The Ouchi Approach or Theory Z emphasizes employee involvement, long-term employment, and a strong sense of organizational

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The Ouchi Approach or Theory Z emphasizes employee involvement, long-term employment, and a strong sense of organizational loyalty. It aims to enhance employee satisfaction, productivity, and organizational effectiveness by creating a supportive work environment. One of the main impacts of Ouchi Approach is the satisfaction of both employees and organization. By implementing the key principles of Ouchi Approach organizations can give a positive work environment that enhances employee satisfaction and engagement that give rise to improved overall organizational satisfaction. Engagement is about the employee being actively invested in their work and the value they add to the organization. Lan Hutchinson said that "Employee engagement is an investment we make for the privilege of staying in business". When employee is engaged or when employees emotionally committed, it means that they are going to give discretionary effort. As a result, involving employees in the decision-making process, organizations tap into their knowledge, skills, and perspectives, directing to better problem-solving and innovation. Employee participation in management can lead to greater levels of employee satisfaction as well as enhanced financial success. (Paros, 2020) Employees' opinions on their workplace and their overall view of their work status impact how satisfied they are with their jobs. (Na Mao, 2013)

Moreover, strong relationships between employees and managers play a vital role in job satisfaction. Theory Z emphasizes supportive and mentoring relationships, where managers provide guidance and support to employees. Positive relationships built on trust, open communication, and empathy build a supportive work environment. Employees who have strong relationships with their managers feel valued and supported, leading to higher levels of job satisfaction. According to the study of Heyi Song and Ying Han, employees' emotional ties to the company are referred to as "affective commitment," which includes a desire to stay there and a willingness to continue working on its behalf. Furthermore, loyal employees tend to stay with the organization longer, reducing turnover rates and ensuring continuity, which positively impacts overall organizational satisfaction. Other than that, there are two factors highlighted which will affects the job satisfaction of employees, namely quality of work life and teamwork (Mafini & Dlodlo, 2014). The Ouchi Approach also recognizes the importance of work-life balance. It promotes flexible work arrangements, such as telecommuting, compressed workweeks, or flexible schedules. These arrangements enable employees to better manage their personal and professional lives, resulting in improved well-being and job satisfaction. By offering flexibility, organizations show that they value employees' personal lives and respect their need for balance. This, in turn, enhances loyalty and commitment to the organization, leading to higher employee satisfaction levels. In conclusion, the Ouchi Approach or Theory Z, has several positive effects on both employee and organizational satisfaction. Implementing the principles of this theory can contribute to the well-being of employees and the success of organizations in today's dynamic and competitive business landscape.

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