gender differential paper IJCRB

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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
JUNE 2011
VOL 3, NO 2
existing industrial and economic establishments those organizations which may not adjust
themselves to the new internal and external conditions would not be able to survive. One of the
elements for survivability of the today complicated organizations is development of human
resources and further promotion of human force productivity and provision of compatibility and
adjustment requirements between the job and work environment and the physical and
psychological capabilities of the human force is considered as one of the key elements in this
respect. Work adjustment is considered as an important element for promoting productivity in
every organization. Work adjustment is also a key factor for consistency of a successful job.
Every individual expects to enjoy its desired job bringing him/her hygiene, self-complacency and
credit and supplying his/her basic needs as well. Dawis and Lofquist theory on work adjustment
(1987) is considered as a theory in the field of adjustment of individuals with the environment;
unlike many of job related theories which are revolving around job decision making procedures,
Davis and Lofquist theory is speaking of work adjustment. Based on this theory all individuals,
innately, are in search of their adjustment to their environment. Job motivation is considered as
one of the basic subjects of every organization and its management and efforts and activities of
every individual depends upon his/her motivation. Hertzberg’s findings suggest that typical
motivation factors will lead to job satisfaction and will substitute lack of interest with positive
approach towards the work. Therefore dissatisfaction will be brought to its lowest level. On the
other hand lack of typical hygiene factors in the work environment will aggravate negative
approach to work leading to job dissatisfaction. Then given requirements of the staff and their
commitment and their responsibilities towards their organization if the efforts within General
Inspection Organization (in Tehran) are promoted in satisfying the environmental expectations
then we may witness promotion of job motivation of the General Inspection Organization staff in
Tehran. Therefore theoretical foundations presented by Dawis and Lofquist in relation to work
adjustment and that of Hertzberg in relation to the job motivation are considered as consistent
with the outcome of the present research.
Suggestions:
In view of the findings of the present research, with the purpose of improving the work
adjustment situation and promoting job motivation accordingly a number of suggestions
introduced to the scholars and researchers as follows:
1-Given the dependence and meaningful relationship between work adjustment-based collective
consultations and promotion of the job motivation it is suggested that directors and managers of
the General Inspection Organization, in addition to the organization of collective consultations
training courses, within their general policies and strategies give high significance to the job
motivation factors including typical motivation and typical hygiene factors, as stipulated in the
Hertzberg's theory, training individuals who stand below the average level in order for them to
promote their status in this respect. It goes without saying that this measure will lead to
improvement of the work performance methods and ways, promotion of directors and managers
awareness on their staff performance and recognition their achievements, proper appointment of
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