of Job Involvement on the Job Productivity of female school teachers of Pakistan Anum Javed Abstract This research paper is about studying the impact of job involvement on the job productivity of female school teachers. Job involvement is measured through four independent variables i.e. job satisfaction‚ burnout and stress‚ work-family conflicts‚ family obligations which in turn affect the job productivity. . We used seven points likert scale. The aim of this study is to see how far job involvement
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Some people think job satisfaction is more important than job security. But others believe that people cannot always enjoy their jobs and having a permanent job is more important. Discuss both views and give your opinion. Nowadays，most people have full time jobs and spend most of their adults life time on working. Therefore‚ some people tend to choose a satisfying job than a security one‚ while others convinced that taking a permanent job is more important. This essay will discuss both side
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(HRPD-701) Instructor: Wenlu Feng Lecture 2: Job Analysis and Job Design (Reference reading: Chapter 2 of the text) Job analysis—The procedure for determining the tasks and responsibilities of each a job‚ and the human attributes (in terms of knowledge‚ skills‚ and abilities) required to perform the job. The outcomes of job analysis will be: Job description (what the job entails)‚ Job specifications (what the human requirements are needed for the job). Job analysis is something called the cornerstone
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1. Definition of Job Analysis Job analysis is the systematic method of jobs to identify work activities‚ tasks‚ and responsibilities‚ KSAs‚ working conditions to perform the job. 2. Purpose of job analysis Purposes of job analysis are to identify: • Job description & specification • Recruitment and Selection: • Job evaluation • Job design • Compensation: • Performance Appraisal: • Training: • Compliance with labour law 3. Job analysis process Process of job analysis includes 8 steps
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Introduction What is job design? Job design means to decide the contents of a job. It fixes the duties and responsibilities of the job‚ the methods of doing the job and the relationships between the job holder (manager) and his superiors‚ subordinates and colleagues. According to business dictionary.com job design is a work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design‚ organizations
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Job Analysis I. What is Job Analysis? A. “a process used to identify the important tasks of a job and the essential competencies an individual should possess to satisfactorily perform the job.” (State of Colorado‚ 2002‚ http://www.colorado.gov/dpa/dhr/select/docs/jobanal.pdf). B. “a wide variety of systematic procedures for examining‚ documenting‚ and drawing inferences about work activities‚ worker attributes‚ and work context.” (Sackett & Laczo‚ 2003‚ p. 21). C. methods for learning about
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Job Crafting and Meaningful Work 1 Job crafting and meaningful work Justin M. Berg The Wharton School‚ University of Pennsylvania bergj@wharton.upenn.edu Jane E. Dutton Ross School of Business‚ University of Michigan janedut@umich.edu Amy Wrzesniewski Yale School of Management amy.wrzesniewski@yale.edu Citation: Berg‚ J. M.‚ Dutton‚ J. E.‚ & Wrzesniewski‚ A. (2013). Job crafting and meaningful work. In B. J. Dik‚ Z. S. Byrne & M. F. Steger (Eds.)‚ Purpose and meaning in the workplace
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A Good Job There is a widespread concern over the characteristics of a good job. Different people hold different views according to their own backgrounds. Some people assert that many good jobs will disappear as a result of more and more unemployment. Some people believe that a good job can provide workers with benefits like high salary and welfare. From my perspective‚ a good job can provide us with a sense of satisfaction‚ as well as job security and bring much welfare for us. In the paper
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Contents 1.0 Job Design Job design can defined as work arrangement or re- arrangement focused on overcoming job dissatisfaction and employee alienation arising from mechanistic tasks and repetitive. Organizations try to improve productivity levels by giving non- monetary rewards through job design. Non- monetary rewards such as better satisfaction from a personal achievement in meeting the responsibility of one’s work and increased challenge (Business Dictionary‚ 2013) It also refers to constitute
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Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology‚ Frederick Taylor and Lillian Moller Gilbreth in the early 20th century.[1] Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis‚ the
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