Understanding the Impact of Attitudes on Employee Contribution

Understanding the nature of employees’ attitudes is significant for any organisation without consent to the size and the nature of the organisation where it directly affects the productivity of the organization.  Today, employee contribution would be one of the considerable areas where it is mainly linked with the organizational competencies for the future demand fluctuations and also to receive the competitive advantage to the organisation among the rival market competition (Vakola, M. and Nikolaou, I.,2005).

Conversantly, corporate governance of the organization which depends on the leadership, management styles and culture are some of the considerable elements of the particular area where it has numerous effects on the business. Pertaining to the to the same criteria, level of the training, psychological needs and motivation, job-specific procedures, appropriate structure and the level of the application on technology are similarly important with the culture and leadership of the organization (Blair-Loy, M. and Wharton, A.S., 2002).

However, attitudes are practices where it mainly depends on an ethical background which can be changed due to a level of tanning, education and awareness of the society. Other than that, paradigms which imply certain behaviour due to the set of linguistic patterns are considerable factors of the relevant area (Ramsay, H., Scholarios, D. and Harley, B.,2000).

Motivation and employee satisfaction are correlated areas where it mainly depends on physiological factors which mainly due to the present economic environment and the amount of fulfilling the basic requirement of the personnel. However, today global economy has been adversely fluctuating due to many effects which mainly affected by a level of resource allocation and availability for the particular country and amount of competitive advantage where it highly correlated with employee contribution and wealth. Therefore, it has significant effects on consumer surplus where it mainly effecting to the physiological needs as per Maslow’s hierarchy theory (Salancik, G.R. and Pfeffer, J., 1977).

Other than the biological and physiological needs of the employees, fulfilling the safety needs are linked with the freedom from fear due to whichever the occurrence would be important similarly to the above mentioned. According to the love and belongingness needs, it is much more important with the level of acceptance to enhance the positive attitudes of the employees. The most important reason would be, being part of the group which helps to motivate and change to positive attitudes of the particular employee.

Esteem for oneself through the dignity and desire for reputation would be another expects which are related to the level of the attitudes of the employees of the organization. Self-actualization needs are realizing the personal potential to change the positive attitudes where it has a certain amount of significant effects to achieve the organizational goals as per the business plan of the particular organization (Blair-Loy, M. and Wharton, A.S., 2002).

The Role of Training, Culture, and Ethics in Changing Attitudes

However, pertaining to the job satisfaction, it has certain variation due to the deferent level of utility of particular employee due to various reasons such as organizational environment, the safety of the employment, belonging, esteem needs and self-actualization.  Employee physical and mental health are other areas are other areas which are highly affecting to the particular area where it will help to enhance the productivity of the organization while lowering the labour turnover which can have the adverse outcome to the business.

Based on above facts, employee commitment can be depending on their attitudes which can depend on the amount of motivation and also as per the organizational leadership and the culture. Motivated employees are always committed to engaging with positive attitudes where it will bring more benefits to both employee and the organization in numerous ways.

However, organisational human resources (HRM) structure and strategy on HRM activities are extremely causing to employee’s behaviour and the productivity of the organization where will be highly dependable on the attitudes of employees.

After recruited appropriate employee to the organization, it required providing certain tanning to enhance the activities of the particular employee while concerning to the attitudes which are highly affecting to the organization. However, induction training will help them to identify the basis of the job description while helping to understand the particular culture of the organization where it is really important o the newcomer to the family. Other than that both on the job training and off the job training methods are significant for enhancing and change the employee’s attitudes as per the organizational requirement. Consequently, Culture, ethics of the organization are similarly important to understand the behaviour pattern of the other employees which will help will help to enhance the teamwork between among them according to the positive attitudes (Weber, P.S. and Weber, J.E., 2001).

However, training in which the process of enhancing competencies of the employees to become a valuable employee to the organization with positive attitudes. Therefore, it is crucial for organizational success with positive attitudes of employees to achieve organizational attitudes. The most significant outcome would be improving the morale of employees, less supervision, fewer errors, more chances to enhance the carrier development while enhancing the productivity of the business.

According to the job-specific procedures, an organization should be able to recognise safe and specific procedures in common which help to enhance contemporary and transparent application for the employees where it will help to mitigate hazards and change the attitudes into the positive way. However, employees will able to get the risk where an organization is there to safeguard when at the circumstances up to certain level (Bommer, W.H., Rich, G.A. and Rubin, R.S.,2005).

Impact of Job-Specific Procedures on Attitudes and Productivity

However, introducing common regulations will help to enhance the working environment where it will help to increase the productivity and their attitudes. Based on job specifications, it should be in writing with the certain specification which pertaining to the job where it will help to apply for everyone as a standard procedure and changing the attitudes into the frame of the procedures.

However, employees will be able to realize with new procedures where it will help to enhance the efficiency and the familiarize the system. Allowing for the job-specific procedures, it reduces the risk by minimizing potential exposure of the employees while creating enhance attitudes as per the required level to receive the competitive advantage to the business (Harvey, J., Bolam, H., Gregory, D. and Erdos, G., 2001).

As the initial stage of the development of job-specific procedures, assessment of job criteria would be significant to identify the relevant area with the practical knowledge where it will help to create positive and required attitudes for the employees by applying them. As per the delivery of job-specific procedures, it should be according to the chronological order each step in a process in order to practice for changing the attitudes of employees by familiarizing them (Yamnill, S. and McLean, G.N., 2001).

However, standard operating procedure (SOP) should develop by systematically approach where it will help to familiarize with particular employees for the best outcome. Other than that, it will help to minimize time, cost while enhancing the accuracy of the employees to change their attitudes in a regular manner. Written instructions would be one of the significant requirement where employees will be able to study and familiar with sets of specific procedures which help to change the attitudes due to practice them. However, SOP is not always appropriate to the organization where it can change due to the situational changes and also with demand fluctuations. Therefore, employee’s attitudes should be changed as per the market demand where it will help to enhance the supply ( Nahler, G., 2009).  

As per the strategic plan of the business, it should emphasize the quality assurance (QA) procedures while understanding the quality management plans which designs to provide certain guidelines for the employees to work or perform their duties in the regular basis. However final outcome would be practices and familiar with the job-specific for a regular application which helps to change the attitudes of the employees (Harvey, J., Bolam, H., Gregory, D. and Erdos, G., 2001).

Importance of Appropriate Structure and Technology in Enhancing Attitudes

Consents to the appropriate structure and the technology it is one of the requirement to apply LEAN management procedures as per the qualitative content analysis. However, the appropriate structure will help everyone to operate in same structure or procedures and also to practice as per the excepted standard which can help to enhance the efficiency through supply chain management procedures (SCM) to receive the competitive advantage through employees while changing the attitude positively (Miles, R.E., Snow, C.C., Meyer, A.D. and Coleman, H.J., 1978).

Due to positive attitudes of the employees, the organization will be able to enhance its productivity while reducing the cost of the production where motivating employees by fringe benefits.  The employee’s behaviour is significant and changing positively would be important for the sustainable development of the organization. However, organization leadership is the most significant part of the implementation of appropriate structure and the technology which can be accumulated due to a considerable amount of capital with high risk. Nevertheless, after successive of the implementation, it will bring more benefits to the organization where it creating through organic development of the particular organization (Fulk, J., 1993).

Generally, a culture will have based on environmental factors where it collaborated with certain customs and rituals, values and some of the cultural networks. According to the cultural effects of the organization, it mainly effects on behaviours of the leaders and managers of the organization due to their leading behaviour with the guidance to achieve the objectives.

Power distance, distributed and the extent to remain inequity between employer and employees are certain issues of the organization, which can be resulted with adverse effects to the organization in a level of the profits and labour turnover.  Creating consequences and certain disagreements between employees and the top level management will result in negative attitudes and miss-behavioural employees where they are not willing to perform well (Jaskyte, K., 2004).

However, management without leadership would be a problem to changing attitudes of the employs where it mainly involves with control the leadership of the business. Allowing or rationing resources are not the human-related function where it mainly insists on invent methods as per the material management as per the consumption of resources.

According to Hofstede’s power distance index, it measures the degree to which the fewer powerful followers of organizations and organisations consent and assume that the power is dispersed unequally. However, this signifies inequality with extra versus fewer, nonetheless distinct that a society’s level of disparity is recognised by the followers as considerably as by the organizational leaders (Hofstede, G. and Bond, M.H., 1988).

Conclusion

The power-distance index (PDI), established by one of the Dutch community psychologist Geert Hofstede, stated that power and wealth among individuals in an industry can be deferred as per the society where the PDI eventually delivers evidence of the magnitude to which deference’s between societies or work groups. However, according to Hofstede’s PDI which is lower in most of the organizations where ability groups are working thoroughly with subordinates which the PDI is upper level in places where a powerful leadership authority exists (Hofstede, G. and Bond, M.H., 1988).

According to power distance it is one element of Hofstede’s cultural dimensions’ theory where the initial theory about the seeming differences among cultures to be calculated where this method would be applied widely in a number of areas, principally cross-cultural psychology, cross-cultural communication and global commercial activities which driven by factor examination, the cultural dimension’s theory’s innovative form based on the results of Hofstede’s worldwide survey of IBM employee value through the attitudes (Hofstede, G. and Bond, M.H., 1988).

According to the leadership .it mainly combined with management of all kind of resources and providing direction for the employees to achieve set objectives, time specifically. The role of the leader is certainly a complex and more situational where they have convinced responsibility to mitigate risk while enhancing the activities. Hence, they should have a strategy to achieve organizational goals through competencies of the employees as per the demand trends (Jaskyte, K., 2004).

Other than that, leaders should be able to change the organizational culture as per the required level in order to achieve the organizational objectives by changing the negative attitudes of the employees to positive attitudes. Based on the business and the PDI, Hofstede would be one of the significant due to the understanding of cultural differences, precisely in the arena of organization management (Kroeber, A.L. and Kluckhohn, C., 1952).

As the global economy integrates more and more every second, understanding the role that the PDI plays in the context of business develops always more significant. The impression of power associations and in what way they are observed touches an employee’s activities throughout business negotiations, together employees and managers where it will unlikely to be counterproductive for a fewer power distance management or compromise approach to be used on an employee that is used to a great power distance point of view through the attitudes (Hofstede, G. and Bond, M.H., 1988).  

References

Business culture refers to the philosophies and actions that determine how both organizational employees and management co-operate and handle external business dealings. Often, corporate culture is implicit, not specifically well-defined, and progresses naturally over time from the accumulative traits of the employees of the company. Organization’s culture will be the image in its entire picture, commercial approaches, setup, employee financial and non-financial benefits, turnover, decisions, customer care and each and every other aspect of operations.

As per the managerial function, allocation resources would be higher depending on the price and the demand quantity where it extremely correlated with employee’s competencies which enhanced by positive attitudes (Kroeber, A.L. and Kluckhohn, C., 1952).

Based on the participative management theories, it mainly structured on a level of effective leadership which help to turn the organization culture into positive thinking employees. Because positive attitudes will help to meet demand trends of the rival market among other to position the product or the service while achieving the competitive advantage to the business.

However, attitudes of employees can have numerous both positive and negative to the organization outcome where leaders should be able to provide correct guidance them to achieve as per the expected level. As per the organizational commitment, employees able to identifies the organizational objectives and consistency among employee’s attitudes can have numerous effects where it can be depending on the culture and the leadership of the particular organization (Kroeber, A.L. and Kluckhohn, C., 1952).

Referring to the cognitive dissonance theory, explain the linkage between employee’s attitudes and behaviour how affecting by inconsistency as per the incompatibility that an employee might perceive. Therefore, enhancing culture and attitudes have direct effects on the organization profitability and also to receive the competitive advantage to the business (Triandis, H.C., 1994). Consent to the moderating variables, most significant moderates will be the attitudes than the skilled where skill will be able to enhance attitudes of the employees (Hofstede, G. and Bond, M.H., 1988).   

However, after adjoining to the new environment, leadership or the management will be able to provide certain induction tanning on a particular pattern to be done while mitigating certain miss-behaviours to enhance the teamwork. Therefore, particular moderates are significantly affecting the organization success and to create a better working environment at the workplace.

Also, negative attitudes and negative reaction on job-related will be able to enhance conflict between groups and therefore, the organization should benchmark its criteria’s to be followed by all of them. Management system and the proper channel will help to provide a framework for employees to be applied which highly important mitigate issues and provide certain guidelines to enhance attitudes of the employees (Kroeber, A.L. and Kluckhohn, C., 1952).

Appreciation and benefits are related to motivation where it will help to adept employees to the specific framework which remains with positive attitudes. Consequently, superior, subordinates, peers, supervision, wages, benefits, promotions and other related areas will have certain effects on personnel attitudes where both positive and negative will depend on a level of the motivation (Triandis, H.C., 1994).

Engagement and attitudes are closely functioned each other where both positive and negative attitudes will give the quality variation of the output. The main reason would be lack of centration on the particular task will result in adverse effects to the organization due to the negative culture. However, negligence and negative behaviour will directly be affected by the overall performance of the organization. According to today market rivals, receiving competitive advantage would be one of the considerable areas to become survival of the organization where it mainly depends on employees through their attitudes.

Depend on attitudes of the employees, utility to commit for the particular work, totally depend on the personal attitudes of the employees where it can have based on social culture, cooperate leadership and the organization governance. However, ethical behaviour will help them to enhance and adapt to the required culture very fast when comparing to employees who have negative ethical background (Triandis, H.C., 1994).

Retention will depend on the amount of motivation of employees due to changed attitudes by financial and fringe benefits where they highly depend on them. Therefore, employees are willing to work as per the rules and regulation while changing their attitudes in a positive manner for long retention without labour turnover. By contrast, committed employees are retaining with the organization where they are willing to change the attitudes towards to the organization requirement (Denison, D.R., 1990).

According to work environment, transparency and good governances will help to behave employees as followers of the organizational leadership where it will help to create positive attitudes among the employees. Other than that, customer interaction would be an independent factor where it will affect the brand image through the customer satisfaction and also it highly related to employee attitudes and the organizational culture (Denison, D.R., 1990).

According to the brand image of the business, it will help to enhance the business activities to expand the market and also increase the profit levels of the business. However, brand image and the brand identification are similar terms which indicate the overall image of the business where it can depend on a level of customer care and also the quality of the product.

Further to that, the price of the product will be contingent on the appropriate method of production and efficiency of the employees which resulted with the high level of productivity to mitigate the cost to receive the competitive advantage. Therefore, an attitude of the employees is significant to support the mention criteria, other than the market trends and other factors which are affecting the demand for the product (Denison, D.R., 1990). 

H0: There is no impact of the attitude towards Lean Management Principles on the Job satisfaction level of Merchandisers

H1: There is an impact of the attitude towards Lean Management Principles on the Job satisfaction level of Merchandisers

 Research approach facilitates in gather huge knowledge regarding the topic of the research. However, the selected of research approach is largely dependent topic of the research and the variable of the research. The most frequently used research approaches in research study are inductive and deductive. Inductive approach forces to create appropriate research theories and models for collecting authentic information. Mostly, known premises are used in an inductive research approach, which help in creating innovative theories and models (McCusker and Gunaydin 2015). It leads to generation of untested conclusion for getting an accurate research outcome. Inductive approach generalizes the collected information from specific to general. The collection of data is used for exploring the phenomenon, identifying themes and patterns related to research topic and ultimately creating conceptual framework. Moreover, inductive research approach leads to generation and building of new theories and model for collecting most accurate research information.

On the other hand, deductive approach helps in using and implementing previous models and theories relevant to the topic of the research. It becomes quite easy to collect relevant and accurate information from the previous theories and models (Fletcher 2017). As per deductive approach, when the premises are true, then the conclusion must also be true. It always generates tested conclusion based on the known premises. Moreover, it generates information from general to specific and provides most accurate and specific information. In this approach, the data is collected for evaluating propositions and hypothesis as per the existing theory. Moreover, the research result is extracted through verifying the existing theories and models.

The research approach chosen for this research study is deductive approach. Deductive approach help in saving the time of the research study. The tested conclusion generated from deductive research approach ultimately enhances the quality of overall research outcome. On the other hand, the process of framing new and relevant theories and models is quite time consuming in inductive research approach. Furthermore, it is also a big issue to spend a big budget in framing new and innovative research theories and models. Hence, deductive approach has been chosen for gathering authentic and accurate research information for the research study.

Research design is the set of procedures and methods used in collecting and analysing the measures of research variables in research topic (Dumay and Cai 2015). Successful completion of research study is highly dependent on the proper understanding of the research topic. Proper understanding of research topic facilitates in indentifying accurate research variables. Effective research design leads to proper understanding of the topic of the research. Mostly three types of research designs are used in conducting research study, which are like explanatory design, exploratory design and descriptive design. Explanatory design facilitates in identifying the relationship between different research variables of the research study. In this way, it can be possible to make link between various research variables of the research study. It also extracts the cause effect meaning of the overall research study (Farooq and O’Brien 2015). This design also facilitates in finding the problems, which was not studied in-depth previously. On the other hand, exploratory research facilitates in identifying the background of the research. The social cause surrounding the research is known as research background, which helps in understanding the current issues behind the research topic (Guest et al. 2017). Moreover, it helps in clarifying the hypothesis or research problem for effectively conducting research study. On the other hand, descriptive design assists in better explanation of the research study, which gathers the actual purpose of the research study (Vamsi Krishna Jasti and Kodali 2014). Descriptive design can provide detailed information about the topic of the research.

It is extremely important to get actual explanation of the topic of the research for assessing the research variables effectively. Hence, descriptive design has been selected for getting proper explanation of the research topic. Furthermore, proper understanding of research topic always facilitates in formation of effective research question and objectives. In this way, descriptive design facilitates in meeting the actual requirement of research through efficient manner.

The research study has selected simple random sampling technique for collecting relevant research information. In this sampling technique, the selected respondents were gathered in a specific place for collecting useful research information. The location of the data collection has been selected as per the convenience of the selected respondents.

Population is the well defined collection of individuals selected in the research study. These individuals are having almost similar characteristics. The population size for this research study is 85.

Simple random sampling procedure has been used in this research process. In this process, the all the respondents have got equal opportunity to participate in the process of data collection.

The respondents chosen for this research study are the senior merchandisers of Linea Aqua Pvt. Ltd in Sri Lanka.  Moreover, the sample size selected for this research study is 50, who are selected from 85 population size.

Data collection is the most important method of collecting most accurate and authentic information (Choy 2014). It is extremely important to gather both primary as well as secondary information for successful completion of the research study and reaching at accurate research result. Secondary data collection is extremely important for constructing an effective literature review for the research paper. Moreover, secondary information is gathered from the authentic secondary sources like authentic journals, books, websites and many others (Gabriel 2015). However, this research is basically based on primary method of data collection for reaching at most accurate research result. There are two data collection techniques in primary method, which are quantitative technique and qualitative technique. In quantitative technique, survey method of data collection is used. In this method, a proper set of research questionnaires are distributed among the selected respondents, where the respondents are asked to respond to these questionnaires from their own opinions (Dumay and Cai 2015). On the other hand, in qualitative technique, effective interviews are arranged with the organizational heads of concerned employees for gathering core organizational information relevant to the research topic (Farooq and O’Brien 2015). However, this research study has chosen only quantitative technique of data collection and distributed questionnaires to senior merchandisers of Linea Aqua Pvt. Ltd in Sri Lanka. The response from these senior merchandisers has facilitated in collecting accurate information regarding the research topic.  

What is your gender?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Male	27	54.0	54.0	54.0
Female	23	46.0	46.0	100.0
Total	50	100.0	100.0

What is your work experience in Linea Aqua?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Less than 1 year	17	34.0	34.0	34.0
1.1-5 years	13	26.0	26.0	60.0
5.1-10 years	16	32.0	32.0	92.0
10.1 and above	4	8.0	8.0	100.0
Total	50	100.0	100.0

The above frequency table shows the relationship with the gender of the merchandisers and their experience that they have within the company. It can be seen that most of the male merchandisers have been working in the company for less than 1 year.

What is your gender? * What is your work experience in Linea Aqua? Cross tabulation
	What is your work experience in Linea Aqua?	Total
Less than 1 year	1.1-5 years	5.1-10 years	10.1 and above
What is your gender?	Male	Count	5	8	10	4	27
% within What is your gender?	18.5%	29.6%	37.0%	14.8%	100.0%
% within What is your work experience in Linea Aqua?	29.4%	61.5%	62.5%	100.0%	54.0%
% of Total	10.0%	16.0%	20.0%	8.0%	54.0%
Female	Count	12	5	6	0	23
% within What is your gender?	52.2%	21.7%	26.1%	0.0%	100.0%
% within What is your work experience in Linea Aqua?	70.6%	38.5%	37.5%	0.0%	46.0%
% of Total	24.0%	10.0%	12.0%	0.0%	46.0%
Total	Count	17	13	16	4	50
% within What is your gender?	34.0%	26.0%	32.0%	8.0%	100.0%
% within What is your work experience in Linea Aqua?	100.0%	100.0%	100.0%	100.0%	100.0%
% of Total	34.0%	26.0%	32.0%	8.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	8.308a	3	.040
Likelihood Ratio	9.904	3	.019
Linear-by-Linear Association	6.984	1	.008
N of Valid Cases	50
a. 2 cells (25.0%) have expected count less than 5. The minimum expected count is 1.84.

The Chi-Square test of Pearson helps in establishing the statistical association between the dependent and the independent variable. From the above analysis, it can be seen that the value has come to .040 where as the minimum amount that was expected from the test is 1.84. This shows that there is no statistical association between the gender of the merchandisers and their work experience so that it can help in increasing their level of job satisfaction.  

What is your gender?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Male	27	54.0	54.0	54.0
Female	23	46.0	46.0	100.0
Total	50	100.0	100.0

Do you think that inventory waste is minimum in the company?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	23	46.0	46.0	46.0
No	17	34.0	34.0	80.0
Maybe	10	20.0	20.0	100.0
Total	50	100.0	100.0

The above frequency table shows the relationship between the gender of the merchandisers and their knowledge regarding the minimization of wastes within the company. It can be seen that most of the male employees have agreed to the fact that the company minimizes its waste, which has led to the increase in the level of job satisfaction among the merchandisers.

What is your gender? * Do you think that inventory waste is minimum in the company? Cross tabulation
	Do you think that inventory waste is minimum in the company?	Total
Yes	No	Maybe
What is your gender?	Male	Count	12	12	3	27
% within What is your gender?	44.4%	44.4%	11.1%	100.0%
% within Do you think that inventory waste is minimum in the company?	52.2%	70.6%	30.0%	54.0%
% of Total	24.0%	24.0%	6.0%	54.0%
Female	Count	11	5	7	23
% within What is your gender?	47.8%	21.7%	30.4%	100.0%
% within Do you think that inventory waste is minimum in the company?	47.8%	29.4%	70.0%	46.0%
% of Total	22.0%	10.0%	14.0%	46.0%
Total	Count	23	17	10	50
% within What is your gender?	46.0%	34.0%	20.0%	100.0%
% within Do you think that inventory waste is minimum in the company?	100.0%	100.0%	100.0%	100.0%
% of Total	46.0%	34.0%	20.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	4.233a	2	.120
Likelihood Ratio	4.339	2	.114
Linear-by-Linear Association	.522	1	.470
N of Valid Cases	50
a. 1 cells (16.7%) have expected count less than 5. The minimum expected count is 4.60.

The result of the test has come to be .120 where as the minimum value that was expected from the test was 4.60. This shows that there is no statistical association between the gender of the merchandisers and the minimization of the waste in the company. Thus, it can be stated that both the genders find that the minimization of waste will help in increasing the level of satisfaction towards the job.

What is your age?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	18-25	16	32.0	32.0	32.0
26-30	19	38.0	38.0	70.0
31-40	12	24.0	24.0	94.0
41 and above	3	6.0	6.0	100.0
Total	50	100.0	100.0

Do you think that the waste of the company is processed at a minimum cost?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	21	42.0	42.0	42.0
No	19	38.0	38.0	80.0
Maybe	10	20.0	20.0	100.0
Total	50	100.0	100.0

The above frequency table shows the relationship between the age of the merchandisers and the minimum cost that is maintained within the organization in disposing the waste. It can be seen that the employees belonging to 26-30 years have agreed that the company maintains a minimum cost in reducing their wastes within the organization.

What is your age? * Do you think that the waste of the company is processed at a minimum cost? Cross tabulation
	Do you think that the waste of the company is processed at a minimum cost?	Total
Yes	No	Maybe
What is your age?	18-25	Count	8	4	4	16
% within What is your age?	50.0%	25.0%	25.0%	100.0%
% within Do you think that the waste of the company is processed at a minimum cost?	38.1%	21.1%	40.0%	32.0%
% of Total	16.0%	8.0%	8.0%	32.0%
26-30	Count	7	8	4	19
% within What is your age?	36.8%	42.1%	21.1%	100.0%
% within Do you think that the waste of the company is processed at a minimum cost?	33.3%	42.1%	40.0%	38.0%
% of Total	14.0%	16.0%	8.0%	38.0%
31-40	Count	4	6	2	12
% within What is your age?	33.3%	50.0%	16.7%	100.0%
% within Do you think that the waste of the company is processed at a minimum cost?	19.0%	31.6%	20.0%	24.0%
% of Total	8.0%	12.0%	4.0%	24.0%
41 and above	Count	2	1	0	3
% within What is your age?	66.7%	33.3%	0.0%	100.0%
% within Do you think that the waste of the company is processed at a minimum cost?	9.5%	5.3%	0.0%	6.0%
% of Total	4.0%	2.0%	0.0%	6.0%
Total	Count	21	19	10	50
% within What is your age?	42.0%	38.0%	20.0%	100.0%
% within Do you think that the waste of the company is processed at a minimum cost?	100.0%	100.0%	100.0%	100.0%
% of Total	42.0%	38.0%	20.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	3.158a	6	.789
Likelihood Ratio	3.744	6	.711
Linear-by-Linear Association	.105	1	.746
N of Valid Cases	50
a. 7 cells (58.3%) have expected count less than 5. The minimum expected count is .60.

The result of the test has come to be .789 where as the minimum value that was expected from the test had to .60. This shows that there is a statistical association between the age group and the cost reduction for minimizing the wastes. Therefore, it can be stated that the age group of 26-30 years have felt that the company reduces its cost to minimize the waste in the organization, which helps in increasing the job satisfaction of the merchandisers.

What is your level of education?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Up to G.C.E O/L	14	28.0	28.0	28.0
Up to G.C.E A/L	7	14.0	14.0	42.0
Undergraduate	9	18.0	18.0	60.0
Graduate	20	40.0	40.0	100.0
Total	50	100.0	100.0

Do you think that inventory waste is minimum in the company?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	23	46.0	46.0	46.0
No	17	34.0	34.0	80.0
Maybe	10	20.0	20.0	100.0
Total	50	100.0	100.0

The above frequency table shows the relationship between the education of the high-end merchandisers and their responses regarding the inventory waste that is minimum within the company. It can be seen that most of the graduate merchandisers have agreed to the fact that the company maintains a minimum waste of inventory.

What is your level of education? * Do you think that inventory waste is minimum in the company? Cross tabulation
	Do you think that inventory waste is minimum in the company?	Total
Yes	No	Maybe
What is your level of education?	Up to G.C.E O/L	Count	7	5	2	14
% within What is your level of education?	50.0%	35.7%	14.3%	100.0%
% within Do you think that inventory waste is minimum in the company?	30.4%	29.4%	20.0%	28.0%
% of Total	14.0%	10.0%	4.0%	28.0%
Up to G.C.E A/L	Count	3	3	1	7
% within What is your level of education?	42.9%	42.9%	14.3%	100.0%
% within Do you think that inventory waste is minimum in the company?	13.0%	17.6%	10.0%	14.0%
% of Total	6.0%	6.0%	2.0%	14.0%
Undergraduate	Count	3	5	1	9
% within What is your level of education?	33.3%	55.6%	11.1%	100.0%
% within Do you think that inventory waste is minimum in the company?	13.0%	29.4%	10.0%	18.0%
% of Total	6.0%	10.0%	2.0%	18.0%
Graduate	Count	10	4	6	20
% within What is your level of education?	50.0%	20.0%	30.0%	100.0%
% within Do you think that inventory waste is minimum in the company?	43.5%	23.5%	60.0%	40.0%
% of Total	20.0%	8.0%	12.0%	40.0%
Total	Count	23	17	10	50
% within What is your level of education?	46.0%	34.0%	20.0%	100.0%
% within Do you think that inventory waste is minimum in the company?	100.0%	100.0%	100.0%	100.0%
% of Total	46.0%	34.0%	20.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	4.702a	6	.583
Likelihood Ratio	4.695	6	.583
Linear-by-Linear Association	.354	1	.552
N of Valid Cases	50
a. 9 cells (75.0%) have expected count less than 5. The minimum expected count is 1.40.

The result of the test has come to .583 where as the minimum value that was expected from the test had to be 1.40. This shows that there is no statistical association between the variables. Thus it can be stated that merchandisers with other educational background are also of the view that the company minimizes its inventory wastes so that the job satisfaction within the company can be increased.

What is your level of education?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Up to G.C.E O/L	14	28.0	28.0	28.0
Up to G.C.E A/L	7	14.0	14.0	42.0
Undergraduate	9	18.0	18.0	60.0
Graduate	20	40.0	40.0	100.0
Total	50	100.0	100.0

Do you think that the flexibility of our company is high?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	21	42.0	42.0	42.0
No	18	36.0	36.0	78.0
Maybe	11	22.0	22.0	100.0
Total	50	100.0	100.0

The above frequency table shows the relationship between the educational background of the merchandisers and the high level of flexibility that is provided within the organization. It can be seen that most of the graduate merchandisers have agreed to the fact that the company provides a higher rate of flexibility within the organization.

What is your level of education? * Do you think that the flexibility of our company is high? Cross tabulation
	Do you think that the flexibility of our company is high?	Total
Yes	No	Maybe
What is your level of education?	Up to G.C.E O/L	Count	9	5	0	14
% within What is your level of education?	64.3%	35.7%	0.0%	100.0%
% within Do you think that the flexibility of our company is high?	42.9%	27.8%	0.0%	28.0%
% of Total	18.0%	10.0%	0.0%	28.0%
Up to G.C.E A/L	Count	1	2	4	7
% within What is your level of education?	14.3%	28.6%	57.1%	100.0%
% within Do you think that the flexibility of our company is high?	4.8%	11.1%	36.4%	14.0%
% of Total	2.0%	4.0%	8.0%	14.0%
Undergraduate	Count	2	6	1	9
% within What is your level of education?	22.2%	66.7%	11.1%	100.0%
% within Do you think that the flexibility of our company is high?	9.5%	33.3%	9.1%	18.0%
% of Total	4.0%	12.0%	2.0%	18.0%
Graduate	Count	9	5	6	20
% within What is your level of education?	45.0%	25.0%	30.0%	100.0%
% within Do you think that the flexibility of our company is high?	42.9%	27.8%	54.5%	40.0%
% of Total	18.0%	10.0%	12.0%	40.0%
Total	Count	21	18	11	50
% within What is your level of education?	42.0%	36.0%	22.0%	100.0%
% within Do you think that the flexibility of our company is high?	100.0%	100.0%	100.0%	100.0%
% of Total	42.0%	36.0%	22.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	15.024a	6	.020
Likelihood Ratio	16.936	6	.010
Linear-by-Linear Association	1.685	1	.194
N of Valid Cases	50
a. 8 cells (66.7%) have expected count less than 5. The minimum expected count is 1.54.

The result of the above test has come to be .020 where as the minimum value that was expected form the test was 1.54. This shows that there is no statistical association between the educational background of the merchandisers and the level of flexibility that is provided by the company. Thus it can be stated that the merchandisers of other educational background will increase their level of satisfaction with the higher level of flexibility that is provided by the organization.

What is your monthly income?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Below 25,000	21	42.0	42.0	42.0
25001-50000	13	26.0	26.0	68.0
50001-75000	12	24.0	24.0	92.0
75001 and above	4	8.0	8.0	100.0
Total	50	100.0	100.0

Do you think that there has been an increase in the quality of the product?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	25	50.0	50.0	50.0
No	20	40.0	40.0	90.0
Maybe	5	10.0	10.0	100.0
Total	50	100.0	100.0

The above frequency table shows the relationship between the income of the merchandisers and the level of increase that they had experienced due to the better quality of products. It is seen that people with an income below 25,000 has agreed to the fact that they have seen an increase in increase in the quality of the product.

What is your monthly income? * Do you think that there has been an increase in the quality of the product? Cross tabulation
	Do you think that there has been an increase in the quality of the product?	Total
Yes	No	Maybe
What is your monthly income?	Below 25,000	Count	12	5	4	21
% within What is your monthly income?	57.1%	23.8%	19.0%	100.0%
% within Do you think that there has been an increase in the quality of the product?	48.0%	25.0%	80.0%	42.0%
% of Total	24.0%	10.0%	8.0%	42.0%
25001-50000	Count	8	5	0	13
% within What is your monthly income?	61.5%	38.5%	0.0%	100.0%
% within Do you think that there has been an increase in the quality of the product?	32.0%	25.0%	0.0%	26.0%
% of Total	16.0%	10.0%	0.0%	26.0%
50001-75000	Count	3	9	0	12
% within What is your monthly income?	25.0%	75.0%	0.0%	100.0%
% within Do you think that there has been an increase in the quality of the product?	12.0%	45.0%	0.0%	24.0%
% of Total	6.0%	18.0%	0.0%	24.0%
75001 and above	Count	2	1	1	4
% within What is your monthly income?	50.0%	25.0%	25.0%	100.0%
% within Do you think that there has been an increase in the quality of the product?	8.0%	5.0%	20.0%	8.0%
% of Total	4.0%	2.0%	2.0%	8.0%
Total	Count	25	20	5	50
% within What is your monthly income?	50.0%	40.0%	10.0%	100.0%
% within Do you think that there has been an increase in the quality of the product?	100.0%	100.0%	100.0%	100.0%
% of Total	50.0%	40.0%	10.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	12.463a	6	.052
Likelihood Ratio	14.150	6	.028
Linear-by-Linear Association	.307	1	.579
N of Valid Cases	50
a. 7 cells (58.3%) have expected count less than 5. The minimum expected count is .40.

The result of the test has come to be .052 where as the minimum value that was expected from the test has to be .40. This shows that there is no statistical association between the income of the merchandisers and the better quality in the products that are being provided by the company. Thus it can be stated that the merchandisers of other income groups also feel that the quality of the products has increased, which has increased the level of job satisfaction among them.

What is your work experience in Linea Aqua?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Less than 1 year	17	34.0	34.0	34.0
1.1-5 years	13	26.0	26.0	60.0
5.1-10 years	16	32.0	32.0	92.0
10.1 and above	4	8.0	8.0	100.0
Total	50	100.0	100.0

Does the products of the company are in line with the international standards?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	26	52.0	52.0	52.0
No	16	32.0	32.0	84.0
Maybe	8	16.0	16.0	100.0
Total	50	100.0	100.0

The above frequency table shows the relationship between the work experience of the merchandisers in the company and their response regarding whether the company products are of international standards. It is seen that merchandisers having les than a year of experience have agreed to the fact that the products of the company are of international standards.

What is your work experience in Linea Aqua? * Does the products of the company are in line with the international standards? Cross tabulation
	Does the products of the company are in line with the international standards?	Total
Yes	No	Maybe
What is your work experience in Linea Aqua?	Less than 1 year	Count	12	2	3	17
% within What is your work experience in Linea Aqua?	70.6%	11.8%	17.6%	100.0%
% within Does the products of the company are in line with the international standards?	46.2%	12.5%	37.5%	34.0%
% of Total	24.0%	4.0%	6.0%	34.0%
1.1-5 years	Count	7	3	3	13
% within What is your work experience in Linea Aqua?	53.8%	23.1%	23.1%	100.0%
% within Does the products of the company are in line with the international standards?	26.9%	18.8%	37.5%	26.0%
% of Total	14.0%	6.0%	6.0%	26.0%
5.1-10 years	Count	4	10	2	16
% within What is your work experience in Linea Aqua?	25.0%	62.5%	12.5%	100.0%
% within Does the products of the company are in line with the international standards?	15.4%	62.5%	25.0%	32.0%
% of Total	8.0%	20.0%	4.0%	32.0%
10.1 and above	Count	3	1	0	4
% within What is your work experience in Linea Aqua?	75.0%	25.0%	0.0%	100.0%
% within Does the products of the company are in line with the international standards?	11.5%	6.3%	0.0%	8.0%
% of Total	6.0%	2.0%	0.0%	8.0%
Total	Count	26	16	8	50
% within What is your work experience in Linea Aqua?	52.0%	32.0%	16.0%	100.0%
% within Does the products of the company are in line with the international standards?	100.0%	100.0%	100.0%	100.0%
% of Total	52.0%	32.0%	16.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	12.198a	6	.058
Likelihood Ratio	12.891	6	.045
Linear-by-Linear Association	.459	1	.498
N of Valid Cases	50
a. 7 cells (58.3%) have expected count less than 5. The minimum expected count is .64.

The result of the test has come to be .058 whereas the minimum value that was expected from the analysis was .64. This shows that there is no statistical association between the work experience of the merchandisers, as employees with other work experiences in the company also agree that the products are of international standards, which has increased their level of job satisfaction within the company.

What is your work experience in Linea Aqua?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Less than 1 year	17	34.0	34.0	34.0
1.1-5 years	13	26.0	26.0	60.0
5.1-10 years	16	32.0	32.0	92.0
10.1 and above	4	8.0	8.0	100.0
Total	50	100.0	100.0

Does the company manage the complaints of the customers in an effective manner?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	19	38.0	38.0	38.0
No	21	42.0	42.0	80.0
Maybe	10	20.0	20.0	100.0
Total	50	100.0	100.0

 

The frequency table shows that the merchandisers of less than a year of experience in the company have stated that the company does not manage the complaints that are done by the customers.

What is your work experience in Linea Aqua? * Do the company manage the complaints of the customers in an effective manner? Cross tabulation
	Does the company manage the complaints of the customers in an effective manner?	Total
Yes	No	Maybe
What is your work experience in Linea Aqua?	Less than 1 year	Count	10	5	2	17
% within What is your work experience in Linea Aqua?	58.8%	29.4%	11.8%	100.0%
% within Do the company manage the complaints of the customers in an effective manner?	52.6%	23.8%	20.0%	34.0%
% of Total	20.0%	10.0%	4.0%	34.0%
1.1-5 years	Count	5	3	5	13
% within What is your work experience in Linea Aqua?	38.5%	23.1%	38.5%	100.0%
% within Do the company manage the complaints of the customers in an effective manner?	26.3%	14.3%	50.0%	26.0%
% of Total	10.0%	6.0%	10.0%	26.0%
5.1-10 years	Count	2	11	3	16
% within What is your work experience in Linea Aqua?	12.5%	68.8%	18.8%	100.0%
% within Do the company manage the complaints of the customers in an effective manner?	10.5%	52.4%	30.0%	32.0%
% of Total	4.0%	22.0%	6.0%	32.0%
10.1 and above	Count	2	2	0	4
% within What is your work experience in Linea Aqua?	50.0%	50.0%	0.0%	100.0%
% within Do the company manage the complaints of the customers in an effective manner?	10.5%	9.5%	0.0%	8.0%
% of Total	4.0%	4.0%	0.0%	8.0%
Total	Count	19	21	10	50
% within What is your work experience in Linea Aqua?	38.0%	42.0%	20.0%	100.0%
% within Do the company manage the complaints of the customers in an effective manner?	100.0%	100.0%	100.0%	100.0%
% of Total	38.0%	42.0%	20.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	12.971a	6	.043
Likelihood Ratio	13.923	6	.031
Linear-by-Linear Association	1.460	1	.227
N of Valid Cases	50
a. 7 cells (58.3%) have expected count less than 5. The minimum expected count is .80.

The result of the test has come to be .043 where as the minimum value that was expected from the test has to be .80. This shows that there is no statistical association between the work experiences of the merchandisers, as most of the employees feel that the complaints made by the company are not considered by the company, which affects their level of satisfaction towards the job.

What is your level of education?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Up to G.C.E O/L	14	28.0	28.0	28.0
Up to G.C.E A/L	7	14.0	14.0	42.0
Undergraduate	9	18.0	18.0	60.0
Graduate	20	40.0	40.0	100.0
Total	50	100.0	100.0

Do you think that the employees of the company are willing to accept the changes that will help in waste reduction?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	29	58.0	58.0	58.0
No	11	22.0	22.0	80.0
Maybe	10	20.0	20.0	100.0
Total	50	100.0	100.0

The frequency table shows that that most of the merchandisers that are graduate are willing to accept the changes that will be made in the company so that it can help in increasing their level of satisfaction within the organization.

What is your level of education? * Do you think that the employees of the company are willing to accept the changes that will help in waste reduction? Cross tabulation
	Do you think that the employees of the company are willing to accept the changes that will help in waste reduction?	Total
Yes	No	Maybe
What is your level of education?	Up to G.C.E O/L	Count	8	3	3	14
% within What is your level of education?	57.1%	21.4%	21.4%	100.0%
% within Do you think that the employees of the company are willing to accept the changes that will help in waste reduction?	27.6%	27.3%	30.0%	28.0%
% of Total	16.0%	6.0%	6.0%	28.0%
Up to G.C.E A/L	Count	4	1	2	7
% within What is your level of education?	57.1%	14.3%	28.6%	100.0%
% within Do you think that the employees of the company are willing to accept the changes that will help in waste reduction?	13.8%	9.1%	20.0%	14.0%
% of Total	8.0%	2.0%	4.0%	14.0%
Undergraduate	Count	5	2	2	9
% within What is your level of education?	55.6%	22.2%	22.2%	100.0%
% within Do you think that the employees of the company are willing to accept the changes that will help in waste reduction?	17.2%	18.2%	20.0%	18.0%
% of Total	10.0%	4.0%	4.0%	18.0%
Graduate	Count	12	5	3	20
% within What is your level of education?	60.0%	25.0%	15.0%	100.0%
% within Do you think that the employees of the company are willing to accept the changes that will help in waste reduction?	41.4%	45.5%	30.0%	40.0%
% of Total	24.0%	10.0%	6.0%	40.0%
Total	Count	29	11	10	50
% within What is your level of education?	58.0%	22.0%	20.0%	100.0%
% within Do you think that the employees of the company are willing to accept the changes that will help in waste reduction?	100.0%	100.0%	100.0%	100.0%
% of Total	58.0%	22.0%	20.0%	100.0%

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	.843a	6	.991
Likelihood Ratio	.859	6	.990
Linear-by-Linear Association	.143	1	.705
N of Valid Cases	50
a. 9 cells (75.0%) have expected count less than 5. The minimum expected count is 1.40.

The result of the test has come to be .991 whereas the minimum value that was expected from the test is 1.40. This shows that there is no statistical association between the educations levels, as merchandisers with other educational background feel that the changes made by the company will be accepted by them so that it can enhance their level of satisfaction within the organization.

Conclusion

This research has focused on lean management by Linea Aqua so that it can help in increasing the level of job satisfaction among the high-end merchandisers. The first chapter contains the meaning and a brief introduction regarding lean management and the purposes for what it is used. The question and aim of the research has also been provided in the first chapter. The second chapter deals with the various literatures that is available regarding the lean management system and the benefit that the process carries within various industries. It provides an overview of the factors that are established by the previous authors so that the research can be conducted in a proper manner. The third chapter uses the processes that need to be followed by the researcher so that it can help him in conducting the process in an effective manner. The use of the analytical tools that is available will help the researcher in giving a proper shape to the research process.

Conclusion of the Study

It can be concluded that there is an impact of the attitude towards lean management principles on the job satisfaction level of merchandisers. From the data analysis, it can be said that the gender of the merchandisers does not influence their work experience in lean management thereby, increasing or decreasing their job satisfaction. This is because both male and female employees dealing and working with lean management principles are capable of gathering similar experiences in terms of lean management that eventually determines their job satisfaction. The workplace has encountered considerable change over the years due to which the number of female employees has increased over the years. Thus, both male and female merchandisers are capable of gaining adequate work experience in terms of lean management that can help in increasing their level of job satisfaction.

It is evident that waste minimization helps in increasing production for the company. Similarly, in the case of Linea Aqua, both male and female employees think that waste minimization will help in increasing the level of job satisfaction. This is because both male and female merchandisers are distracted by the amount of waste produced during their production. Regardless of the gender, both male and female employees have to emphasize on reducing and disposing of the amount of waste produced during their production. As a result, some of the employees have to be given the charge of looking after managing waste properly. Thus, the shift in concern of the male and female employees compromises with the level of job satisfaction. Thus, it is essential for Linea Aqua to minimize waste in order to increase the level of job satisfaction for the merchandisers regardless of their gender.

Linea Aqua has merchandisers belonging to different age group working in the company. Based on their age, the merchandisers have different levels of understanding in terms of waste management and its relation to job satisfaction. Thus, the merchandisers belonging to age group 26-30 years feels that the company reduces its cost of waste management for ensuring job satisfaction. Reducing waste management cost by the company provides an opportunity for the management to use that capital differently that ensures customer satisfaction. The human resource management of Linea Aqua is able to use the saved cost of waste minimization for improving the working conditions for the employees. For instance, the company is able to fulfill the needs and demands of the merchandisers working for them. Thus, the job satisfaction among the merchandisers increases if their needs and demands are fulfilled by the company. Thus, it can be assured that reducing the cost of waste in the company helps in increasing job satisfaction of the merchandisers.

Thus, it can be concluded that regardless of the age, gender, educational qualification and duration of working in Linea Aqua, all the merchandisers agree that reducing the cost of waste management helps in increasing the level of job satisfaction. Therefore, it is essential for Linea Aqua to ensure that they maintain the low cost of waste management in order to ensure the higher level of job satisfaction for the merchandisers.

Objective 1: To examine the impact of the attitude towards KAIZEN & Error Proofing on the Job satisfaction level of Merchandisers

Objective 1 is linked to survey question 6 and 7. The survey questions aim towards investigating the inventory of waste used by the company. According to the objective, KAIZEN and Error Proofing help in ensuring job satisfaction, as the merchandisers are able to ensure lean management appropriately and wisely. The use of KAIZEN and Error Proofing provides an opportunity for Linea Aqua to ensure lean management effectively and strategically. This includes using minimum inventory for waste management in the company. Cost-Effectiveness in waste management due to the use of KAIZEN and Error Proofing will help in making minimum use of inventory by the company.

Objective 2: To examine the impact of the attitude towards PDCA (Plan, Do, Check, Act) on the Job satisfaction level of Merchandisers

Objective 2 is linked with survey questions 8 and 9. The survey questions aim towards investigating the quality of the products produced by the company in terms of international standards. Similarly, the objective aim towards investigating the impact of PCDA while continuing production by the company by meeting the basic criteria such as plan, do, check and act. The features of PCDA provides an opportunity for Linea Aqua to ensure that they maintain and follow the international standards while production thereby, aiming towards minimizing cost inventory for waste management. This will help Linea Aqua to use the saved inventory wisely and ensure job satisfaction for the merchandisers.

Objective 3: To examine the impact of the attitude towards Job Specific Procedures on the Job satisfaction level of Merchandisers

Objective 3 is linked with survey questions 10 and 11. These survey questions aim towards investigating the ability of the company in managing the complaints effectively by ensuring high flexibility of the company. Similarly, the aim of the objective is to investigate the job specific procedures in order to determine its impact on job satisfaction. It is important for the company to determine the impact job specific procedures in order to determine job satisfaction for the merchandisers. This is because the job specific procedures will provide an opportunity for the employees of Linea Aqua to conduct lean management procedures effectively and strategically thereby, reducing cost and ensuring job satisfaction.

Objective 4: To examine the impact of the attitude towards Appropriate Structure and the Technology on the Job satisfaction level of Merchandisers

Objective 4 is linked with survey question 11. The aim of the survey question is to determine whether the employees working in the company is willing to accept required changes for reducing waste effectively. Similarly, the aim of the objective is to investigate the impact of appropriate structure and technology on job satisfaction of the merchandisers. Linea Aqua has increased the use of technology in order to improve their production. Thus, the process of production has changed due to the use of technology. Thus, the objective and survey question aim towards determining whether the merchandisers are willing to accept the changes in terms of technology in their production thereby, ensuring job satisfaction for the merchandisers.

The suitable recommendations for improving cash flow issues in Linea Aqua include:

Using the business credit card: The use of the business card will help in maintaining the cash flow effectively for Linea Aqua. This is because the company will be able to keep track of the cash spent and received, as the use of cards will provide an opportunity to keep track of the cash flows officially.

Analyzing cash flow: Analyzing the cash flow will also help in improving the cash inflow issues for Linea Aqua. This is because keeping track of the cash inflows regularly will provide an opportunity for the company to cross check the expenses and income minutely.

Work with an accountant: Hiring an accountant will also help in mitigating and improving the cash inflow issues for Linea Aqua. This is because an accountant is a specialized individual with adequate and required knowledge in terms of accounts and inventory. Thus, taking help and working with an accountant will help the company to manage the cash inflows effectively bu using the knowledge of the accountant.

Long term financing: Long term financial planning will also help Linea Aqua to mitigate the cash inflow issues and aim towards improving them. This is because the company will be able to propose and strategize the cash inflow plans for the future and maintain them accordingly. Working according to the plan will help in maintaining the cash inflows effectively.

The suitable recommendations for improving the attitudes of the employees in Linea Aqua include: 

Acknowledge concerns: Employees are the backbone of the business organizations. Thus, it is essential for Linea Aqua to acknowledge the concern of the employees. This is because fulfilling the needs and requirements of the employees will make them feel valued and important for the company thereby, encouraging them to show a positive attitude towards their job roles and responsibilities.  

Encourage humor: The working environment plays a significant role in influencing the mood of the employees. Thus, it is important for Linea Aqua to establish a positive working environment in order to facilitate positive and better attitude for the employees. Thus, supporting employee humor will help in creating positive attitude among the employees.

Employee appraisal: The employees need to be appraised for the effort and hard work they put in for fulfilling the organizational aims and objectives. Appraising the efforts and hard work of the employees helps in encouraging them thereby, improving the attitude of the employees working for the company.

Employee motivation and engagement: The employees are easily bored due to the monotonous nature of their work. Thus, it is important for Linea Aqua to motivate the employees by identifying and fulfilling their needs and demands. This will ensure improvement in employee attitudes working for Linea Aqua along with assuring increased employee engagement.  

The future suggestion for the research highlights the option of using this work as secondary resource for the researchers in the future. The future researchers can use this piece of work as an authentic source for referring in order to complete their work. In addition to, this piece of work can be used as reference for the researchers in the future to any kind of research work. Thus, the future work does not need to belong from the same industry.

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