INTRODUCTION chance to see and learn more about satisfaction,

INTRODUCTION

 

Employee satisfaction describes
whether employees are feeling happy, supported and fulfilling their desires and
needs at work. It is of vital importance for the success of any business. By keeping
its employees’ satisfied with their career paths should be major priority for
every employer.

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There are a lot of reasons why
employees can become dissatisfied with their jobs and which includes high
stress levels, lack of communication and support, lack of recognition and
limited opportunity for growth. The management department of every company find
ways to improve these factors if they want to reduce their turnover rate. (Kristen
Gregory, 2007)

 

By creating and applying a
culture that encourages the employee satisfaction, a company will succeed to
make its Employees be more loyal and productive. As a result the satisfied
employees will affect the customer satisfaction and organizational productivity.
(Alam Sageer, Sameena Rafat, Puja Agarwal, 2012)

 

Employee satisfaction elements
include general satisfaction with work, employee relationships, remuneration,
benefits and organizational culture and employee loyalty (Jasna
Auer Antoncic, Bostjan Antoncic, 2015).

 

In this assignment we will have
the chance to see and learn more about satisfaction, motivation and elements
that make employees happy.

 

MAIN BODY:

As already mentioned it is very important that all
the companies keep their employees happy by providing all necessary means in
terms of financial rewards and maybe most important of all a good working
environment. As per Harvard Business review in 2013 satisfied
employees will work in a physically and emotionally safe work environment with
good training will be valued and compensated fairly. On the other hand poor
working conditions will create a feeling of pressure and fear to the employees.
The good working environment don’t depend only on the psychological side but
also from other benefits such as a clean office, a parking space, security guards,
etc… It might sound a bit strange but these factors play a big role on the
employee’s mental health. (Alam Sageer, Sameena Rafat, Puja Agarwal, 2012)

 

Also not to be forgotten that day by day
the business environment becomes more competitive with more choices available
for the employees and if an employee doesn’t feel satisfied and engaged in the
business, most probably will decide to leave seeking better career opportunities
especially a key employee. Employers understand that a highly engaged workforce
can increase innovation, productivity, and performance while reducing the costs
for hiring and retention.  (Harvard
Business review, 2013)

 

By saying
that employees must be engaged we mean the levels of enthusiasm, passion and
excitement each employee has about his job and the company overall. In addition
it can be a measurement of the effort that an employee put in his work and how loyal
he is to the company. An engaged employee is not motivated only by money but
emotionally he or she feels as part of the organization. (Dominique Jackson,
2017)

 

The good
working environment and the employee’s satisfaction and engagement start first
of all from the company itself. On better thought the company is the catalytic
factor to make its employee feel happy and it is important to apply a culture
where the employees will be feeling one with the company.   By encouraging teamwork, initiative and
recognize the hard work will inspire the employees to do better. It is the
managers’ and leaders of each team responsibility to correctly apply the
culture to the company.

 

The
effective control, normative order, promotion of innovation, strategy
formulation and implementation and strong commitment from the employees are
only some of the benefits that an organization will gain through the
development of an effective organizational culture.

(Eugene
McKenna, 2006)

 

In order for such a culture to be applied and
remain and also to create a good working environment it is important that
there will be a stable relationship between employers and employees. This
stable relationship will last only if it will be based on terms such as
balance, mutuality, reciprocity, equity and matching of interests. Stable
employment relationships are those relationships where both parties will feel
relatively satisfied. (Purcell J., Boxall  P., 2015).
 

The
leaders of each team will undertake the take the task to build collaboration
and trust between the employees. They will make it possible for all people to
do a good work and create for them a personal power and ownership. It is their
priority to make people strong, capable and committed and they use the opinions
of others to build up their capabilities. (Billsberry
J., 2008).

 

A big factor
that has an important role whether the above mentioned can be applied on
practice is the emotional intelligence of the managers and leaders. A rude and
ruthless management will create a toxic environment with negative
underachievers who ignore opportunities. On the short term this kind of
behavior and culture may prove successful but the productiveness of employees
will not last for long.
Not to mention about the performance duration.

 

Sir Richard Branson is the best leader example who inspired
loyalty among his employees and is admired among other leaders. (Billsberry
J., 2008).

 

Continuing with the motivation part it
is also important to keep the morale of the employees on high levels. A way to
do this is for a company to bring a motivational speaker to talk to employees
in order to raise their morale. (Dominique Jackson,
2017)

Another way is for the company to hire ‘motivated
capability’. This translates to people that have the can do (ability) and the
will do (motivational) factors. (Purcell J.,
Boxall  P., 2015).

 

On this point we should
distinguish between intrinsic and extrinsic motivation. Extrinsic motivation is
whatever has to do to motivate the person on its external environment like
money, benefits etc. Intrinsic motivation is whatever has to do with the work
itself and how an individual is motivated by finding his job enjoyable and interesting.

 

Individuals who consider
themselves to be intrinsically motivated have a much stronger desire to
undertake tasks that will provide a challenge, as they see it as an opportunity
to develop their knowledge and skills. (Karen M. Katavich,
2013).

 

People prefer jobs they personally find interesting
because they apply their particular skills effectively and offer them
opportunities to grow. (Billsberry J., 2008).

 

It has also been discovered that individuals who want be
challenged have a strong need to feel autonomous. In other words they want to
have personal control over the tasks that they have undertaken. (Karen
M. Katavich, 2013).

 

This
means that on many occasions the happiest people in a workplace are not those
with the highest academic qualifications but those who the best fit between
their personal capacities and what they do for a living. (Billsberry
J., 2008).

 

On the other hand individuals that consider themselves as
extrinsically motivated they work because of the rewards and recognition their
job offers. (Karen M. Katavich, 2013).

 

The payment and job security is very important for these
individuals. Although this extrinsic approach may be considered as old
fashioned the stable payment and job security is still considered very
important for some people. The reasons behind are the life commitments like
family or bank loans. (Billsberry J., 2008).

 

There are some factors related to motivation that could cause
problems at work safety. Monotony and boredom could be considered as risk
factors and can be categorized as per below:

·        
Boredom:

–         
Lack of choices and
challenge: the lack of choices and challenges can cause boredom. By knowing
that every day you go to work and know that you will do the exact same thing in
the years to come is not at all motivating and may create problem in the total
working environment. It is dangerous since accidents can occur because
employees do repetitive tasks by instinct and not by thinking.

–         
Lack of skill and
independence: Another boredom creator factor. This happens if you don’t have
the opportunity to exercise your skills or act independently. In other words if
you don’t have the chance to be autonomous. It mostly applies to intrinsic
motivated individuals who seek the challenge from their job and their total
contribution seems to be negligible.

–         
Work pace: This factor is
mostly generated on assembly line works like in a factory where a machine controls
the pace and speed that someone will work. Although most people may want a
varied pace, there are employees that prefer this kind of work since they
understood that there is no need to pay attention on how fast they work.

Management action should be applied on the mentioned factors by
redesigning the job and taking actions like job rotation, job enrichment,
flexible working hour schedules etc… Technology can also help to face boredom
where boring repetitive tasks where replaced by the appearance of robots.

·        
Monotony:

 

Jobs of monotonous nature like repetitive work, heavy muscular
work, works that require close concentration, and tasks that involve continuous
standing or sitting are best examples for the introduction of rest pauses. Also
working tasks that require working pace higher than the natural rhythm of the
body will lead to fatigue and eventually rest pause. Usual breaks and working
periods that don’t exceed 2 hours must be applied so that the safe working
environment would be retained and of course for the employees not to be
dissatisfied.

 

Coming to the great matter of job satisfaction it important
to address that job satisfaction is connected with how well our personal
expectations at work are in line with outcomes. As example if we believe that
hard work will mean equitable rewards then job satisfaction is ensured. On the
other side if hard work is not line with our expectations then this will lead
to job dissatisfaction. (Eugene McKenna, 2006)

 

Employee
satisfaction is of vital importance for the success of a business. A high rate
of employee satisfaction is instantly related to a lower turnover rate. Therefore
employees must be kept happy with their careers and this should be a major
priority for every employer. (Kristen Gregory, 2007).

 

If employee satisfaction is high
among the employees, this is a precondition for increasing productivity,
responsiveness, and quality and customer service. (Alam Sageer, Sameena Rafat,
Puja Agarwal, 2012)

 

There are two types of job satisfaction whose base is on the level
of employees’ feelings regarding their jobs. The first and more famous is
global job satisfaction, which is related to employees’ overall feeling about
their jobs. The second one is the job facet satisfaction, which is related to
these feelings about specific job aspects such as the wages, benefits, hierarchy,
career path and development opportunities, work environment and the
quality of relationships with someone’s colleagues. The second type of job
satisfaction can be considered as a measurement to identify specific aspects of
a job that require improvement. The results may help a company to improve
the overall job satisfaction or understand other organizational issues that may
dissatisfy the employees. (Brian Francis Redmond, 2016)

 

There are
many reasons why individuals can become discouraged with their jobs and resign
or seek another job and these reasons will be analysed below. One can say that
an employee that feels dissatisfied will show signs like vocally registering
his complaints are not willing to accept guidance or instructions from his
managers and supervisors don’t perform part
of his job responsibilities on purpose and has an overall poor job performance.
(Eugene
McKenna, 2006).

 

Stress is one of the major causes
of employees’ dissatisfaction with their job. Stress can be caused because of
many reasons including when companies cannot or not willing to supply the necessary
tools to create an efficient environment while at work. As a result lower
productivity and higher turnover will occur. But if the employees know that management
will provide the tools needed the stress levels will be lower and people will
trust the intentions of their employer. Another stress factor is of course the
job cuts with the ultimate goal being to cut costs. The issue that we have here
is that the given tasks will not be performed effectively because the employees
will be overload with huge workload. Consequently, the efforts of the employees
will fail to reach their own or their employers’ standards.

 

Another element that comes out of
job cutting is that in order for the employees to hand over their assignment will need to work far more their working
hours including any lunch breaks. This means less relaxation time and personal
life.

 

Employers that are considered
unethical by their employees may be considered as such because they seem to
care only about company revenues, rather than their employees’ level of
satisfaction.

 

Dissatisfaction may also arise
when there is no flexibility in the work environment or any source of amusement
for the employees.

 

Lack of communication in the
working environment is considered as a major factor of dissatisfaction. This is
usually the result of management behaviour that does not know how to behave to
their employees on a personal or professional level.

 

Recognition is very important
since employees want to know and feel that their employers do recognize their
efforts in the workplace. As already mentioned, often companies turn their focus
to the production of revenues rather than focus their attention to their
employees or even their customers.

 

By
failing to provide employees with opportunities to grow within the company
results in employee frustration. (Kristen Gregory, 2007)

Promotion
can be considered as a significant achievement in life. It promises and
delivers more pay, responsibility, authority, independence and status. Therefore
the opportunity for promotion determines a great degree of satisfaction to the
employee.

 

A greatly important element of
satisfaction is the competitiveness of the salary and the benefits provided. Employees
will be satisfied with competitive salary packages and should also be satisfied
with when comparing their payments with the payments of others on the same
industry. (Alam Sageer, Sameena Rafat, Puja Agarwal, 2012)

 

One could ask whether the job
satisfaction would depend on gender, age and education. As per Eugene McKenna, 2006 women appeared to be
more satisfied with their job than men. In addition age appears to influence
job satisfaction which appears to increase simultaneously with age. Older
employees seem to have found the job that satisfies them over the years or may
have even lowered their expectations therefore its easier for them to be satisfied.
On the education matter the higher education employees appeared to be less
satisfied since the job may have failed to meet their expectations.

 

It must be said that employers
must care about their employees happiness .It is important that employers care
about the happiness of their employees. Even in the case of an economic crisis
like the recent one that we still face, employees must protect their employees
and spend a respected amount for the recruitment and training of new and
current employees. It won’t be good for the image and the total performance of
the company if the employees feel dissatisfied and start searching for a job
elsewhere.

 

A happy workplace will lead to
higher levels of productivity and increased morale. (Kristen Gregory, 2007)

 

The
mentioned elements of satisfaction are more important for a company. From the
employee side the it is important to feel happy since they will try to provide
more quality work to their employers will be more productive and feel more
committed to the company. (Alam Sageer, Sameena Rafat, Puja Agarwal, 2012)

 

The creation
of employee satisfaction in its whole was found to be the stepping stone of intrapreneurship
and firm growth. Employee satisfaction compared with intrapreneurship can
contribute to the sustainability of a firm in its business environment by and
have a positive impact in the firm growth. All companies regardless of their
age, size and industry can increase their chances of achieving its
entrepreneurial targets and growth by improving their employees’ satisfaction. (Karen M. Katavich, 2013).

 

In general
job
satisfaction relates to the positive attitudes and emotions that individuals
can gain though the aspects of their work. Employees’ satisfaction became the
epicentre of many researches and discussions in work and organizational
psychology because it is believed to be closely connected with the job
performance. (Brian Francis Redmond, 2016)

 

Employee
performance is the greatest contribution an employee can give to the company
since it will help the organisation to achieve its strategic goals. A high
performing employee can create around two to ten times the output of a low
performing employee. The differences between the low and high performers give
organisations the right to worry about the performance of their employees. (Karen M. Katavich, 2013).

 

An
employee performance can be measured with the help of formal methods called
performance appraisal systems. By using the performance appraisal systems the
employers can plan and evaluate employee performance by proceeding with annual
meetings to discuss work goals or behavioural standards and whether
the employee managed to achieve these targets. Performance appraisal systems
don’t just measure performance or provide feedback but will help the managers to
recommend and employee for higher salary or even promotion. Often a planning is
for employee development and training is included.

 

PA
systems are among the most complex kinds of HR practice which means that their
design and quality of implementation varies enormously. Mistakes may occur
which could reduce employee motivation and trust instead of improving them. From
the employees’ side there are some positive aspects to be gained. It is a
chance for the employees to discuss or share their thoughts about their job
tasks and career development. (Purcell J., Boxall  P., 2015).

 

Coming
back to the intrinsic and extrinsic motivation it had been discovered that
although employees’ satisfaction has a positive effect on work performance, for
individuals high on autonomy the relationship between performance appraisal satisfactions
will be negative.

(Karen M. Katavich, 2013).

 

 

CONCLUSION:

As we
have discussed and mentioned it is of vital importance that a company should do
whatever is needed keep its employees happy. A happy employee means a good
working and healthy environment which will reflect the best image of a company
to its customers and competitors.

 

 

 

 

 

 

 

 

 

 

 

 

REFERENCE
LIST

 

McKenna
E., 2006. Business psychology and organizational behaviour: A student’s
handbook. pp. 116-526)

 

Purcell, J. & Boxall, P.
2015. Strategy and Human Resource Management: Management, Work and
Organisations, 4th ed., pp. 189-216

 

Billsberry, J. 2008. Discovering leadership. pp.59-236

 

Gregory K. 2017. The importance of employee satisfaction.

 

Sageer A. & Rafat S. &
Agarwal P. 2012. Identification of Variables Affecting Employee Satisfaction
and Their Impact on the Organization.

 

Katavich K. M. 2013. The
Importance of Employee Satisfaction with Performance

Appraisal Systems.

 

Antonsic J. A. & Antonsic B. 2015.
Employee satisfaction, intrapreneurship and firm

Growth: a model.

 

Jackson D. 2017. 60 Employee
engagement ideas for every business scenario.

Harvard Business Review 2013. The
impact of employee engagement on performance.

 

Redmond B. F. 2016. Job
satisfaction