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    Principles of Management - Homework ch15 - Class G10

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    athu9a1
    June runs a small business selling beauty products and believes that making her 10 employees happy will lead to higher performance. She allows flexible work schedules and having meals in the office. However, she has not observed improved performance despite generous salaries and rewards. As an expert in business management, I will explain to June that while employee happiness is important, the specific ways she tries to achieve it may undermine performance and accountability. Maintaining reasonable standards of discipline, oversight, and clear objectives is needed to effectively link job satisfaction and performance. The relationship between the two is also not solely one directional.

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    Principles of Management - Homework ch15 - Class G10

    Uploaded by

    athu9a1
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    June runs a small business selling beauty products and believes that making her 10 employees happy will lead to higher performance. She allows flexible work schedules and having meals in the office. However, she has not observed improved performance despite generous salaries and rewards. As an expert in business management, I will explain to June that while employee happiness is important, the specific ways she tries to achieve it may undermine performance and accountability. Maintaining reasonable standards of discipline, oversight, and clear objectives is needed to effectively link job satisfaction and performance. The relationship between the two is also not solely one directional.

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    Principles of Management – homework ch15 – class G10 –

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    June runs a small business selling beauty products and believes that making her 10 employees happy will lead to higher performance. She allows flexible work schedules and having meals in the office. However, she has not observed improved performance despite generous salaries and rewards. As an expert in business management, I will explain to June that while employee happiness is important, the specific ways she tries to achieve it may undermine performance and accountability. Maintaining reasonable standards of discipline, oversight, and clear objectives is needed to effectively link job satisfaction and performance. The relationship between the two is also not solely one directional.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    15 views1 page

    Principles of Management - Homework ch15 - Class G10

    Uploaded by

    athu9a1
    June runs a small business selling beauty products and believes that making her 10 employees happy will lead to higher performance. She allows flexible work schedules and having meals in the office. However, she has not observed improved performance despite generous salaries and rewards. As an expert in business management, I will explain to June that while employee happiness is important, the specific ways she tries to achieve it may undermine performance and accountability. Maintaining reasonable standards of discipline, oversight, and clear objectives is needed to effectively link job satisfaction and performance. The relationship between the two is also not solely one directional.

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    © All Rights Reserved
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    June runs her own small business, selling beauty products for women.

    She hires 10 employees in


    different roles such as procurement, marketing, accounting, and sales. “Making employees happy
    will lead to higher performance” – believing in the relationship between job satisfaction and job
    performance, June attempts to make her employees happy. They can go to the office late or go
    home earlier if they need to pick up their children from school. June lets them have breakfast or
    lunch inside the office because it is convenient and comfortable for her employees. She offers
    generous salaries and rewards for the staff even though sometimes the company cannot reach the
    target revenue. Her employees are happy, and they satisfy with the jobs here. However, June has
    not observed a rise in performance from her staff. She wonders if there is an unknown about
    relationship between employee job satisfaction and their job performance.

    As an expert in business management, you will explain to June why she could not see the
    correlation between job satisfaction and job performance as her expectation.

    I want to remark that while June's assertion that "Making employees happy will lead to higher
    performance" is not incorrect, the manner in which she does this is ineffective for her employees'
    enhanced productivity.

    First, even while we want to make sure that our employees are happy, our company also has to
    maintain high standards of discipline that are reasonable for our employees. The punctuality is
    one of the most important factors that will lead to the success of the business. While giving
    employees some flexibility with their work schedules may increase employee happiness, it's
    important to establish a balance between freedom and responsibility. Employees may lose
    motivation or inclination to give their best effort if there is no oversight or monitoring.
    Accountability may be maintained by frequent check-ins, progress reports, and feedback
    sessions.

    Second, June should reconsider allowing her staff to have lunch in the office. Perhaps those who
    have breakfast or lunch at work will find it convenient and pleasant. But what about other
    people? Disgusting stench will be produced by the combination of the smells of the dishes
    brought into the gathering. The others will have low job satisfaction as a result of this.

    Thirdly, for the success of business, a well-stated aim is essential. It becomes difficult to
    objectively assess work performance if there are no clear objectives, responsibilities, or
    deadlines. As a result, it is challenging to determine whether employees are living up to or
    surpassing those standards.

    Finally, it is important to note that the relationship between job satisfaction and job performance
    is not solely one-directional. Job satisfaction can contribute to job performance. It’s also possible
    that job performance influences job satisfaction. Elevated levels of job performance, such as
    receiving, recognition, or achieving goals, can enhance job satisfaction. For example, if a seller
    reaches the targets of that month, that seller can have big rewards in the month.

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