what is the reseach of relation ship b/n job satisfaction and performance?
374972
You don't have to be happy with your job to do good work. Nor do you have the ability to do a job to enjoy it. However, if you are well trained, treated fairly, like some of your co-workers, and enjoy it then you will perform at a higher level going beyond what is just acceptable to excellence. Good for you and good for the company.
951213
<>YOu will need to sit down and establish the type of relationaship you want to have with her early on...first thing, in fact.  You need to explain to her what you require of her, and how you will be rating her performance.  If you want it to be strictly professional, you will have to state that.  You are a manager now....exert your authority.  But remember, managers are made or broken by their subordinates.
746556
I found that it usually how you treat and deal with people which results in how they act toward you.  It helps to be friendly and  polite. \n\nDepending on the situtation, some workers will  see you as an impedance or worse as a threat to their job.   Others considered their behaviour as being professional.
44546
Of course there is! Especially if you get to work with people who share the same values you have.  But it's never going to be 100% happy all the time. There will always be conflict but how it's resolved can make a different between a good workplace or a bad one.
1011508
Good  in managing people .\nGood in negotiations.
573401
Motivation and morale works hand in hand. The most important thing is to provide adequate leadership. Leadership is the ability to motivate not manage although some managers are great leaders. Employees work under two different sets of criteria,  the threat and the reward. The threat is when an employee feels that they have to do a job to maintain thier position. In this type of environment an employee will only do what is required of them and no more. A Reward type of management encourages motivation and the employee is more likely to go above and beyond. Motivation also helps deter resignation and termination which both could be very costly for any business. Motivation also inspire creativity in the employee
433150
How work quality raises when evaluations are given
1132547
50% Job satisfaction and 50% money. This ratio would vary depending upon the money and one's living style. If one has money, the job satisfaction factor could be even 100%. If one is below the subsistance level, the money factor could be 100%
212421
The relationship the company has with the public.  Does it create a positive image?
132079
Reputation, trustworthiness, reliability.
354408
I think it depends on what type of manager.  I'm in middle management and feel like I'm basically a glorified babysitter.  I have to make sure my staff is doing their jobs, getting results in a timely manner.  I have to reprimand them when they do wrong and give them kudos when they do good.
73358
Commitment and understanding\n\nansw3r3r
559909
OK, first let me seperate good bosses from bad bosses.\n\nBad bosses think they know everything and aren't afraid to tell everyone so.\n\nGood bosses know most things and have experience behind them to back them up.  The key word is most things.  I know that I don't have all of the answers and admit this to my staff.  I rely on them to correct me if I am wrong.  I don't get upset if a staffer tells me I am wrong, I don't feel stupid or worry about feelings if I am told I am wrong.  I want to know the right answer, not the one I think is right.\n\nNow, as far as doing better or doing more, a good boss will explain the reasons behind why they feel this way.  For example, is the oppoorunity for improvement a competency or a metric?\n\nA competency is subjective, such as "Communicates Well With Customers" or "Is Customer-Service Oriented".  A metric is something you can be measured against, such as "Processed x number of orders in a 3-month period" or "Quality/Accuracy is 99.5%" or "Production and Accuracy is above peer norm".\n\nIf the opporunity for improvement is a metric, there are hard numbers that can used to demonstrate, or create a picture, of where you need to be versus where you are today.  You could, for example, process 10 more orders in one month to bring your production up to what is expected.\n\nIf the opportunity for improvement is a competency, the boss should be providing you with behavioral examples of what is expected versus what is acceptable.  Examples such as this would be something like "In the xyz meeting, you didn't speak up about abc.  If you would have spoken up or brought it to our attention, we may not have made this mistake".\n\nI hope that helps, and please feel free to send me an e-mail to dive deeper into what your specific situation is.
906317
merits> profit, growth and leadership.\n\ndemerits > when u give in to temptations and compromise..\n\n=)
598279
Communication, Organization, and Attitude...
1081019
First, the compensation is very good. Second, the environment is a nice place to work with and the most important the employer, the more the employer give motivations to their employees the more the employees will stay in thier company. Got it.
985083
The mind can be one’s friend or enemy, the cause of both bondage and liberation.\n\nDetachment from the consequences or results of actions performed in the course of one's duty. Being dedicated to work means “working for the sake of work, generating excellence for its own sake.” If we are always calculating the date of promotion or the rate of commission before putting in our efforts, we aren’t detached. We’re working only for the extrinsic reward that may or may not result. Working with an eye only to the anticipated benefits means that the quality of performance of the current job or duty suffers (through mental agitation or anxiety for the future). Events don’t always respond positively to our calculations, hence expected fruits may not always be forthcoming.  It’s been presumed for many years that satisfying basic needs of workers—adequate food, clothing and shelter, etc.are key factors in motivation. However, it’s a common experience that the dissatisfaction of clerks and of directors is identical only the levels of dissatisfaction and composition vary. It should be true that once the basic needs are more than satisfied, directors should have little problem in optimizing their contribution to the organization and society. But more often than not it doesn’t happen that way. On the contrary, a lowly paid schoolteacher or a self-employed artisan may demonstrate higher levels of self-actualization despite poorer satisfaction of their basic needs. \n\nPutting others before oneself, and emphasizing teamwork, dignity, cooperation, harmony and trust; potentially sacrificing basic needs for higher goals. The ego spoils work and the ego’s the centerpiece of most theories of motivation. People don’t need a theory of motivation, but a theory of inspiration.