By understanding the level of employee satisfaction, the company can have a better chance of delivering positive customer experiences, producing innovative products and services and attaining a good bottom line.” (Gaurav, 2012). Job satisfaction has also been said to be, “some extent a reflection of good treatment. It also can be considered an indicator of emotional well-being or psychological health,” and, “Furthermore, job satisfaction can be a reflection of the organizational functioning,” (Spector, 1997). This is very easy to see because it all depends on how the business treats the employee, if they are treated well the employee will be satisfied with their job and would feel highly motivated but if they are mistreated their emotional well-being will not be good as they think they will be underappreciated and unwanted at their
To get a greater cost-effectiveness and efficiency is the benefits for business in promoting work-life balance. The organizations have the talent to attract a higher level of skills. This is because the business is able to attract and retain a skilled and more various workforces. Besides that, the organizations had reduced in recruitment costs and have better job satisfaction and staff confidence. Many employers found that a better work-life balance has a positive effect on staff retention and on employee relationships, incentive and commitment.
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated.
Volunteer work can build camaraderie among individuals who have little or no interaction within the workplace without the restrictions inherent in a corporate hierarchy. “Encouraging employees to volunteer can benefit not only the community and a company’s public image, but also can strengthen an employer’s relationship with its employees: employees have reported greater job satisfaction and loyalty to employers who participate in civic and charitable endeavors.” (Maytal and Cole) When companies provide volunteer opportunities they are also encouraging employee engagement and retention. Volunteer work also provided the opportunity for employee recognitions. Engaged employees show an overall higher level of physical and emotional
Tracy Mullin’s article, Hiring the Very Best, discusses several retailers and their methods of motivation. Some motivated their employees by offering incentives that would keep them coming to work and improve performance. Mullin listed benefits such as; enabling employees to work where and when they want to work, companies offering a better pay rate and healthcare benefits than their competitors, allowing the employees to have creative authority, spending more time with bottom performers and rewarding managers who keep turnover low. Each company discussed in Mullin’s article decreased their rate of employee turnover. The motivational and benefits methods impacted the organizations by turnover and decreasing productivity.
Indeterminate employment is defined as employment on a continuing basis, with no end date specified. Firstly, the retention of employees creates loyalty to a workplace and the worker will become more devoted overtime. An employee is more likely to complete their job effectively if they know they have a measure of job security, long-term prospects, and the opportunity to build relationships with other staff. That being said, the employer is rewarded with people who want to work, report to work and are productive, effective and efficient while at work. Moreover, hiring indeterminate employees awards the entire environment with a stronger workflow as the staff members remain in contact with each other daily, allowing unity to grow among the group.
The building of the team leads to trust, stronger relationship and higher engagement in the business. Servant becomes a behavior rather than a leadership style. When this behavior is showered on your guest or customer it makes them feel important and they will return to business simply based on the experience they received. They develop a trust from a company because of their service, experience, and treatment. When a company treats customer, vendors and each other with fairness it can only increase profit to any business.
This may cause employees to become insubordinate, because they are doing the jobs of upper management (Ballentine, 2007). Non Monetary Rewards Although businesses experience some of the same hardships with non monetary incentives, the extremes are far less. Therefore, the advantages are far greater in using non monetary gifts in the workplace. Non monetary gifts tend to promote creativity among associates in the workplace. If employees know that the reward they receive has no monetary value, they will work harder to go above and beyond, rather than just comply with the guidelines that are given, to complete the task.
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.