating that information to employees, agreeing on new objectives and establishing a plan for performance improvement. Performance management is aimed to improve organisational, functional, unit and individual performance by linking the objectives of each. Every organization has its own employee performance appraisal system and there always exist some problems with the performance appraisal system. These appraisal systems have positive and negative impact on the extent to which employees are satisfied with their jobs and career performance. For example, there is a five-level performance appraisal system in which the staff members are forced to be distributed a level rating at Red Square Industries. At the same time, a lot of issues come with the five-level performance appraisal system. Therefore, organizations should design effective employee performance appraisal systems in order to get employees to get more satisfaction from their jobs. Here is an example to illustrate it.
 

At Red Square Industries, the top 10 per cent are Superior performers with a 1 rating; the next 25 per cent rated 2 good performers; the next 45 per cent rated 3 acceptable performers; the next 15% marginal performers rated 4 and the bottom 5% unsatisfactory performers with a rating 5. Employees with a 5 rating are given three to six months to enhance their performance before they are considered for employment relationship termination. Those rated from 1 to 3 have salary increases and those with 1 or 2 rating bonus payments; only legally required increases are given employees rated 4 and 5. (Stone, R 2010)
 

Performance appraisals play a very essential role in the effective management and evaluation of staff members in an organization. In annual performance appraisal programs, employers and workers mutually review the employee’s responsibilities, performance and short-term and long-term goals and together figure out what can be done to make sure there will be some improvement in employment performance. And in general there are four major objectives of performance appraisal:
 

First, every worker makes different contributions to an organization because their knowledge, skills and competencies differ. Some employees have good performances and some do not. These staff members need to be discriminated on the basis of their performance which is conducive to stimulating the staff who did well in their jobs to work harder and perform better later and brings those who did bad jobs to the realization that they must work harder and devote more to their own jobs in order to keep up with the good performers. The employment performance appraisal system stated above at Red Square Industries stimulates the workers to take more efforts to do their work well by ranking the staff members and giving them different titles such as “stars” and “dogs”.
 

本文标签: 工作满意度Job satisfac

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