Employee Satisfaction Variables
Employee Satisfaction:
Employee satisfaction is considered to be a key indicator of productivity and customer satisfaction.
Employee satisfaction is a key to the success of the organization.
The Company's ability to fulfill the physical, emotional, and psychological needs of its employees is employee satisfaction.
Satisfaction:
Satisfaction is the psychological state that indicates how a person feels about his or her situation, based on an evaluation of the situation.
Motivation:
Motivation is the psychological state that exits whenever internal and or external forces simulate, direct or maintain behavior. In organizations the employee behaviors of interest include both productive and unproductive behaviors. By understanding motivation manager can increase productive behaviors such as coming on time and putting in more efforts.
Relation-ship between motivation and satisfaction:
Employee satisfaction and employee motivation goes hand in hand. A happy worker is a productive worker.
The relation ship between employee satisfaction and employee motivation is a bit difficult. We can better understand the relation ship with the two factor theory.
Two factor theory
Before it was assumed that if a person is dissatisfied with part of the job (for example pay) all that has to be done was to improve the factor (that means increase the pay) and this would lead to a higher satisfaction, greater motivation and higher performance.
But Herzberg and his co workers concluded that there are two set of factors that affect people in the workplace, each of which worked in different ways. These were hygiene factor and motivating factors.
Hygiene factors creates dissatisfaction if they a...
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...g areas
Employee growth and development
Managing employee productivity
Work facilities and environment
Training
Empowerment
Appraisals
Compensation
Recruitment
Inter personnel relationship
Employee welfare
Work culture
Overall information flow
Organizational structure
Employee satisfaction studies
Therefore these are the areas that identify whether an employee is satisfied in his job inadequately or adequately.
Conclusion
Paying attention to employees pays off. Assuming that a company or institution has a marketable service and product set, focusing on employee and customer satisfaction increases profitability.
Viewing employees as the most important resource and creating a culture which values them may produce not only sustained profitability but also the type of competitive advantage which others aspire to emulate.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
Job satisfaction is an important issue to address within a work force because it ensures that the employees’ care and value is considered. If the company puts effort into making their employees happy with their work, then this will produce positive outcomes. This includes having more people wanting to work for the company, the employees will want to stay longer, increased productivity and the company will gain an exceptional reputation. When employee satisfaction is not addressed, the ...
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
The Office exemplifies both the positives and negatives of Herzberg’s two-factor theory. To begin, a motivator factor is demonstrated. At the beginning of season two episode five of The Office, Michael Scott walks into the office and greets his co-workers by saying “Happy Halloween, everyone” along with a warm smile. His co-workers are instantly recognized which ensures that they are well-respected by their manager. On the other hand, shortly after the introduction, Michael Scott informs the audience that he is in charge of firing an employee by the end of the month. Therefore, this exemplifies a hygiene factor because of low job security in the
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
In this regard, Ahmad et al (2013) states that job satisfaction could result in improved productivity, innovation anddedication to maintaining quality of service given to clients. Employees are more likely tooperate most effectively when their needs are satisfied (Bekele and Darshan, 2011). Theproductivity of employees is likely to increase, which in turn result in effective achievement ofgoals of an organization (Stone & Pattern, 2005 in Bekele &Darshan, 2011). Moreover,satisfied employees are more likely to absent less, stay at work longer, and show less job stress.Arzi&Farahbod (2014) added by saying that satisfied employees are more likely to feel senseof accountability, be committed and stay long in an organization. Job satisfaction leads to goalachievement. It also helps employees tackle obstacles that may be faced while working in anorganization(Goffee & Jones, 2007). Organizations want their employees to become satisfied in order for theemployees to become productive (Sattar, Nawaz & Khan, 2012). Furthermore, job satisfactionimposes much impact on general life of an individual employee. As being happy is the right ofhuman being, employees must be happy. Thus, “highly satisfied worker has better physical andmentalwellbeing” (Chahal, Chahal, Chowdhary, &Chahal, 2013; Rajasekar&Bhuvaneswari,2014; Garg & Kaushik, 2013; Latif, Ahmad, Qasim, Mushtaq, Ferdoos&Naeem, 2013; Singh& Jain, 2013; Naseem, Ejaz&
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
Additionally, employee satisfaction are directly correlated to employee commitment and the loyalty which again directly related with the business and work productivity (Papazisi, Raidén, and Sheehan, 1995). Smart leaders knows that keeping their employee satisfied and motivated are essential for their organization (Sher, Bakhtiar, Muhammad &Ali, 2010).
For example, Hopkins defined problem satisfaction as the fulfillment or satisfaction of certain needs that were associated with one’s study ” Specter defined job satisfaction, in plain words, as “the extent to which people like their chore ”. Job satisfaction has been defined as a positive orientation course of an individual toward the work role, which he or she is presently occupying an assortment of component can influence a single level of occupation gratification. Some of those factors include pay grade, the process of promotion, workings conditions, leadership, sociable relationship, and the job itself. Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of a mortal ’s task as achieving or facilitating the individual’s values. Both satisfaction or dissatisfaction are seen as a function of perceived relationship between what an individual wants from his or her task and what that individual perceive it as offering or entailing. Thus, “job satisfaction is an attitude which reflects the degree to which an individual is satisfied, gratified, or fulfilled in his or her work or job” (Sharma, Verma, Verma, & Malhotra, 2010, p. 349). Overall, job satisfaction is a multidimensional
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation
Improving employee job satisfaction brings along additional benefits such as a direct impact on increase customers’ satisfaction and employees’ work performance. Satisfied employees tend to add extra effort to job performance, then work harder and better. Hence the organizational success totally depends on human capabilities, highly satisfied work force is completely essential for an organization.
Pay is the most imperative variable that impact an individual to do his or her job with each great plan & diligent work, as per Herzberg individuals who are not fulfilled by their pay those individuals won't be fulfilled by their work or job either. A study completed by Lawler in 1971 likewise demonstrated that high pay makes the worker euphoric so representative is fulfilled from job . Chances to acquire exceptional motivating forces, for example, rewards, additional paid time off or excursions, additionally carry fervor and higher job satisfaction to the working environment.