Job Satisfaction Workplace Relationships If a company is interested in growth and profit, it must establish positive relationships and good rapport with its employees. People will be happier in their jobs if the environment that surrounds them is made comfortable and positive. Three main factors aid positive workplace relationships: trust, respect and teamwork. Positive workplace relationships are easy to develop when time is taken with each factor. Overall, these factors benefit everyone.
According to the Encyclopedia of Business and Finance, Second Edition , “If the pleasures associated with one’s job outweigh the pains, there is some level of job satisfaction.” Job satisfaction is defined as, “a worker’s sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well, and being rewarded for one’s efforts.” Research shows that job satisfaction is the greatest source of productivity. The fact of the matter is; happy workers will produce more and do their jobs better with a higher rate of commitment to the organization. An employee who is happy is more likely to have enthusiasm about their work.
These recognition forms also include events held for the celebration of achievements. Formal recognition often has some legal and policy requirements. Importance of Employee recognition • Encourage engagement – One of the ways in which recognition of your employee’s efforts or hard work can benefit is by encouraging or inspiring further engagement and boosting overall performance. When one gets some praise or pat on the back, he/she automatically tries to give the same level of performance and improves efforts further. • Encourage better business results – The simple gesture of praising or rewarding your employees at work can have a direct impact on your bottom-line and can lead to better overall results that are a consequence of better individual performances.
"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.
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.
Using the concepts of flow from Csikszentmihalyi, these authors hypothesized that by experiencing flow at work would create a positive leadership role, which would eventually lead to a great satisfaction in their job (Smith, Koppes, and Vodanovich). When a person is satisfied with their job, they are more likely to be organized and perform to their greatest capability. Some researchers have attempted to use flow to measure the relationship between the usage of flow and the attitudes of the employees while doing their job. The more an employee uses flow in their day-to-day work life, the happier the employee will be in the well-being of life (Fullagar and Kelloway). Using psychological flow in everyday work life has been proven to be extremely beneficial in creating a happy employee that is satisfied with the work that he or she is doing.
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.
They are able to acquire data from other departments through communication and act upon the data in a way that is likely to set the climate for assurance from the employees. This assurance contributes to organisation effectiveness and job satisfaction amon... ... middle of paper ... ...work well done. In overall evaluation of appreciating employees, incentives add value to one’s job, aggravating the employees to work extra hard hence contributing to organizational effectiveness. Through incentives, the company expects employees to be productive; more so, encourage employees to maximize their efficiency. They offer economic benefits to the employees and in return expect god performance.
Happier employees tend to more commitment to what they are doing within the organization and it results employee love their role and they are working towards an organizational goals. Connection between employee job satisfaction and job performance Generally, job satisfaction is an attitude towards job. In other words, job satisfaction is an emotional response toward various features of one’s job. A person with a high level of job satisfaction supports positive attitudes towards his or her job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. Job satisfaction is a result of employees’ perception of how well their job provides those things which are viewed as important.
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.