What are the strengths and weaknesses of seeing organizations as Essay - 1

What are the strengths and weaknesses of seeing organizations as purely rational configurations - Essay Example This study will be centered towards analyzing strengths and weakness of considering an organizational configuration as purely rational. There is no such definition that can precisely explain the concept of organizational behavior. Organizational theory can be stated as a concept that helps in studying system of formal organizations and their relationship with external environment. There are various concepts which are included in such study such as leadership, organizational development, organizational behavior, organizational and industrial psychology, human resource studies and management. Organizations have developed from past many years and during due course of time people have witnessed which of them are best firms. Rationalization or scientific management, division of labor and bureaucracy are some well known organizational theories. The term rational basically indicates making a conscious decision and not getting influenced by emotions. Absence of emotional aspect might result into an inappropriate organizational functioning. This study will be focused on determining advantages of rational perspective of a firm and its possible negative consequences. There are two significant factors of rational organizational like formalization and goal specification. Goal specification can be stated as forming guidelines in order to complete tasks and allocate resource appropriately. On the other hand, formalization is a method adopted to standardize organizational behavior. These two procedures results into stable expectations and develops a rational system. In modern world the major area of concern for all firms is to offer equal opportunities to all team members and take practical decisions that are not based on emotional grounds or on any such experience. This study shall reveal dual perspective of purely rational organizations with the support of appropriate

Government and Non-Profit Organizations Essay Example | Topics and Well Written Essays - 250 words

Government and Non-Profit Organizations - Essay Example This will not only provide joint support but will initiate some other ways of improving tourism among the youths and the local people. Some of the governmental agencies which the organization can partner with include Ministry of sports and youth affairs, Ministry of tourism, as well as institutions of higher learning in Kenya. The above mentioned government agencies will be highly meaningful in giving support to the realization of the organization goal in various ways. Ministry of sports and youth affairs is in charge of sporting activities in the country as well as establishing the well-being of youths in the country. It therefore has the influence of youths towards visiting the parks. Ministry of tourism is in charge of promoting tourism in the national and international arena. This will provide an avenue for marketing the organization and formulating policies to the local people as well as to the youths hence creating awareness (Jones, 2005). Institutions of higher learning comprising of universities and middle colleges can arrange tour activities such as picnics and adventures to the Nairobi National Park as they are the centre of excellence where many youths are. Despite the efforts by Nairobi National Park to increase the number of local tourist, there are perceived conflicts which are to arise as it partners with government and other agencies. One of the potential conflicts is on the fee to be charged in the entrance. Most young adults do not have enough money to cater for the higher fees charged hence will conflict with the agencies which may introduce small fees. Additionally, the agencies may want to dominate through imposing policies against the organization. The clash in polices will pose a conflict between the organization and government

Post-Modern Anthropology Dissertation Example | Topics and Well Written Essays - 2250 words

Post-Modern Anthropology - Dissertation Example Postmodern anthropology provided solutions that religion did not fathom to the problem of mental illness. Over long time religion patented that madness could only be controlled but not cured, but with advent of the anthropological theory, â€Å"religion was part of the movement which indicated in spite of everything the presence of reason of madness and which led from insanity to health† (Michael and Richard 1961:394). The understanding of the real nature of madness helped in deriving a way the fear that had been passing down like an evocation of a common nature. Before the adoption of the contemporary anthropology, the society was encapsulated with an error that alienated the people of their freedom and joy. As a result of the theory, madness could cause no more fear and the solitary attitude and character that existed between the sane and the madman disappeared. The use of such theory enabled the understanding of the ancient mythical methods of treatments of such illnesses i n the olden society and also provided the cause of such diseases thereby enabling the acquisition of medication. â€Å"The obscure guilt that once linked transgression and unreason is thus shifted; the madman, as human being originally endowed with reason is no longer guilty of being mad† and can instead now feel morally responsible and respected especially because the disease can be treated. Natural religion which was mostly a local cures’ concern proved effective. It made use of the benevolence of nature to cure.

Reacher paper about A rose for Emily Essay Example | Topics and Well Written Essays - 1250 words

Reacher paper about A rose for Emily - Essay Example This world of the present with its absence of social propriety is strange and unrecognizable to Miss Emily, who has always been kept strictly within the bounds of Old South expectations. Miss Emily’s relationship with the town is therefore one of superior distance because of her social position and isolation as a result of her strangeness. To more fully understand this unique position she was placed in, it is helpful to understand the various cultures involved and how they each served to influence the other. To demonstrate how Miss Emily was a woman trapped by her society, it is necessary to examine the Southern culture as well as the Northern culture before it is possible to compare the two and understand the differences in approaches taken by the characters in the story. Faulkner introduces Miss Emily Grierson as a woman who has been strictly contained within the boundaries of her father’s old Southern ideals. â€Å"None of the young men were quite good enough to Mis s Emily and such. We had long thought of them as a tableau; Miss Emily a slender figure in white in the background, her father a spraddled silhouette in the foreground, his back to her and clutching a horsewhip, the two of them framed by the back-flung front door† (437). This created a situation in which Miss Emily â€Å"got to be thirty and was still single† (437). ... â€Å"Attitudes about class shaped in southern England and in the border regions of Britain coupled with the appearance early on of race-based slavery would produce a class system that consigned blacks to the bottom and that paradoxically appeared to foster both the idea of equality for whites and large differences between upper and lower class whites in terms of power, privilege and wealth† (Beck, Frandsen & Randall, 2007: xxvii). The Griersons become the town’s image of the Old South and, as a result, the town cannot think of Miss Emily in any way other than in her association with the values and traditions of these old ways, meaning she is not able to mingle with the common white people of the town and must always be seen to be upholding the ideals of the past for the rest of the community. After her father’s death, Miss Emily is seen to attempt to break out of the mold he has placed her in through her willingness to date Homer Barron and begin adopting more N orthern ideals. The North was founded and characterized by its mostly Puritan founders who had fled England with a vision of a more equal and less socially rigid and materially oriented society (Woodworth, 2000). Once the Civil War was over, the North had little to rebuild and plenty of factories ready to go to work, with increasing numbers of Southerners fleeing the poverty of the war-ravaged South to find work in the Northern cities. Thus, the North was characterized by growth, progress, energy and new ideas such as women’s suffrage. When Miss Emily is seen in public following her father’s funeral, â€Å"her hair was cut short, making her look like a girl, with a vague resemblance to those angels in colored church

Maritime operations( cellular container ships) Essay

Maritime operations( cellular container ships) - Essay Example Several people are involved in the loading or unloading of a ship. These people are such as the pilot who guides the ship to the dock where it will be loaded or unloaded. This person is important because, without them, the ships would run the risk of running aground or even colliding with each other in the chaos of looking for docking space (Kachel 2008). This person has a good knowledge of the waters and, therefore, is hired by the ship’s master to assist guide the large vessel. The pilot, therefore, serves to protect the ship as well as the marine life. There is also the role played by the ship’s master. This is a senior person in the hierarchy of command of the ship. He/she has the responsibility of ensuring that the cargo within the ship is safely conveyed to its destination and disembarked from the ship in the case of unloading a ship. The other instance that the ship is being loaded with cargo, the ship’s master has to ensure that the safety of the cargo as well as the ship and its crew is maintained. Aside from this, the ship’s master is in charge of liaising with the port appointed representative to ensure that everything is going well (Righetti and Rimaboschi 2008). This simply indicates the role that the ship’s master has to play in ensuring safety of the ship and ship’s cargo. As mentioned above, the ship’s master has to liaise with a port appointed representative. This individual is versed with the experience that the ship’s master will need to offload the cargo. As per the rules of the International maritime Organization (1996), he/she together with the ship’s master is involved in developing a plan that ensures that the entire process of offloading or loading the cargo goes on smoothly. Due to the knowledge of the port, the representative has to ensure that the unloading machinery is availed. The representative also has to see to it that the ship’s master goes through the safety plans and agrees to them. This

Importance of work groups in organizations Essay Example for Free

Importance of work groups in organizations Essay Work groups help members to feel that they belong to a group that is unique and worthy to be in. the group belief that it can perform well as a team and be more effective than when they are apart. The groups develop positive attitude and good behavior which help them to trust each other as they continue contributing to the group. The team ability to face challenge is strengthened and the group feels safe and is able to explore and use their best skill and cooperate to get job well done. The ideas and opinions of group members are appreciated and they understand and respect the qualities that make each one of them unique from the others in order to understand what each one of them is supposed to do. WAYS WORK GROUPS ARE RELATED TO ORGANIZATION OUTCOME The resources available are used efficiently without wastage of any one of them. Time is used well to do the duties allocated to group members and the budget set is well utilized to balance the income and expenditure of the organization. There is increased productivity and less supervision of employees and employees are motivated to perform activities that lead to success of the organization. IMPACT OF MANAGEMENT PHILOSOPHY ON HUMAN RESOURCES MANAGEMENT Management philosophy helps to simplify activities which results to better performance because when the work to be done is simple, employees will be able to do it well and fast leading to high production. Costs go down in the purchase of raw materials and payment of workers and at the end of it all, profits margins will be high because revenue generated will be higher than the costs incurred in production. The basic skills help employees to do the job well and make contribution to the department they are assigned to work in because they will know what they are expected to do and do it perfectly. Employees will also have the full potential and are equipped to deal with changing demand in the organization. Good communication skills help to maintain safety in the work place and serve customers well. Employees are motivated and are satisfied with the job and problems are solved which results to growth in the organization. REFERENCE Odiorne George; Strategic Management of Human resource; Jossey-Bass, 1984.

Inroduction To Companies Etisalat Lanka Business Essay

Inroduction To Companies Etisalat Lanka Business Essay As a consultant of leading management consultancy I am going to do a brief research on the organizations and behavior section. To do this assignment I have selected two companies in the telecommunication industry. One is Etisalat Lanka PVT LTD which is based in Abu Dhabi and operating in 18 countries including Sri Lanka and second company is Lanka Bell Services PVT LTD which is operated only in Sri Lanka. So in this assignment I am going to discuss briefly in their organizations structure and culture areas, and also I am going to discuss about the current leadership styles of the companies. INRODUCTION TO COMPANIES Etisalat Lanka (PVT)(LTD) Sri Lankas first Cellular networks, then called Celltel inaugurated its operations in 1989. A brand name change was done on the 25th of January 2007 and thereafter named Tigo and this was transformed with Milicom disposing its Asian operations. They are now a company fully owned and operated by the giant Emirates Telecommunication Corporation in UAE. It has extended operations to Asian markets such as India, Pakistan, Afghanistan, Indonesia and now Sri Lanka, recording over 100 million subscribers across 18 countries offering opportunities for synergy with their other operations in the region. Etisalat officially commenced its operations in Sri Lanka on the 25th of February 2010. Lanka bell limited Lanka Bell is a telecommunication operator that provides full range of telecommunication service to business and residential customers in Sri Lanka. With the recent introduction revolutionary low cost CDMA (Code Division Multiple Access) technology, Lanka Bell continues to expand its robust modern digital network that currently specializes in internet, data and voice services. Lanka Bell was formed in 1997 as the single largest BOI Company in Sri Lanka. It was subsequently acquired by the privately held diversified conglomerate Milford Holdings (Private) Limited in 2005. Lanka Bell remains firmly rooted in Sri Lanka as a telecommunications giant that continues to challenge the industry through its unparalleled portfolio of services. SECTION 01 The organizations structure and culture Lanka Bell and Etisalat Etisalat and Lanka bell both are running in the telecommunication industry so most of the factors in the culture and structure are same. They both are using functional organizational structure 1.1 Organization structure of Lanka Bell Services (PVT) (LTD) Finance Director SalesMarkt. Board of Directors Chairman Managing Director Customer Service Depart. Technical Mang. HR Admin GM Technical Operation Assistant manager Senior manager General Manager -HR Marketing manager Business Analysis Manager HR Manager- Revenue Assurance DGM control /MIS Area Sales Managers Sales Executives HR Assistants Billing staff Director Internal accountant Director Manager- credit control Director Senior service executives Director Trainer GM IT teams Associates clerical Supervisors Director Customer care Executives Director Internal accountant Director Billing staff Director Organization structure of Etisalat Lanka (PVT) (LTD) 1.3 Organizations culture at Lanka bell and Etisalat There are many definitions for organizational culture but a popular and simple way of defining culture is how things are done around here A more detailed definition is : The collection of traditions, values, policies, beliefs, and attitudes that constitute a pervasive context for everything we do and think in an organization (Atkinson) There are four g types of culture such as: Power culture, Role culture, Task culture and person culture. As both companies are in the telecommunication industry and also both companies are larger companies in Sri Lanka they are following the Role culture. What is Role Culture? Role culture stereotyped as a bureaucracy and works by logic and rationality. Role culture rests on the strength of strong organizational pillars the functions of specialists in, for e.g.; finance, purchasing and production. The work of, and interaction between the pillars is controlled by procedures and rules and coordinated by the pediment of senior managers. Role or job description is more important than the individual and position is the main source of power. (Laurie J. Mullins 8th edition) So role culture is Common in most organizations today. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. The role culture has the benefit of specialization. Employees focus on their particular role as assigned to them by their job description and this should increase productivity for the company. This culture is quite logical to organize in a large organization. Different dimensions of organizations culture in Etisalat and Lanka Bell Profit Orientation In Etisalat and Lanka Bell profit orientation is law because their main target is to give a best service to their customers, they are concerning highly on customer satisfaction and delight People Orientation People orientation is high in Etisalat because they are paying high salary to their staffs and they are also paying special incentives according to their performance, their working environment is very pleasant, they are organizing get to gather parties and motivational programs for their employees but in Lanka Bell People orientation is Law. Team Orientation Team Orientation is high in Etisalat because its employees prefer to work in groups rather in individuals to achieve their sales targets. So team orientation will lead the company to increase their sales. But in Lanka Bell team orientation is Low where their employees are prefer to work as individuals Innovation Innovation is high in Etisalat they are coming with new products quickly, they starts with prepaid connection, after that came with postpaid, launched 3G, broadband and they are going to launch Etisalat TV. But in Lanka Bell it is very low they are rely only in CDMA connection ] Mission statement of Etisalat Lanka PVT LTD To extend peoples reach. At Etisalat, we are actively developing advanced networks that will enable people to develop, to learn and to grow Vision statement of Etisalat Lanka PVT LTD A world where people reach is not limited by matter or distance. People will effortlessly move around the world, staying in touch with family, making new friends as they go, as well as developing new interests. Businesses of all sizes, no longer limited by distance, will be able to reach new markets. Innovative technologies will open up fresh opportunities across the globe, allowing the supply of new goods and services to everyone who wants them. Vision statement of Lanka Bell Be Sri Lankas premier next generation communication Information Technology solutions provider Mission statement of Lanka Bell To provide innovative next generation technological solutions by identifying and meeting customer needs better than any other industry player, while maximizing the growth of our business for the benefit if our stakeholders Impacts and relationships of two companies through their structure and culture Performance for two companies through their structure and culture How organizational theories underpins the practice of management The different approaches used by the management of both companies There many approaches used by the both companies those are : Human relations approach Systems approach Contingency approach Human Relations approach The main emphasis of the classical writers was on structure and the formal organization, but during the 1920,s the years of the great depression, greater attention began to be paid to the social factors at work and to the behavior of employees within an organization that is, to human relations. Human relations approach Emphasized importance of human attitudes, values and relationships for the efficient and effective functioning of work organizations. Systems approach The classical approach emphasized the technical requirement of the organizations and its needs-organizations without people the human relations approaches emphasized the psychological and social aspects, and the consideration of human- needs- people without organizations Attention is focus on the total work organization and the inter relationships of structure and behavior. Productivity is viewed as a function of the interplay among people, structure, and the environment. The organization is a complex social and technical open system that requires human, financial, and material resources. Contributions of Systems Approach To Management:- Under systems approach, managers have a good view of the organization.It gives importance to interdependence of the different parts of an organization and its environment. It foretastes consequences and plans actions. A system thinking warns managers against adopting piecemeal approach to the problem-solving Contingency Approach The contingency approach to organization developed as a reaction to the idea that there are universal principles for designing organizations, motivating staff etc. newer research suggested that different forms of organizational structure could be equally successful. (Class Notes) The contingency approach, which can be seen as an extension of the systems approach, highlights possible means of differentiating among alternative forms of the organization structures and systems of management. (Laurie J. Mullins 8th edition) The organizations structure must be matched to its environment to enhance performance. The optimal form of an organization is contingent on the circumstances faced by that organization including patients, third-party payers, regulators, and personnel. Section 02 Different leadership styles that Etisalat and Lanka Bell are following: Definition Leadership style is the way in which the functions of leadership are carried out, the way in which typically behaves towards members of the group. Both companies are using the Democratic style, and Laissez- faire (Genuine) style because of marketing growth and due to the size of the company, for which the autocratic style is not suitable to follow in the telecommunication industry. Democratic style is where the focus is more with the group as a whole, and there is greater interaction within the group. The leader ship functions are shared with the members of the group and the manager is more part of a team. Laissez- faire (Genuine) style is where the manager observes that members of the group are working well on their own. The manager consciously makes a decision to pass the focus of power to members, to allow them freedom of action to do as they think best, and not to interfere but is readily available if help is needed. There is often confusion over the style of leadership behavior. Analysis of different leadership styles and their effectiveness The democratic leader works with the group to help members to come to their own decisions, the Laissez- faire leader leaves the group alone to do whatever it wants. Both styles are good for both the companies, because there are number of teams, and departments, in both companies. Therefore the democratic style will suite certain departments and teams, when there is a situation where the team members are unable to make a good decision, compared to the Laissez- faire style which will be applicable to departments and teams who are able to make effective decisions rather than relying on the managers decisions. Effectiveness of Democratic Style Risk is low. Managers have experience in making effective decisions; therefore this reduces the risk of making bad or wrong choices. If the ideas are going to be open for everyone, then everyone needs to feel comfortable enough to put their ideas on the table. So there are lots of ideas will generated It takes advantage of the knowledge and expertise of individuals in different areas, for high quality, flexible decision making. Keeps staff informed about everything that affects their work and shares decision making and problem solving responsibilities. Staff likes the trust they receive and respond with cooperation, team spirit, and high morale increasing. Develops plans to help staff evaluate their own performance. Allows staff to establish goals Encourages staff to grow on the job and be promoted Effectiveness of Laissez- faire (Genuine) style The manager provides little or no direction and gives staff as much freedom as possible so it motivates employees. In the telecommunication sector there are lots of sales team so, those teams can do their own works to achieve their own goals, this will increase the sales All authority or power given to the staff and they determine goals, make decisions, and resolve problems on their own. Employees are involved in decisions. This encourages motivation through greater interest and involvement so new ideas are generated. The free reign approach can prove an effective type of leadership when the team has achieved identity and cohesion, resulting in motivated and resourceful team members. In such situations, the sharing of authority and minimal direction empowers team members. Impact that different leadership styles may have on motivation of employees of Etislat and Lanka Bell when they face the technological breakthrough When there is a technological breakthrough that has taken place last week affecting the companies, and the industry as whole, a democratic style leader could consider the following actions to motivate the employees: Introducing the main goal of the given project Encourage team members to communicate openly, honestly and continuously Members should be made aware of the companys economical structure and growth to help them think and produce ideas that are more applicable to the company. Arranging a brainstorming session to collect new ideas to compete with the breakthrough. The ideas collected through the brainstorming session have to go through the new product development process in order to face the new technological breakthrough. Increasing the working hours, and pay the employees more for working overtime. Should produce special incentives according to their performance SECTION 03 3.1 DIFFERENT MOTIVATIONAL THEORIES FOR LANKA BELL Maslows hierarchy of need theory A useful starting point is the work of Maslow and his theory of individual development and motivation published originally in 1943. Maslows basic preposition is that people wanting beings. They always want more, and what they want depends on what they already have. He suggests that human needs are arranged in a series of levels, a hierarchy of importance. (Mullins, pg 257, 8th Ed. 2007). In this motivation theory Maslow has identified the human needs in five main levels. From at the lowest level physiological needs, through safety needs, love needs and esteem needs, to the need for self-actualization. 450px-Maslows_Hierarchy_of_Needs.svg.png Image 01. Maslows hierarchy of need model Herzbergs two-factor theory The Two-factor theory (also known as  Herzbergs motivation-hygiene theory  and  Dual-Factor Theory) states that there are certain factors in the  workplace  that cause  job satisfaction, while a separate set of factors cause dissatisfaction. Herzbergs original study consisted of interviews with 203 accounts and engineers, chosen because of their growing importance in the business world from different industries in the Pittsburgh area of America. He used the critical incident method. Subjects were asked to relate times when they felt exceptionally good or exceptionally bad about their present job or any previous jobs, they were asked to give reasons and a description of the sequence of events giving rise to that feeling. Responses to the interviews were generally consistent and revealed that there were two different sets of factors affecting motivation and work. This led to the two-factor theory of motivation and job satisfaction. (Mullins, pg 261, 8th Ed. 2007). images.jpg Vrooms expectancy theory The model of motivation of Vrooms expectancy theory, particularly as it was extended by Porter and Lawler and supplemented by several other theories. Expectancy theory is a broad theory of motivation that attempts to explain the determinants of workplace attitudes and behaviors. The three major concepts underline expectancy theory are those of Valence, Instrumentality and Expectancy, which form VIE theory. Valance: Valance is a measure of the attraction a given outcome holds for an individual, or the satisfaction the person anticipates receiving from a particular outcome. Instrumentality: Instrumentality is a persons belief about the relationship between performing an action and experiencing an outcome. Determining peoples instrumentalities is important because their desire to perform a particular action is likely to be strong only when both valance and instrumentality are perceived as acceptably high. Expectancy: Expectancies are beliefs regarding the link between making an effort and actually performing well whereas knowledge about valances and instrumentalities tells us what an individual wants to do. We cannot know what the individual will try to do without knowing the persons expectancies. Conclusion Expectancy theory thus defines motivation in terms of desire and effort whereby the achievement of desired outcomes results from the interaction of valances, instrumentalities, and expectancies. Desire comes about only when both valance and instrumentality are high, and effort comes about only when all three are high. 4. Theory X and Theory Y of Douglas McGregor: McGregor, in his book The Human side of Enterprise states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. After viewing the way in which the manager dealt with employees, McGregor concluded that a managers view of the nature of human beings is based Under the assumptions of theory X: Employees inherently do not like work and whenever possible, will attempt to avoid it. Because employees dislike work, they have to be forced, coerced or threatened with punishment to achieve goals. Employees avoid responsibilities and do not work fill formal directions are issued. Most workers place a greater importance on security over all other factors and display little ambition. In contrast under the assumptions of theory Y: Physical and mental effort at work is as natural as rest or play. People do exercise self-control and self-direction and if they are committed to those goals. Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization. That the way the things are organized, the average human beings brainpower is only partly used. On analysis of the assumptions it can be detected that theory X assumes that lower-order needs dominate individuals and theory Y assumes that higher-order needs dominate individuals. An organization that is run on Theory X lines tends to be authoritarian in nature, the word authoritarian suggests such ideas as the power to enforce obedience and the right to command. In contrast Theory Y organizations can be described as participative, where the aims of the organization and of the individuals in it are integrated; individuals can achieve their own goals best by directing their efforts towards the success of the organization. However, this theory has been criticized widely for generalization of work and human behavior. SUITABLE MOTIVATIONAL THEORY FOR MANGERS AT LANKA BELL From the theories mentioned above it is understandable that managers need to pick one or two theories that are more applicable for their own company to work more effectively and generate higher numbers of positive outcomes Therefore based on this assignment manager of Lanka bell needs to pick out a suitable motivational theory in order to run the company with great success. Understanding the needs of Lanka bell it would be advisable that the manager should initially pick Herzbergs two-factor theory due to the following reasons. Why Herzbergs two-factor theory is important? And effectiveness of using Herzbergs two-factor theory Herzberg (1968) saw two basic needs of individuals, and he suggests two factors. The need to avoid unpleasantness, satisfied (temporarily, and in a rather negative way) by environmental factors The need for personal growth, satisfied at work only by motivating factors Environmental Factor or Hygiene factor In this factor Herzberg has explained about the working environment which is company policy and administration, Salary and job security, in this factor he mentioned the main needs of the employers. Motivator factor Motivator factors, on the other hand, create job satisfaction and can motivate an individual to superior performance and effort. These factors fulfill the individuals higher need for a sense of self-actualization or personal growth, and include: Status Advancement Gaining recognition Being given responsibility Challenging work Achievement Growth in the job Effectiveness of using Herzbergs two-factor theory Herzberg encouraged managers to study the job itself (nature of tasks, levels of responsibility) rather than conditions of work. Dissatisfaction arise from environment factors-satisfaction can only arise from the job. If there is sufficient challenge, scope and interest in the job, there will be a lasting increase in satisfaction and the employee will work well; productivity will be above normal levels. the extent to which the job must be challenging or creative in order to provide motivation will depend on each individual, his ability, his expectation and tolerance for delayed success. CONCLUTION