EMPLOYABILITY SKILLS

Employability Skills

Employability Skills

Appraisal System in the organization

Appraisal systems are to provide benefits and rewards to the employees for their performances and achievements. There are certain methods to incentivize the skills of the employees such as; profit sharing, giving breaks, medical facilities, education support for children and other achievements awards.

Need for Power

The desire to control others and influence them (Cropanzano, and Kackmar, 1995). People like that have great power of argument and this power can be either positive or negative and seek to assume leadership positions. Need for Affiliation

It reflects the desire for social interaction, interpersonal contacts, friendships and few conflicts. People with these needs put their relationships above tasks.

Need for Achievement

It is the desire to be excellent, to be better, and to be more efficient and people with these needs like calculated risks, to take responsibility, to set goals. Monetary incentive systems based on the action pattern of Herzberg's Two- Factor theory is the money factor is primarily classified as a hygiene factor.

Motivation theories

The totality of an individual's motives, it is now, the influence decisions, actions, or the like, and thus motivating a person makes. Motivation deals with the factors that people move certain behavior. Motivation can serve as purposeful action is understood (Boswell, and Boudreau, 2001). A person is always motivated when they as a result of certain Actions expected to achieve a specific objective. Intrinsic motivation There can be two basic types of motivation differ. Intrinsic motivation is based on the individual self-determined factors that everyone, even for you considered important (Cropanzano, and Kackmar, 1995). Examples of intrinsic factors are the pursuit of responsible and important activities, freedom of decision, personal development opportunities and interesting job content.

Extrinsic factors are operating from a third party, for example, the context of the supervisor or as typical examples may include increases in salary, commendations, transport, but also punishments such as salary reduction or disciplinary action call (Bladen, 2001).

Motivational factors include a stronger however short-term effect, while intrinsic factors rather achieving long-term effect.

Motivation Theoretical Approaches

Existence needs including physiological and material security needs, such as hunger, thirst, and pay, basic working conditions

Relatedness needs include social, between human needs, such as understanding, acceptance, and recognition.

Growth needs include self-fulfillment, independence, and performance.

Job satisfaction of employees affected is completely different than any that lead to dissatisfaction. If, however, different factors are taken into consideration and if someone is happy or unhappy at work, then it follows that the two feelings are not unlike to each other. The opposite of job satisfaction is not job dissatisfaction but no job satisfaction; well is not the opposite of job dissatisfaction Job satisfaction, but no job dissatisfaction.

Opportunities for advancement

Job rotation Job rotation forms a horizontal job enlargement and has scheduled, regular workplace change (spatially and content) within the same hierarchy level as a result (Bladen, 2001). Job rotation will help reduce the monotony of work activity to decrease and increase the flexibility of the ...