Impact of Organizational Structure and Culture on Job Satisfaction, Job Stress and Employee Motivation : A Survey of Existing Litreature
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Abstract
Effectively managing human resources in the organizations is a big concern both for HR managers and the policy makers o f the organization. To have a satisfied, motivated, less stressed performing workforce an organization must have consistency amongst its structure, system, people, culture and good fit with the stmtegy. In this paper an attempt has been made to identify the various factors o f organizational structure and culture which have positive and negative impact on job satisfaction, job stress and employee motivation through the extensive review o f the existing literature. The findings reveal that structure, leadership, managerial practices and the decision processes mediated by organizational climate, good supervisory style positively impact the employee motivation. Centralization, lack o f participation in decision making, little opportunity for advancement, great amount of
formalization and high degree o f specialization effects employee motivation negatively. Professional Help, decentralization, open
culture, structure, management practices, participation in decision process, participative management, autonomy in work environment, welfare facility, safety and security, organizational risk taking, people orientation, opportunity for personal growth and development, promotion and recognition, supervisory support, good communication, goal congruence, warmth and support, employee empowerment, interesting challenging work with variety have positive impact on job satisfaction. Formal communication, lack of information, lack of professional help, job difficulty, lack o f adequate organizational policy and administration, lack o f supervisory support, lack o f opportunity for growth, rule dysfunction, volume o f work, lack o f praise, bureaucratic
control, work specialization, poor communication, high degree of specialization, highly centralized and formalized structure effects job satisfaction negatively. Friendly environment, autonomy, concern for employees and their development, teamwork, participation, creative environment, co-worker and supervisory support, risk taking reduces stress amongst the employees. Lack o f participation in decision making process, lack of effective communication, over rigid rules and regulations, centralization, little opportunity for advancement, job difficulty, bad management, bureaucratic rules, work load, lack of autonomy, lack o f jo b security, high authority utilization, great amount of formalization and high degree o f specialization increases stress amongst the employees.
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