Suchergebnisse

Success of an organization is connected to employees' motivation and their satisfaction. Motivation growth in an organization is directly influenced by employees' communication at all levels. The subject of the survey is employees' satisfaction with communication in an organization. The aim of this work is to find out how 500 employees in Nis region estimate communication in an organization, the communication influence to the work motivation and work satisfaction in organization, how the employed managers value the superiors' communication to the employees, and which aspect of communication they are satisfied with, as well as how the employees and managers value the superiors' communication with the employees and which aspects of communication they are satisfied with. In the work the first to be analyzed were the relevant theoretical attitudes on the influence of employees' communication and communicational pleasure amongst them. The results of the realized empirical survey show that even though the employees at all levels in organization are definitely conscious of the importance of communication in organization, the managers have more positive attitude than the employees concerning the influence of certain communication on the work motivation and job satisfaction. There are remarkable differences in estimating satisfaction with certain aspects of communication, too, and the higher the position level of the observed in the organizational hierarchy is the more positive attitude on communication as a motivational factor in communication satisfaction is.

Abstract
The paper proposes a structure of a composite Index of Local Government Employees Satisfaction (ESI) in Poland. The index provides a based on four sub-indices synthetic assessment of the level of employee satisfaction with the employment in local government offices. The sub-indices have been constructed using an exploratory factor analysis with the VARIMAX one. The ESI and sub-indices values have been normalized in the range of [0–100%], wherein higher ESI values indicate higher employee satisfaction. The proposed approach is used to assess the level of employee satisfaction with the employment in some local government units in the West Pomerania province. The analysis was based on the results of the measurements made in 2009–2010 by comparing the results of two groups of employees separated on the basis of a criterion of their place of employment.

Purpose - This study aims to determine the relationship between career development opportunities available to the employees and their job satisfaction. The study is focusing on private banks in Karachi. Methodology/Sample - For this paper, survey was conducted by using structured questionnaire that were administered through e-mail and by distributing to five hundred respondents from five private Banks situated in Karachi. Hypothesis testing has been done by use of Chi-Square test. Sample size for the study is 395 and the sampling procedure used is convenience based. Findings - The study determined that there is positive relationship between career development and employee job satisfaction in banking sector. Employees are satisfied with career development activities that are offered at their organizations. Corporate world has become more competitive hence employees have become more conscious to career development. Practical Implications - The findings of the research is beneficial for management of banking sector to design career development programs in such a way that increase the job satisfaction and promote work environment among employees in Pakistan. Research Limitations - Data confidentiality policy of organizations, time constraint and unavailability of concerned personnel at the time of interviews were limitations in some cases while gathering data.

Employees choosing careers with community-based non-profit human services organisations engaged in meeting human needs expecting intrinsic satisfaction often find that the same care and commitment espoused in mission statements are not reflected internally as a commitment to employee satisfaction. These frontline workers are at risk of becoming disillusioned by increasing demands for compliance, internal and external disparities in salaries, unpaid work hours and difficulties in achieving outcomes. Using Herzberg's two-factor theory as a framework, this article incorporates a systematic review of literature per the discipline of evidence-based research to examine the potential of applying non-monetary satisfiers to invigorate the human services workforce. The article, which includes recommendations for management, focuses on the environment for frontline workers and includes creating a flexible workplace as well as implementing best practices for intentionally engaging employees in decision making and problem solving. The article has global relevance for staff retention and job satisfaction issues.