Job Satisfaction At Walden Sport - 1406 Words

Job Attitude Is defined as the way an individual behaves and perceives things and the output he delivers in the job he/she is assigned. This affects his/her production which ultimately determines the organization s success (Brooke, Russell, Price, 1988). According to the success of an individual, attitude is directly proportional to his/her effectiveness. The attitude and perception employees approach their work with is the same determinant of their maximum output. Attitude can also be manipulated by the belief, self-values, and attachment towards the specified task assigned (Brooke, Russell Price, 1988). As the consultant of Walden Sport, the job attitude that needs to be changed is less productivity, turnover, and absenteeism,†¦show more content†¦It usually uses the questionnaire to evaluate nine dimensions: salary benefits, colleague’s interaction, career growth and development, workloads, the mode of communication, the working schedules and procedures which represents genera l view of satisfaction (Kirby Richard, 2000). For each segment or item there are two option choices which are â€Å"strongly agree† and† strongly disagree† or four by additional â€Å"Agree,† or â€Å"somewhat agree† by which the respondent is required to the answer. This data is recorded in the research process to ensure future reference. It is used as a tool to determine the burning issue among the employee that could be a hindrance to their performance (Knopp, 1995). It scores as one of the best job satisfaction evaluation too. For instance, a sample of Job satisfaction survey (JSS) is shown below. 1) Strongly Agree 2) Disagree 3) Vaguely Disagree 4) Agree Strongly, 5) Agree, 6) Vaguely Agree Sample questions: a) My supervisor is harsh (1,2,3,4,5,6) b) We always get promotions (1,2,3,4,5,6) c) I’m happy and contented with my pay (1,2,3,4,5,6) d) I feel I matter in this organization (Walden sports) (1,2,3,4,5,6) Job involvement scale (JIS)-this instrument is known for measuring the employee’s involvement in their specified duties. It is also referred to as Lodahl, and Kejner’s, job involvement scale (Lodahl, Kejner, 1965). It mainly has five methodologies in the scaling level. TheyShow MoreRelatedWalden Sports Case Study1126 Words   |  5 Pagesemployees’ job altitude in Walden Sports, this company wants to make changes to benefit the employees. The main area of concern in this study is performance management and appraisal, work engagement and method of recruitment. 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