A Qualitative Study Exploring the Effects of Job Analysis and Organizational Culture toward Job Satisfaction in a Coffee Shop

Abstract

The nature of the food and beverage service industry is a fast paced environment and needs to communicate with each other between employee-employee and employee-customer in order to adapt and understand very fast with the workflow in the workplace. The food and beverage industry are required to generate healthy working environments and conditions for their employees to commit and motivate. The work is one of implications that is able to affect people's psychological healthiness and life as an employee has their own duty to complete each task given to make the company survive, being controlled by the top management and access to make social interactions with other employees. One of the major challenges is to generate work environments with a high capacity for organizations to learn about the current situation that happened to the company. The company needs to have a planning function which involves strategy to develop a complete set of plans to coordinate and integrate from one activity to another, define an organization's goals and achieve those objectives.

An Analysis on the Effect of Transformational Leadership, AKHLAK as Organizational Culture, and Organizational Climate on Employee Engagement at State Owned Company

“…The organizational climate can be reflected from attention to the work system, work design, working conditions, and the ways in which employees are treated. These factors can create a change in the physical and psychological conditions of employees which later will affect employee engagement with the company [26].…”

Young’s Model of Organizational Culture

“…Finally, Employee Benefits encompass compensation, benefits, work-life balance, and employee development opportunities (Bratton & Gold, 2017). A comprehensive approach to employee benefits enhances employee satisfaction, engagement, and retention (Prayogo, Diza, Prasetyaningtyas, & Maharani, 2020).…”

Gobernanza Institucional como Eje Estratégico en la Gestión del Talento Humano y sus Prácticas en el Centro de Salud Materno Infantil y Emergencia del IESS de Bahía de Caráquez

“…Estas prácticas tienen como objetivo principal garantizar que las instituciones públicas cuenten con empleados altamente capacitados, motivados y comprometidos, lo que a su vez contribuye al logro de los objetivos organizacionales y al cumplimiento de la misión del gobierno. (Armstrong & Taylor, 2020) Bajo el contexto de eficiencia y eficacia se puede determinar que las organizaciones requieren de grandes esfuerzos por parte de sus líderes en el manejo de recursos humanos. En este sentido, Chiavenato, I (2002) afirma que "la gestión del talento humano refiere al conjunto de políticas y prácticas necesarias para dirigir cargos gerenciales relacionados con personas o recursos; poniendo en práctica procesos de reclutamiento, selección, capacitación, recompensas y evaluación de desempeño".…”