Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
Our Seven Step Exit Planning Process™ will help the owners of businesses ranging from $3 million to $50 million in value, to begin thinking about the Exit Planning process when two streams of thought begin to converge. The first stream is a feeling that you want to do something besides go to work everyday: either you would like to be someplace else—doing something else—or you simply no longer get the same kick out of doing what you are doing.
Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.
If you want to learn more about this topic: https://www.newsteer.com/resources/how-to-give-employee-feedback
The best and fastest way to improve employee performance is to understand why your people don't always do what you expect them to do. This presentation will explain the 10 reasons why your people don't always perform as you would like.
It also provides you with 7 actionable ways you can begin to improve employee performance immediately. Improved employee performance translates into improved business performance.
Turn your average people into good performers and your good people into great performers.
Method of measuring job satisfaction
Generally there are 2 methods
simple global rating and summation
and also a 3rd personal interview for extreme circumstances.
Our Seven Step Exit Planning Process™ will help the owners of businesses ranging from $3 million to $50 million in value, to begin thinking about the Exit Planning process when two streams of thought begin to converge. The first stream is a feeling that you want to do something besides go to work everyday: either you would like to be someplace else—doing something else—or you simply no longer get the same kick out of doing what you are doing.
Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.
If you want to learn more about this topic: https://www.newsteer.com/resources/how-to-give-employee-feedback
The best and fastest way to improve employee performance is to understand why your people don't always do what you expect them to do. This presentation will explain the 10 reasons why your people don't always perform as you would like.
It also provides you with 7 actionable ways you can begin to improve employee performance immediately. Improved employee performance translates into improved business performance.
Turn your average people into good performers and your good people into great performers.
This presentation was prepared to shed some light on Job Satisfaction by the help of different elements those affect job satisfaction. It also include some statistics that shows that How much Satisfied are People at work? This presentation includes EVLN: Responses to Dissatisfaction, relationship of Job Satisfaction and Customers, Organizational commitment, Continuance commitment and Building Organizational Commitment.
We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
Team Members:
Sairaj Hemachandran
Nishka Vikas Gulati
Job Satisfaction | Factors that Cause Job Satisfaction |FaHaD .H. NooR
Job Satisfaction | Factors that Cause Job Satisfaction |
Impact of Job Satisfaction on Job performance
OCB
Customer satisfaction
Absenteeism and turnover
Workplace deviance
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
High performing organisations have several things in common. One of these is that they have an authentic workplace culture; that is, a culture where people are genuine and open and willing to shared and exchange information. This short and informative broadcast will show you how to implement the building blocks for authenticity through performance and developmental conversation.
By the end of this broadcast, you will be able to:
• Understand and apply the five pillars of authentic conversation.
• Build trust and commitment through authentic conversations with colleagues.
• Appreciate the value of an authentic culture based on regular feedback and quality developmental and performance conversations.
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
The Slides contains the details on the Commonly asked HR Interview Questions.
Target Audience: Both Freshers and Experienced Pros.
HR Interviews are conducted for the Candidates who clear the Technical assessments in Interviews.
The HR's decision is the final verdict for selecting the candidates for the suitable job openings.
This presentation was prepared to shed some light on Job Satisfaction by the help of different elements those affect job satisfaction. It also include some statistics that shows that How much Satisfied are People at work? This presentation includes EVLN: Responses to Dissatisfaction, relationship of Job Satisfaction and Customers, Organizational commitment, Continuance commitment and Building Organizational Commitment.
We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
Team Members:
Sairaj Hemachandran
Nishka Vikas Gulati
Job Satisfaction | Factors that Cause Job Satisfaction |FaHaD .H. NooR
Job Satisfaction | Factors that Cause Job Satisfaction |
Impact of Job Satisfaction on Job performance
OCB
Customer satisfaction
Absenteeism and turnover
Workplace deviance
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
High performing organisations have several things in common. One of these is that they have an authentic workplace culture; that is, a culture where people are genuine and open and willing to shared and exchange information. This short and informative broadcast will show you how to implement the building blocks for authenticity through performance and developmental conversation.
By the end of this broadcast, you will be able to:
• Understand and apply the five pillars of authentic conversation.
• Build trust and commitment through authentic conversations with colleagues.
• Appreciate the value of an authentic culture based on regular feedback and quality developmental and performance conversations.
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
Feedback is the breakfast of champions. This session looks at the practical considerations that enable leaders to give powerful feedback that reinforces or changes behaviour. What are the do’s and don’ts when giving team members feedback that make a difference?
The Slides contains the details on the Commonly asked HR Interview Questions.
Target Audience: Both Freshers and Experienced Pros.
HR Interviews are conducted for the Candidates who clear the Technical assessments in Interviews.
The HR's decision is the final verdict for selecting the candidates for the suitable job openings.
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
How do you set expectations for your self and the team your are supervising so as to achieve organizational goals.
Take a few minutes and learn how this can be done
There is nothing more important than hiring the right people into your business.
How are you finding these people?
How do you test them?
How can you be sure they are the best fit for your culture?
This is a presentation that will address your concerns.
Please feel free to ask me any questions at brent@spillly.com
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
The Influence of Marketing Strategy and Market Competition on Business Perfor...
Final report
1. JOB SATISFACTION
2. Questions What is job satisfaction? What are some of the benefits of having a satisfied workforce? What are some of the disadvantages of having a dissatisfied workforce? What causes employees to be satisfied with their jobs?
3. What is Job Satisfaction? An employee’s cognitive and affective evaluation of his or her job overall specific components pay promotions work tasks coworkers supervisors others??
4. Why Should Organizations Care? Organizational Commitment Job Withdrawal Turnover and retirement intentions Work Withdrawal Behaviors to avoid performing one’s work tasks Absenteeism and tardiness Missing meetings Long/frequent coffee breaks Unionization Activity
5. Organizational Commitment Definition An acceptance of organizational goals A willingness to work hard for the organization The desire to stay with the organization
14. Quick Quiz The following questions ask about your satisfaction or dissatisfaction with several things. Consider each item carefully and enter the response the best represents your feelings about the item. DissatisfiedNeutralSatisfied The way people drive 1 2 3 Telephone service 1 2 3 Public transportation 1 2 3 8 1/2 by 11” paper 1 2 3 Your telephone number 1 2 3 No. 2 pencils 1 2 3 The color of stop signs 1 2 3 Self-service gas stations 1 2 3 The size of refrigerators 1 2 3 The people you know 1 2 3 The highways system 1 2 3
15. Herzberg’s Two-Factor Theory Certain things are necessary, but not sufficient, for job satisfaction Motivators -------------------------------------- Hygiene factors Challenge Stimulation Independence Responsibility Variety Satisfaction Pay Security Working Conditions Work Schedule Supervisors Dissatisfaction
16. How Can We Measure Job Satisfaction? Minnesota Satisfaction Questionnaire Faces Scale Job Descriptive Index Job In General Scale Custom-Designed Scales (but beware…)
17. Minnesota Satisfaction Questionnaire (MSQ) 100 items measuring 20 facets of job satisfaction Two general factors Internal vs. External sources of satisfaction Pros reliable, valid measure of job satisfaction Cons very long are there really 20 different facets and/or is it meaningful to have info on each of them??
18.
19. Faces Scale Pros good measure of global job satisfaction good measure to use when reading ability is low Cons too simplistic possibly insulting and/or low face validity for upper-level positions
20.
21. Job Descriptive Index (JDI) Measure of 5 facets of job satisfaction pay, promotions, coworkers, supervisors, work itself Pros Extremely easy to use with all types of respondents Most commonly used measure of job satisfaction normative data available from hundreds/thousands of studies Cons Shouldn’t sum across facets Is there more to job satisfaction than just the 5 facets?
22. YOUR PAY AND PROMOTIONS What are YOUR PAY AND PROMOTION OPPORTUNITIES like? Circle YES if the item describes your PAY AND PROMOTIONS, NO if the item does not describe your PAY AND PROMOTIONS, and ? if you cannot decide. Choose a response for each item. Pay UNDERPAID......................................................... Yes ? No INCOME ADEQUATE FOR NORMAL EXPENSES........ Yes ? No BARELY LIVE ON INCOME.................................... Yes ? No INCOME PROVIDES LUXURIES.............................. Yes ? No BAD.................................................................... Yes ? No HIGHLY PAID....................................................... Yes ? No Promotions GOOD OPPORTUNITY FOR ADVANCEMENT.............. Yes ? No PROMOTION ON ABILITY........................................ Yes ? No DEAD-END JOB........................................................Yes ? No GOOD CHANCE FOR PROMOTION............................ Yes ? No UNFAIR PROMOTION POLICY................................... Yes ? No INFREQUENT PROMOTIONS......................................Yes ? No
23. Job In General Scale (JIG) Developed as a global measure of job satisfaction Similar to JDI Pros quick and easy to use Cons doesn’t give information regarding specific factors
24. YOUR JOB IN GENERAL What is your JOB like MOST OF THE TIME? Choose YES if the item describes your JOB, NO if it does not describe your JOB, and ? if you cannot decide.
