ORGANIZATIONAL BEHAVIOUR

Submitted to:

Assignment no: 1st Topic:

Submitted by: Arooj Shabbir Ali Hassan Kazmi Mouna Koser Arshad Hussain Date: (MHRM 43-A) (MHRM 03-A)

Literature Review
A literature review ensures that you are at least familiar with the body of research in your field before starting your own investigations. Writing a literature review also provides practice in critical thinking. Once you have applied critical thinking skills to the findings of past researchers, you are in a better position to apply these same skills to your own work. All the details in a review should be synchronized in such a manner that it will not leave any flaw in the readers mind. As a review tells us what has already find out about a specific problem so it will help the future researcher to plan out their framework in different dimensions using different type of variables in the different situations to reach the result.

We have learned that we live in a society that is complex, diverse and rapidly changing

No man is an island . . . each is a part of the whole. As we have dealt with diversity and differences over our life time that has been our greatest lesson learned.

Diversity

The host of individuals differences that make people different from and similar to each other. Diversity represents the multitude of individual differences and similarities that exist among people. There are three important issues about managing diversity. 1. There are many different dimensions of components of diversity. This implies that diversity pertains to everybody. Diversity pertains to the host of individual differences that make all of us unique and different from others. 2. Diversity is not synonyms with differences. Rather it encompasses both differences and similarities. It deals with both of them simultaneously. 3. Diversity includes the collective mixture of differences and similarities, not just a few pieces of it. Dealing with diversity requires managers to integrate the collective mixture of differences and similarities that exist within an organization.

Diversity Stratums
A team of diversity experts identified four layers of diversity to help distinguish the important ways in which people are different from each other. Taken together these layers define your personal identity and influence how each of us sees the world. These 4 layers of diversity are shown by a diagram as follows:

The following are brief explanations of these primary categories of diversity.

Personality
Personality is at the canter because it represents a stable set of characteristics that are responsible for a persons identity

INTERNAL DIMENSIONS
These dimensions are also known as primary dimensions of diversity. These dimensions for the most part are not within our control but they strongly influence our attitudes, expectations and assumptions about others which in turn influence our behaviour. They include an individuals race, age, gender, sexual orientation, physical ability and ethnicity.

EXTERNAL DIMENSIONS
The next layer of diversity is composed of external influences which are also known as secondary dimensions of diversity. They represent individual differences that we have a greater ability to influence or control. They include an individuals geographic location, income, habits, religion, education, work experience, appearance, parental status and marital status.

ORGANIZATIONAL DIMENSIONS
An organizational dimension is the level of awareness about the external layer of diversity that can cause either negative or positive feelings among employees. The final layer of diversity includes organizational dimensions such as seniority, work location, union affiliation, management status, classification, work content and unit group.

AFFIRMATIVE ACTION
Focuses on achieving equality of opportunity in an organization.

VALUING DIVERSITY
Emphasises the awareness recognition, understanding and appreciation of human differences.

MANAGING DIVERSITY
Creating organizational changes that enable all people to perform up to their maximum potential.

JOB SATISFACTION
Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.

Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Job satisfaction is a positive attitude towards ones job. A few important definitions on job satisfaction are as follows: According to Feldman and Arnold, Job satisfaction will be defined as the amount of overall positive affect (or feelings) that individuals have towards their jobs. Locke defined job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. According to Davis and New Storm job satisfaction is a set of favourable or unfavourable feelings with which employees view their work.

DETERMINANTS OF JOB SATISFACTION

Different factors affect the job of an individual. The most common factors include the pay of an employee and the chances of promotion in that company. Quality supervision establishes a cordial and supportive personal relationship. Supportive colleagues and working conditions facilitate the employees largely in doing their job comfortably, efficiently and effectively.

MEASURING JOB SATISFACTION

There are a number of ways of measuring job satisfaction. The most common are as follows. Single global Rating: The employees are asked a question in this way and are expected to choose one of the five answers. The question maybe rated from highly satisfied to highly dissatisfied and the employees have to rate the answer to the question. Summation Score: The summation score considers employees attitude towards various aspects of the job. The important aspects of the job that would be included for rating score are nature of the work itself, supervision, pay, promotion opportunities and relationship with co-workers. The scores given to each of these aspects are then added up to create an overall job satisfaction score of an individual employee.

JOB DISSATISFACTION
There are consequences when employees like their jobs and when they dislike them. The different responses by employees are as follows.

Voice
Dissatisfied employees start raising their voices to improve the conditions that cause dissatisfaction to them.

Loyalty
The employees wait for conditions to improve.

Neglect
In case the conditions seem not likely to improve, they allow conditions to worsen in the form of increasing shirking of responsibilities, absenteeism, lateness, mistakes, errors, etc

Compliance/ quit
They either comply with the job or they break and quit the job.

REFERENCES

www.david-kilgour.com/mp/pakista4.htm www.linkageinc.com/.../Denison_Consulting_Workplace_Diversity_Is_National_or_Organiz ational_Culture_Predowww.linkageinc.com/.../Denison_Consulting_Workplace_Diversity_I s_National_or_Organizational_Culture_Predominant.pdf Images for job satisfaction surveys humanresources.about.com/.../employeesurvey1/Employee_Satisfaction_Surveys Smith, 1992Smith C.A. (1992). Job satisfaction, work place environment, and personality traits as a source of influence on helping behavior. A social change perspective. Plz write down the book nd autherz name too as a reference