英国论文代写:员工的工作保障

16 5月 英国论文代写:员工的工作保障

英国论文代写:员工的工作保障

同样,埃维,Luthans和延森(2009)指出,承认和奖励员工,他们缺乏触发性能不按照组织的标准,他们开始考虑应力之间的一种感觉。因此,他们的动机对他们的角色和职责也受到负面影响,这种负面影响降低了组织的生产力水平。根据明星雄鹿队(2015),最好的例子,管理工作场所的压力,可以观察到星巴克在英国附近经营。本公司认为其雇员为合作伙伴,他们的薪酬包已根据员工的需要和要求设计。由于定制的奖励和承认员工作为他们的合作伙伴,该公司高度激励其员工,并避免其中产生压力。

另一个重要的原因是应力在工作场所缺乏工作保障(孔蒂et al,2006)。根据这些作者,如果员工提供工作保障比他们对工作职责的动机也会增强他们争取最好的在最有利可图的方式实现组织的目标;但是,如果员工不一定对他们的工作保障,那么元应力已其中反过来也会影响组织的盈利能力创建。鉴于Halpern(2005),当员工认为这份工作对其职业生涯发展的比那更重要的工作提供了保障,这项工作安全发展利益其中为了实现组织的目标,这样的员工是一个组织的战略资产。然而,如果员工在工作中找不到任何职业发展的话,他们就会开始承受压力,这对组织在市场上的表现有负面影响。

根据Tesco(2008),以乐购为例,可以更好地理解员工在职业生涯发展中的压力。在英国经营的零售商店为员工提供频繁的培训项目,而不考虑性别歧视。这种做法的商店不仅避免了其员工的压力,但也提高了性能的商店在提供卓越的零售服务,以客户。

英国论文代写:员工的工作保障

Similarly, Avey, Luthans and Jensen (2009) stated that Lack of acknowledgements and rewards triggers a feeling among employees that their performance is not according to the standards set by an organization and they start taking stress. Consequently, their motivation towards their roles and duties also gets influenced in a negative manner and this negative influence lowers down the productivity level of organizations. As per Star Bucks (2015), the best example of managing stress at workplace can be observed from Starbucks operating in the vicinity of UK. The company considers its employees as partners and their pay package has been designed as per the needs and requirement of employees. As a result of customized rewards and acknowledging employees as their partners, the company has highly motivated its employees and avoids creating stress among them.

Another important cause of stress at workplace is a lack of job security (Conti et al, 2006). As per these authors, if employees are provided with job security than their motivation towards job responsibility also gets augmented and they strive best to achieve organizational goals in a most lucrative way; however, if the employees are not certain regarding their job security then element of stress has been created among them which in turn also affects the profitability of organizations. In view of Halpern (2005), when employees considers a particular job more important to their career development than that job provides security to them, this job security then develops interest among them to achieve organizational goals and such kind of employees becomes strategic assets for an organization. Nonetheless, if employees do not find any sort of career development within their jobs then they start taking stress which has a negative impact on the performance of organization in the market place.

In accordance with Tesco (2008), managing stress at workplace with the help of career development of employees can be better comprehended from the example of Tesco. The retail store operating in UK provides frequent training programs for its employees regardless of gender discrimination. This practice of the store not only avoids stress within its employees but also improves performance of the stores in terms of offering superior retail services to customer.