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Volume 16 |
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What motivates staff to perform? Is their work interesting? Is it meaningful? Does it stimulate responsibility? Lead to satisfaction? Are they involved in decisions affecting their work? Recognized for their achievement? Are job-related needs being met? Thirty-thousand readers of Working Woman magazine recently ranked “interesting and challenging work” as the number one aspect of a satisfying job. While I hate to make an assumption, I bet most of the readers were women. Hence, the inference follows. Employees, especially women, in our practices find satisfaction in a great job. Stop at any Barnes and Noble or airport book store and you’ll find dozens of books written on leadership, job satisfaction, employee motivation, shark swimming, and effective habits. But what makes a great job? The answer can be found in a well-researched job design model that can help practitioners answer these questions. Job design refers to organizing tasks, duties, and responsibilities into a productive unit of work. It involves designating the content of the job so that it results in positive outcomes for the employee and the organization. Good job design results in achievement for the employee, influencing performance, job satisfaction, and motivation. Good job design can lower business costs due to reduced staff turnover and absenteeism. It can positively affect both physical and mental health of the staff and doctors.
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October is Halloween Safety Month |
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Risk Of Macular Degeneration Influenced By Variation In 3 Genes |
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This month, we ask three questions about staff job satisfaction.
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“The difference between a successful person and others is not a lack of strength, but rather a lack of will.” — Vince Lombardi |
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iNEWS, published by Williams Group™, is a free resource to members of the optometric community. You don't have to be a client to receive these valuable insights on the optometric market. |
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