They make more effort towards accomplishing tasks well rather than passing time. They are more invested in the success of the company. They are more competent due to their increased attention and care to job duties. IMPORTANCE OF THE STUDY: Employee satisfaction is the metric by which to judge a person’s feelings toward their job, and determines employee conduct, productivity, and efficiency in the workplace. A high level of employee satisfaction can, to a certain extent, help arbitrate natural conflicts that arise from different personalities and styles of working within an organization.
This goes well with assuring that employees don 't suffer from boredom within the company. Increase in work flexibility means that there will be work with a variety of difficulty, variety of skills, and etc... This can be quite useful in helping to keep employees at the top of their
When employees are satisfied with their work environment, the engagement at work increases, which help the company benefit in a long term. A satisfied employee can create an unforgettable experience for customers that will attract them more and maintain their loyalty. Businesses to if they want to maintain their advantage over other firm, they must provide their employees with the right tools, such as the latest technology and resources to compete and achieve objectives. In addition, an empowered employee is an essential capital that successful companies need to have if they want to achieve their financial goal and keep customers satisfied. The second stakeholder that can affect the financial performance of any firms are customers.
Employees that feel appreciated at there job seem to have better attitude, work more hours and appear to have better attendance. Small rewards on the job such as encouraging work performance with free company shirts or hats, giving recognition to teams or departments for a job well done make big impressions on employees. Companies have found that money is and important motivator for high levels of employee productivity. However, money incentives by its self may not be as affective and it may not render the loyalty from employees many companies strive to achieve. The combination of monetary and non- monetary rewards have proven to be affective in an completive job market, as it helps to keep employees from straying to companies that offer appetizing bonuses and incentives.
When employees are empowered they feel that they play a bigger part in the organization and they understand how their job fits into the organization. Empowered employees are happier, more productive and have a sense of personal and professional balance. Empowerment exercises employees' minds to find alternative and better ways to execute their jobs. It increases their potential for promotions and job satisfaction. This results in perso...
This motivational tool is used in order to give more responsibility to an employee with the intention of motivating that person to perform at a higher level. The reason for instituting these areas of motivation is so that the workers can continue to be productive to the employer and feel satisfied themselves. The outcome of job enrichment is the byproduct of the motivational tool. This would give more responsibility to an employee with the intention of motivating that person to perform at a higher level, thus feeling the enrichment of self-satisfaction in their job performance. A person can easily get weighed-down in their job if it is the same thing every day so another action that could be taken to enrich one’s job situation would be job rotation.
For sure, the reputation of the company in the eyes of customer will be better by having higher performance staff. Job Rotation. To avoid the employee felt bored due to maintain at a position or functional specialization for a long time, job rotation can be implemented. Job rotation can give new skills to the employee plus it can produce multi-skills workforce after certain period of time. Employees also will appreciate their job as they understand the whole system & the importance of each part of total
Organizations maintain employee satisfaction by creating work and tasks to enhance job satisfaction, increase motivation that aligns with the company objectives, and many other ways that will be discussed. Job satisfaction is important to both workers and the organization. For an organization, high levels of job satisfaction of its employees make for a workforce that is motivated and committed to high-quality performance. Research shows that an increase in employee happiness has a direct impact on productivity, which in return is a direct connection to a successful business. However, job satisfaction does not come automatically to an organization; it need... ... middle of paper ... ...stress is when the company is not doing well and has to downsize, the workload is disbursed throughout the remaining employees making their job harder.
"While money is important to employees, what tends to motivate them to perform at high levels is the thoughtful, personal kind of recognition that signifies true appreciation for a job well done. "-Expert Magazine Today, Employers will gain more respect from their employees if they treat them fairly and give them credit where credit is earned. The examples that I have uncovered conclude the need for employee motivation. A Manager must reveal the importance of their employee's presence within the company. If an employee is praised they will feel as though they are valued within the company.
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 ... ... middle of paper ... ...d February 7, 2014 from: http://search.proquest.com.rap.ocls.ca/abiglobal/docview/1477173989/abstract/D D9C6F0686C347BBPQ/6?accountid=11530 Kosteas, Vasilios D. (2011). Job satisfaction and promotions. Industrial Relations (Berkeley).