What Is Resource Management?
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BIOCHEMISTRY CURRICULUM, Lecture note on Statistics for Physical, Lecture note on Statistics for Physical
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- Low trust Low trust in organization leads to tight control which in turn makes the subordinates to behave illegitimately. Role ambiguity
- Zero - sum reward system
- High performance pressures
- TACTICS USED TO GAIN POLITICAL POWER
- Control over information
- Control over communication channels
- JOB SATISFACTION DEFINITION
- DETERMINANTS OF JOB SATISFACTION
- Organizational variables
- Opportunities for Promotion
| High self - monitors
Skilled in political behaviour High Machiavellian personalityProactive and prone to manipulate situation in their favour Investment in organizationInvestment in terms of expectations forces the individual to use illegitimate means. Perceived job alternatives Organizational factors Reallocation of resources The reallocation or resources is necessary when the resources available either increase or decrease. These situations force the individuals to resort to politics. Promotion opportunitiesNormally, the opportunities for promotion or advancement are lesser than the candidates expecting promotion. This situation leads to competition and thereby political behaviour by the competing candidates. Low trustLow trust in organization leads to tight control which in turn makes the subordinates to behave illegitimately. Role ambiguityThe unclear expectation from the employee makes him to act politically. Unclear performance appraisal systemEmployee does not know what to do? And to what level of perfection he has to do? etc., under the unclear performance appraisal system. This situation creates ambiguity and leads to political behaviour. Zero - sum reward systemThe win - lose approach in reward allocation is called zero - sum approach. People perceive that they won double if others lose. Therefore, this situation makes people take the chance, even through illegitimate means. Democratic decision makingThe traditionally autocratic managers cannot make the decisions democratically in its true sense. Therefore, they refer the issues to committees and commissions to offer recommendations, and finally they make the decisions as they desire. High performance pressuresHigh performance pressures make the people to find short-cuts and politics to show superfluously high performance or through window - dressing. The political behaviour by the top management with rewards encourages the people at the lower level to resort to politics. TACTICS USED TO GAIN POLITICAL POWERBargaining or Trade - offIt refers to negotiation of a quid pro quo [this for that] agreement between two groups. Each party to the conflict offers some benefits to the other so that there can be some stability in their relationship. CompetitionThe resources at the command of the organization are limited. Various groups compete with each other to have a greater share of such resources. For this, they try to influence the criteria used as the basis for resource distribution in the form of funds, space, support staff, etc. Co-optationCo-optation occurs when a group gives some of its important positions to members of other groups or includes them in its policy - making committees. It is a temporary alliance of a number of individuals or groups who combine their efforts and energy for their common goals. For example, National Democratic Government was formed in India on the basis of coalition arrangement between a numbers of political parties. By forming a coalition, the members are able to increase their power or area of influence. PressureIt is a hostile method of gaining power. For example, a trade union might threaten a strike or slow down if the management does not accept its demands. In a similar vein, the management might threaten a lock - out in the factory if the trade union does not accept its terms. Control over informationIt is very much a part of political behaviour to control the dissemination of critical information to others. Releasing good or bad news when it is likely to have its fullest impact can promote someone's self interest and may ruin the hopes of others. Control over communication channelsPeople who are in lower level positions but have some control over the channels of communication can acquire considerable political power. For example, the secretary may have considerable power in deciding who sees the boss and who doesn't at a given time. JOB SATISFACTION DEFINITIONJob satisfaction is defined as "the extent to which people like [satisfaction] or dislike [dissatisfaction] their jobs" . This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits." DETERMINANTS OF JOB SATISFACTIONJob satisfaction is a multi-variable and indescribable concept. There are number of factors that influence job satisfaction of employees. These factors can be classified into two categories viz. organizational and personal variables. Organizational variablesWages Wage can be described as the amount of reward that a worker expects from the job. Wages are an instrument of fulfilling the needs as every worker expects to get an appropriate reward. The wages are supposed to be fair, reasonable and equitable. A feeling of job satisfaction is felt by attaining fair and equitable rewards. Nature of WorkJob satisfaction is highly influenced by the nature of work. Employees are satisfied with job that involves intelligence, skills, abilities, challenges and scope for greater freedom. Job dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustration and failures. Working ConditionsEmployees are highly motivated with good working conditions as they provide a feeling of safety, comfort and motivation. On contrary, poor working conditions brings out a fear of bad health in employees. Job ContentFactors like recognition, responsibility, advancement, achievement etc can be referred to as job content. A job that involves variety of tasks and less monotonous results delivers greater job satisfaction. A job that involves poor content produces job dissatisfaction. Organizational LevelThe jobs that are at higher levels are viewed as prestigious, esteemed and opportunity for self-control. The employees that are working at higher level jobs express greater job satisfaction than the ones working at lower level jobs. Opportunities for PromotionPromotion can be reciprocated as a significant achievement in the life. It promises and delivers more pay, responsibility, authority, independence and status. So, the opportunities for promotion determine the degree of satisfaction to the employees. Work GroupThere is a natural desire of human beings to interact with others and so existence of groups in organizations is a common observable fact. This characteristic results in formation of work groups at the work place. Isolated workers dislike their jobs. The work groups make use of a remarkable influence on the satisfaction of employees. The satisfaction of an individual is dependent on largely on the relationship with the group members, group dynamics, group cohesiveness and his own need for affiliation. Leadership StylesThe satisfaction level on the job can be determined by the leadership styles. Job satisfaction is greatly enhanced by democratic style of leadership. It is because democratic leaders promote friendship, respect and warmth relationships among the employees. On contrary, employees working under authoritarian and dictatorial leaders express low level of job satisfaction. Personal variablesDownload 402.5 Kb. Share with your friends:
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