Social needs: This is an intermediate level of needs loosely corresponds to the affection an affiliation needs. Esteem needs: The esteem level represents the higher needs of humans. The needs for power, achievement and status can be considered as the part of this level. 1.7 EMPLOYEE JOB SATISFACTION: Nature of work: Most employees crave intellectual on their jobs. Therefore, they prefer jobs that offer those challenges and an opportunity to use their skill and abilities. However much challenge in job creates frustration and feeling of failure, too little challenge cause boredom. In fact, it is the conditions of moderate challenge in which employees experience pleasure and satisfaction. Pay and promotion: Employee wants …show more content…
Today’s it’s not just remuneration, which makes an employee satisfied. There are numerous other factors, which contribute to employee satisfaction. The sense of belongingness plays a vital role in this scenario. A satisfied employee can always serve the organization better. . The company has to take steps in order to overcome such sources before it can expect efficient operations. Again the size of small firm has certain advantage over that of big firm on the opportunity of employee job satisfaction. However the ultimate deciding factors of employee job satisfaction to be the overall effectiveness of management in the organization and not the size. Thus a small firm does not necessarily result into employee job satisfaction by its size alone nor does the size of a big organization by itself invariably lead to dissatisfaction of its employees. The company however have to consolidate its managerial effectiveness before it expands and diversifies in working out the process of work and formulating work group. There are many important factors which the management can control in order to bring about employee job …show more content…
Other intangible benefits include the reinforcement of company goals and values, better internal and external communication a positive working and social environment, an improved company image and increased employee loyalty. 1.10 NEED FOR THE STUDY: The need of the study covers the high level of satisfaction leads to organizational commitment. While a low level or dissatisfaction, results in behaviour detrimental to the organization. People will work harder and drive satisfaction of they are given to make their own decisions. The employee satisfaction survey helps companies to determine employees think and identify employee’s needs and concern so that improvements can be made and stronger teams can be formed. The sense of belongingness plays an important role in those scenarios. A satisfied employee can always serve the organization
Employee job satisfaction is also an issue faced by Coastal Medical Center’s staff. It is important the employees enjoy their job so that performance will be efficient and of higher quality. When employees are satisfied and happy with their job, performance improves and it becomes apparent to the patients. It was also mentioned that the staff does not have a chance to be heard b...
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
If there is poor job satisfaction it can lead to poor organisational commitment, where the employee is not committed to organisations goal and may lack a desire to stay in the organisation (Allen and Meyer,
Esteem differs from status because it focuses on what people believe in them (or what other people believe they do/are) rather than the position they hold. Esteem has been incredibly important in the business environment because according to a study performed by Wurster, Bass, and Alcock (1961) “just as we would like to occupy valued positions, most of us also desire to be valued as persons particularly by those we value”. This specific study really stuck out to me because I feel that it very accurately sums up what esteem is. People don’t need to simply be liked because of their job or family name, as humans we need to be valued as people and be valued for who they are. If workers do not feel that they are valued at work, they will work less and be significantly less insinuated to contribute to the group objectives. We are more satisfied with situations and groups that provide us with esteem, since inherintinely high esteem levels make people feel good about themselves. Esteem is vital on both sides of the leader-follower relationship, according to further analysis of the D.T. Campbell study (1953) “subordinates value and esteem leaders who are considerate of their needs and who avoid being domineering”. What this means is that followers like to have their leaders value their concerns and not be overbearing with their leadership tactics. Overall,
According to the Abeysekera (2007), salary play an important role to affect the employee has an intention to quit from job. By mean that, if the employee received a high payment or salary will decrease the employee quit from job. This is because, employees will feel the sense of fairness (equity) of pay in relation to the job done (Lum, 1998). The employer must observe the principle of fairness for the determination of wage for their employee in the organization Hendoko(1998). Received salary satisfaction based on the condition of equity theory of motivation to act in the organization's employees. Workers will assess ratio input on the outcome of the job on hand and make the comparison of it. Meaning to say that, if the organization offer the higher payment of wages, than will attract the employee to stay or loyal to the organization Lgbaria, Greenhaus and Parasuraman, (1991). Pay satisfaction can be seen that the person will be satisfied with his salary when the perception of salaries and what they earn according to expectations. Several studies identify aspects of satisfaction found associated with individual desire to leave the organization will cover wage and promotion satisfaction
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
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’
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
Challenging work is an important motivator in the workplace. Challenging work provides a worker to be engaged, especially when it is deemed important by management. Employees must feel challenged to keep creative ideas flowing. With
Satisfaction: A Conceptual Relationship. International Journal of Management Research and Reviews, 3(5), 2855-2862. Retrieved from http://search.proquest.com/docview/1417475767?accountid=10818
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.
“Business productivity is dependent on employee job satisfaction”. When an employee feels satisfied, secure and trust the employer, they work harder which will enhance the business productivity (Philip, 1958). Moreover, when the employee feels respected, admired, and appreciated by their employers, they will produce productive work which will generate high profit and revenue and hence less turnover (Kalim, Syed & Muahmmad,
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