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Nowadays, employees not only focus on the salary of their jobs. They focus on the chances and trainings to improve themselves in their career. Job satisfaction is one of the most widely used variables in organizational behaviour. It is an employees’ attitudinal response to their organization. The job satisfaction related to job performance of the employees. So the employees’ performance can improve through the reward and benefits to employees to reach their satisfaction. Once they satisfied, they will contribute more in company and bring their passion and creative in their jobs. There are two types of job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. If the employees consider only the type of work they do or the tasks that make to the job, there is intrinsic job satisfaction. If the employees consider the conditions of work, there is extrinsic job satisfaction. For example, they are considering the salary, co-workers or supervisor. Job satisfaction of employees in Pizza Hut can be seen from the Indeed. Pizza Hut gets four stars out of five. All the satisfaction surveys come from the former or ex-employees of Pizza Hut. Some of the employees wrote that working in Pizza Hut is a great experience to they, the working environment of Pizza Hut is fun and have a lot of potential to grow. Firstly, …show more content…
The higher the salary, the employees feel more satisfied. If the salary is lower than the employees’ expectation or deserved to have, the efficiency of employees will be lower. Other than the salary, employees concern on the rewards also. Their job performance is related to reward. They will do better to achieve one goal and get the reward. Pizza Hut not only provides health care benefits, accidents and disability insurances, they also provide bonuses and incentives program to their employees. However, working in Domino’s Pizza doesn't have bonuses or incentives to the
Pizza Ranch has many factors that make it shine over Pizza Hut. The main reason that it is a better restaurant is because Pizza Ranch has friendlier service than Pizza Hut. Pizza Ranch goes even further to creating a great environment for its guests because it offers Buffet Your Way and fast service, so that each customer can walk out of Pizza Ranch with a full stomach and a big smile on their face. These factors combine with cleanliness to give Pizza Ranch a great environment. In the end, the debate between Pizza Ranch pizza and Pizza Hut pizza will always be based on personal opinion, but all of the other factors that Pizza Ranch has makes it a better restaurant than Pizza Hut. Because Pizza Ranch has friendly service, Buffet Your Way, fast service, a clean atmosphere, and amazing pizza, it is a better restaurant than Pizza Hut.
In offering higher wages, the company will not only promote fairness and loyalty among its employees, who are the most valuable assets in any company, but will also attract quality pool of applicants and enhance the quality of its human capital.
Motivation in the workplace can be inspired on the team level or individual level. Both of these levels can be determined through the primary factors, intrinsic or extrinsic motivation.
I accept with most of the arguments/ideas of Dan Ariely in this video. But, there are few points where I would not accept with him. The author argued that the number of bionicles built in the second condition of the experiment were lesser than those built in the first condition as the bionicles were disassembled in front of the people. I would like to argue against him as the people were told that the bionicles will be disassembled and used for the next participants. The people know that the bionicles they constructed would be disassembled at some point. It doesn’t make a difference at what time they were disassembled considering that the people know the truth that they will be disassembled at some point. Most of the kids play with Legos. In spite of knowing the truth that they should disassemble them and put them back neatly by the end of the day, kids would still love to play with them. Assuming that the people on whom the experiment was performed were adults, there is no point in people getting disappointed when they know that their bionicles would be destroyed as they know that...
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...
Another reason may also come from an employee getting a good, decent salary. This not only improves the job satisfaction, but gives the member of staff an understanding of the fact that they get fair payment for their labors. “[But] if an employee does not get satisfaction in their work, they may seek satisfaction in other work unrelated areas. He or she may also be content with work as it relates to those work-related areas. Job dissatisfaction may also cause an employee to quit” (Robbins).
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.
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).
“Satisfaction lies in the effort, not in the attainment, full efforts is full victory,” (Gandhi, n.p.). Satisfaction prevails as an important part of life. It holds few related definitions. When someone exhibits a continued effort to perform a task or goal, a positive feedback provides a feeling of happiness. The feeling usually lasts temporarily. Satisfaction holds an important role in society. It grants daily tasks and life long goals a purpose. The word provides encouragement to accomplish these tasks. When a job is completed, satisfaction can reveal itself. The origin of the word satisfaction generates from Old Latin. Satisfaction’s origin splits up into two parts, Satisfacere and Faction. Satisfacere refers to doing enough to become content.
Today businesses believe that the sustaining of performance and competitive advantage to becoming a great organization. As an organization’s success depends on their employees’ performance, the value of specific individual employee has played an important role within an organization to be competitive. At that time, the value of each and individual employee and their satisfaction with their jobs are one of the key factors for an organization and organizations need to find ways to improve employee job satisfaction to achieve organizational goals.
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).
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