According to Grant and Parker (2009), work motivation helps in building an effective internal environment and accordingly, enhances the attachment of employees with an organization. Job design prevalent within an organization is likely to increase the ability of employees to perform better. Furthermore, this is even identified to be developing psychological factors that may be accountable for creating dissatisfaction among employees. Correspondingly, job design and work environment are likely to affect the behavioral attributes of the employees by affecting their ability to perform. By developing the behavioral attributes of the employees, an organization will be able to increase job satisfaction among the employees.
Additionally, this would reduce the chances of absenteeism among the employees and would reduce the number of labor turnover (Lumley, Coetzee, Tladinyane and Ferreira, 2011; Grant and Parker, 2009). According to Lumley et al. (2011), the organizational commitment of the employees is majorly related to the level of satisfaction with the task they perform. The degree of satisfaction is likely to increase the interest of the employees towards the task they perform and further increase their credibility to gain new heights.
Organisational safety could only be ensured by providing job safety to the employees. Organisational psychology helps in developing the attributes that lead to employee satisfaction, which in turn assist in improving the ability of an organization to conduct operations leading to a sustainable domain (Lumley et al. , 2011). Employees’ attachment with the task they perform will aid in improving their capability to perform. In this respect, organizations are majorly inclined to create a workplace environment that provides more security. A work environment where employees work with cooperation will have a greater level of engagement and fewer situations of conflicts.
However, it is noted that many organizations and their policy maker pay less attention to the job design that is prevalent within the organization (Grant and Parker, 2009).
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