Leadership Styles and Emplyees Job Satisfaction Research Papers (original) (raw)

employee satisfaction through physical factors

I have indicated supervisor bias during performance appraisal, leading to organizational inefficiencies and impacting employee morale. It is not surprising then that some companies are scrapping their annual appraisals process, and... more

I have indicated supervisor bias during performance appraisal, leading to organizational inefficiencies and impacting employee morale.
It is not surprising then that some companies are scrapping their annual appraisals process, and evolving towards a continuous feedback approach.

Leadership plays an essential role in any organisation because it affects not only the performance of members and/or employees but as well as the functioning of the organisation as a whole. The field of leadership research has developed various theories in the search for the most effective form of leadership that organisations should adopt. As such, this paper analyses key theories of leadership and puts them into organisational and in human life contexts. To do so, the behaviours of two leaders were analysed and key lessons learned from the analysis were revealed in this paper.

Purpose-A leadership style is a leader's way of providing direction, implementing plans and motivating people. Leadership styles include autocratic, bureaucratic, charismatic, participative, transactional, laissez-faire, task-oriented, people-oriented, servant, and transformational styles. These styles can be grouped into three broad categories of authoritarian, democratic or liberal leadership. This study investigated the leadership styles librarians in regional libraries based in Arusha, Tanzania apply as well as the impact of the styles on the performance of their libraries. Methodology-This was a case study of special libraries of regional organisations based in Arusha, Tanzania. The organisations studied include the East African Community, African Court on Human and People's Rights, and United Nations Mechanism for International Criminal Tribunals. Primary data on the leadership styles and their impact on the performance of the libraries was collected online questionnaires with all the librarians in the case study studies. Findings-The majority of the library leaders in the regional libraries in Arusha use democratic leadership style while the minority apply the liberal style. These leadership styles have enhanced the performance of the libraries by mainstreaming the contribution of the staff to the vision and mission of the libraries and their parent organisations; enhanced the quality and effectiveness of the services delivered by the libraries; improved cost-effectiveness and efficiency of the service delivery approaches; and increased the capacity of the libraries to grow by managing change through innovation.

- by Roselyn Nyamato and +1
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- Library and Information Science, Leadership Styles and Emplyees Job Satisfaction, Leadership styles

Hiring decisions can be risky. How much can employers save by better understanding the motivations and objectives of each applicant? How much time and expertise should be invested in getting to know each applicant? Will such efforts raise the return on investment? What are the shortcomings and deficits of the criteria to evaluate, compare and rank applicants? How do they need to get changed to reflect the shift in the relative order of job skills between employees when the composition of the team (total of all employees) changes by hiring, firing or replacing? A job description combines tasks and steps to a random set of job responsibilities. But could there be better ways to bundle tasks together and to look for the most qualified applicant for this particular arbitrarily defined task bundle? Could the employer benefit from regrouping all small tasks, which a company must perform, by changing which and how many small job tasks will be bundled together in different job descriptions? And if so, how can reassigning each little tasks from different jobs to the most suitable employee (task-centered approach) instead of looking for the most qualified applicant for a particular job (job-centered approach) help in improving productivity and profitability? How and why will the new task-centered approach help to increase the workforce diversity more than the job-centered approach? How can reassigning tasks help disabled and handicapped lacking essential job functions to get hired anyways? How can employers benefit from not only looking for the most qualified applicant for any particular job (i.e. arbitrarily bundle of tasks and steps) Why does the task-centered based hiring decision benefit employees, employees, applicants and disabled job-seekers more than job-centered based hiring decisions? What are the benefits to seek the best employee for each task (task-centered) instead of the most qualified applicant for a particular job? How can employers benefit from a paradigm shift replacing the job-centered with the task-centered hiring perspective? How can the multi-dimensional effects, which different combinations of employees (i.e. teams) on the overall productivity and profitability be measured? How much welfare and unemployment benefits could be saved if employers were aware of the additional benefits when making task or employee based hiring decisions instead of exclusively looking for the most qualified applicant? How can reassigning job-tasks to different employees help applicants to become the most qualified job-seeker despite lacking essential job functions? How could employers be convinced that they'd benefit most from reassigning tasks from different jobs to the employee most qualified for a particular task instead of only looking for the best applicant for a particular job consisting of an arbitrary bundle of tasks?

The job satisfaction of Teachers' play a very important role in self-attitudes and build a strong educational system in any nation. The present study an attempt has been made by the investigators to assess the level of Job Satisfaction of female school teachers working in numerous kinds of Government Aided secondary and higher secondary schools in West Bengal concerning some personal and socio-demographic variables. Researchers randomly selected 250 working female assistant teachers from 16 Government Aided secondary and higher secondary schools under the affiliation West Bengal Board of Secondary & West Bengal Council of Higher Secondary Education in West Bengal. The investigators have developed a self-made questionnaire followed by Likert's five-point scale i.e. Strongly Agree (S.A), Agree (A), Neutral (N), Disagree (D) and Strongly Disagree (S.D). The main objective of the present study that the researcher analyses the satisfactory job level with the help of 17 appropriate research questions of female school Teachers from different Government Aided secondary and higher secondary schools in North 24 Parganas district, West Bengal, India. For the analysis of data Mean, S.D. and t-test has been utilized by the investigators in the present study. The investigator chooses various factors to measure the level of Job Satisfaction of Female School Teachers based on the five-dimensions factor that are Gender variation, Salary & Bonus, Institutional Environment, Adjustment & Cooperation with Colleagues and Attitude towards Teaching. The data were analyzed using both descriptive and as well as inferential statistics and methodology of the study is a mixed type involving interpretative, analytical study of documents, interview, survey questionnaire, observation and study both primary & secondary sources, like books, university news, expert opinion, articles, journals, thesis and websites etc. Finally, meaningful suggestions are offered.

Understanding how the quality of customer service is impacted by employees is essential to managing and improving customer service quality. This article develops a model that looks at the relationship between a series of two important customer service gaps. The first series of gaps (service provider gaps) is a result of the difference betw^een consumers* and employees' expectations based on various dimensions of the customer service encounter. The second series of gaps (service quality gaps) occur ^vhen a difference exists between consumer expectations and the service they actually receive based on specific aspects of the customer service encounter. This study found a positive significant relationship between these two series of gaps. This significant relationship provides empirical evidence as to the importance of keeping employees informed about the expectations of consumers.

- by Allen Klose
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- Business, Quality Management, Services Marketing and Management, Service Quality

— Background: This study focused on the evidence-based research investigating the correlations between the job characteristics, work stress and job satisfaction of the pharmacists serving in the hospitals and the community pharmacies. Methods: The subjects were mainly drawn from pharmacists who served in regional hospitals and community pharmacies in Taiwan, the total valid questionnaires were 190 copies. Regression analysis was adopted for inferential statistics to investigate the correlation between the job characteristics, work stress and job satisfaction of the pharmacists who served in community pharmacies. Results: We concluded that four factors significantly affected job satisfaction of the pharmacists in the community pharmacies (p <0.01); in the meantime, the educational background and job characteristics markedly affected job satisfaction of the pharmacists in the hospital pharmacy (p <0.01). Conclusion: Our study results can be the references for relevant entities during the management of human resources in order to provide a reasonable working environment to the pharmacists.

- by IJAERS Journal
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- Health Sciences, Nursing, Human Resource Management, Job Satisfaction

Understanding how the quality of customer service is impacted by employees is essential to managing and improving customer service quality. This article develops a model that looks at the relationship between a series of two important customer service gaps. The first series of gaps (service provider gaps) is a result of the difference between consumers' and employees' expectations based on various dimensions of the customer service encounter. The second series of gaps (service quality gaps) occur when a difference exists between consumer expectations and the service they actually receive based on specific aspects of the customer service encounter. This study found a positive significant relationship between these two series of gaps. This significant relationship provides empirical evidence as to the importance of keeping employees informed about the expectations of consumers.

- by TODD A FINKLE and +1
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- Quality Management, Services Marketing and Management, Customer Satisfaction, Customer Relationship Management (CRM)

First, the definition of human resource development and how performance management develops employees' abilities will be present. Next part will discuss the importance of training and development from individual and organizational prospects. The third part will list some methods of employee development and analysis their advantages and disadvantages. Fourth part of this essay will present the framework of employee development. Finally, conclusions will be given.