Research on this shows 4 key facets that effect performance and morale. - having clear goals - knowing what you boss wants you to do
- participation - having a meaningful voice in decision making - meaningful and challenging tasks
- good team cohesion Chesney and rosenman [1980]
highly-driven mployees who wish to have greater control over their environment where found to have higher blood pressure in environments that lacked autonomy.
Easy-going employees who liked clarity prefer the less autonomous environments.
French et al [1982] therefore people fit into different environments in different ways.
- participation - having a meaningful voice in decision making - meaningful and challenging tasks
- good team cohesion Chesney and rosenman [1980]
highly-driven mployees who wish to have greater control over their environment where found to have higher blood pressure in environments that lacked autonomy.
Easy-going employees who liked clarity prefer the less autonomous environments.
French et al [1982] therefore people fit into different environments in different ways.
Research on this shows 4 key facets that effect performance and morale. - having clear goals - knowing what you boss wants you to do
- participation - having a meaningful voice in decision making - meaningful and challenging tasks
- good team cohesion Chesney and rosenman [1980]
highly-driven mployees who wish to have greater control over their environment where found to have higher blood pressure in environments that lacked autonomy.
Easy-going employees who liked clarity prefer the less autonomous environments.
French et al [1982] therefore people fit into different environments in different ways.
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