Group Interaction Research Paper

Pages: 8 (2307 words)  ·  Bibliography Sources: ≈ 3  ·  File: .docx  ·  Level: Master's  ·  Topic: Careers

SAMPLE EXCERPT . . .
The reason why Herzberg identified these as factors as the source of job dissatisfaction is because according to him, the opposite of satisfaction is no atonement but it is not satisfied. And Dissatisfied is not dissatisfied. While this may look like alteration of the words or playing with words, but Herzberg insists that these are two distinct quality human needs that a human portray (Dessler, 2008).

A role of a manager or an employer is to render opportunities to increase job satisfaction and job performances of an employee, but in order to render opportunities the employer has to address the factors that impact on employee satisfaction. Also, the author agrees with the article and considers that the monetary hikes only meets with the "Job context" factor, whereas, the "Job content" factor renders more depth, growth, recognition of an individual and makes him feel valued and content with the establishment (Dessler, 2008).

The author of the article "Why pay raise is not everything" also indicates toward the small scale industry have an advantage over giant corporate wherein, they don't have to attract talents based on only monetary gains. It is likewise observed that if an organization saves on hiring people by drawing them on a monetary basis, then it is more likely that the employee will wave away the company once an individual gets a better opportunity. Hence, it is critical for organizations to meet both the job context and job content factors of an employee to reduce turnover ratios. Researcher Professor Kulik also mentioned that as far as both the constituents are gathered the employees are unlikely to pass on the company only on the basis of Pay (Dessler, 2008).

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Adams (Equity Theory)

Basic Proposition of Equity Theory

Research Paper on Group Interaction Assignment

Adam's equity theory should be considered when a manger is aiming for motivation boost, employee satisfaction etc. It is also very important for a manager to consider the balancing and unbalancing factors of contribution and production of the employees. Normally, in the group dynamic theory of Adam employees' contribution is brought up with the term Input and production is referred with the term "Output." Below are the important "inputs" usually an employee needs to make towards the organization (Kreitner and Kinicki, 2007).

1.

Capability to do his/her job

2.

Prompt adaptability in the organizations paradigm

3.

Tractability

4.

Patience

5.

Determination / motivation

6.

Enthusiasm to accomplish task or job.

7.

Firm Commitment towards his/her work and the company.

8.

Productiveness

9.

Devotion

Outputs noticeable and immaterial bonus or pay rewarded for the individual should be on the basis of his/her inputs. The Outputs are outlined below (Kreitner and Kinicki, 2007):

1.

Job Surety

2.

Employee welfares

3.

Appreciation for the Tasks completed

4.

Responsibility assigned to an individual

5.

Appraisal received etc.

Employees often compare themselves with their colleagues' performances and analyze the inputs and outputs received by the employees. This is to acknowledge and note if the company is treating them justly. Although employees render services to balance their inputs and outputs, but perhaps, the answers are not always gratifying. Hence, it is majorly important for the manager to strike right balance between the employees and treat them fairly but understanding the employees plus and minuses. They should recognize their attempts and should praise, motivate them accordingly. Managers should award the employee, according to the efforts made by the employee and they can also propel them by attaching an award for their performances. Managers can always lay out goals and propel them to do better. Although the article also indicates that a just treatment among the employees is dependent on the manager, as the management gives the responsibility to the manager to treat all the employees fairly and will distribute the rewards evenly between the employees (Kreitner and Kinicki, 2007).

Conclusion

The Summary of three group dynamic theories:

In many organizations the modern development theories of group dynamics has not been introduced. So many still tend to utilize the monetary pays to attract talents to their company. Nonetheless, what the organizations are giving amiss is the importance of motivation to the employees through job content factors. Although, many detailed theories have been brought out and carried out in the group dynamics studies of motivation, determination, self-contentment and self- realization. As mentioned earlier all of these theories and interactions has been applied, experimented and implemented in the different stages of the lives of the people. However, Maslow's hierarchy of needs theory gives more attention to the employee's needs, demands and requirements. It is a standard form of hypotheses whereas, Herzberg's Two factor theory is based the significance of the managers motivating their employees and taking care of diminishing the incompatible behaviors of the employees which does not match with the company's paradigm.

References

Certo, C., and Certo, S. (2008). Modern Management: Concepts and Skills. (11… [END OF PREVIEW] . . . READ MORE

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