Tools of Management

1 Tools of Management Study Characteristics Title: Improving job fit for mission workers by including expatriate and local job experts in job specification

Results Descriptive Statistics Study 1: There was a significant difference between the ratings of local workers and expatriates. This shows that the criteria were different

Conclusions and Discussion Conclusions To effectively reduce job dissatisfaction, organizations should ensure that employees' job specifications are aligned with their skills and qualifications Critical Analysis:

APA Citation: Manson, J., & Carr, S. (2011). Improving job fit for mission workers by including expatriate and local job experts in job specification. Journal Of Managerial Psychology, 26(6), 465484. doi: 10.1108/02683941111154347

Study 2: There was a high level of variance in job satisfaction, engagement and life satisfaction between local workers and expatriates due to the difference in the degree of fit between the two.

Limitations and Threats to Validity: The duration of the study and methods used to collect the data are not specified.

The research was carried out on a small sample size and only one project. It might therefore not be adequate.

Sample & Selection Criteria: Study Design: Two studies - Study I and II Study I Host nation missionaries = 70 - Local job experts = 22 - Expatriate mission leaders = 25 - Expatriate mission workers = 23 Study II Individual expatriate mission workers = 130 Objectives / Purpose To examine whether in international aid work, job specification and the suitability of an individual for the job affects performance and productivity.

Independent Variables Job specification

2 Work-person suitability Dependent Variables Job satisfaction Engagement Life satisfaction Study Characteristics Title: Organizational Climate and its Relationship to Job Satisfaction in Kuwaiti Industrial Companies

APA Citation:Alajmi, S. (2016).

ORGANIZATIONAL CLIMATE AND ITS RELATIONSHIP TO JOB SATISFACTION IN KUWAITI INDUSTRIAL COMPANIES. Asian Journal Of Management Science And Economic S, 3(2413-0591), 38-47.

Sample & Selection Criteria: Study Design: The study aims to determine whether the job satisfaction and performance of employees are dependent on organizational factors. The questionnaire had 27 items and 9 dimensions, therefore provided a thorough analyisis of the subject Questionnaires were used in the assessment of the level of job satisfaction. 350 questionnaires were administered to six organizations in Kuwait. 293 were filled correctly.

Objectives / Purpose To examine whether there is a

Results Descriptive Statistics Nine dimensions were used to assess the relationship between the climate of the organization and the level of job satisfaction.

Conclusions and Discussion Conclusions When all the nine dimensions are above average, the organizational climate is found to be favorable to employees, and this improves job satisfaction.

Critical Analysis: Limitations and Threats to Validity: The duration of the study is not specified. Secondly, the same nine dimensions are used to measure job satisfaction in all the organizations. This fails to take into account that organizations are inherently different.

3 relationship between the environment of the organization and the job satisfaction of employees. The study also determines which aspects of the organization have the highest impact on the employees' satisfaction.

Independent Variables Organizational climate factors such as leadership and employee motivation.

Dependent Variables Job satisfaction

SUMMARY Improving Job Fit The article seeks to examine whether recruiting candidates who are a good fit for the job has a direct impact on the performance of the organization. This study is done in the context of international donor projects where some of the employees are local workers and

4 some are expatriates. The study finds that local and foreign workers differ significantly in motivation and work engagement. Their expertise and competencies were also different. This therefore indicates that it is necessary to evaluate an individual’s suitability for the role to ensure continued job satisfaction.

Organizational Climate and Job Satisfaction This article explores the connection between the climate of the organization and job satisfaction. Nine metrics are used to evaluate the climate of the organization, these are; the structure of the organization, its objectives, leadership style, communication, work processes, the methods used to assess performance, the fairness of the reward process, support offered to workers and the conflict resolution methods available to employees. This research implies that employees of organizations which score above average in each of these metrics have a higher level of job satisfaction.

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Reference Alajmi, S. (2016). Organizational Climate And Its Relationship To Job Satisfaction In Kuwaiti Industrial Companies. Asian Journal Of Management Science And Economic S, 3(2413-0591), 38-47.

5 http://www.multidisciplinaryjournals.com/wp-content/uploads/2016/04/Full-PaperORGANIZATIONAL-CLIMATE.pdf Manson, J., & Carr, S. (2011). Improving job fit for mission workers by including expatriate and local job experts in job specification. Journal Of Managerial Psychology, 26(6), 465-484. doi: 10.1108/02683941111154347 https://www.emeraldinsight.com/doi/abs/10.1108/02683941111154347