The Link Between Job Satisfaction and Employee Productivity

2064 Words5 Pages
bulb-icon

Recommended: Relationship between job satisfaction and job performance

1) An Introduction Long gone are the days when Labor Relations or Manpower departments were all the HR that an organization needed for supplying its human resource management needs. As we have advanced from the Industrial Age to the Information Age and as the workplace and business scenario has become more complex and competitive, Human Resource Management has become a vital skill for any knowledge organization; one that, if used correctly, could become a key asset for an organization. One of the most crucial fields of study here, in the 20th century, has been the crucial link between job satisfaction and employee productivity. Job satisfaction essentially is a measure of how content an employee is with his current job. There are, broadly speaking, three major aspects to employee satisfaction at the workplace- 1. A degree of autonomy in decision making 2. Significantly challenging work that does not become monotonous 3. Link between job performance and advancement in organization Other intangible and tangible factors also come into play. For example, some organizations have amazing training programs for new hires that add significant market value to the candidate. Infosys, the Indian IT behemoth, has a rigorous training schedule of 6 months which is attested to by industry experts as being on of the best. Indeed, ex-Infy employees have always highlighted the importance of the training they had undergone at the famed Mysore campus near Bengaluru. Opportunities to be creative, flexible work arrangements, flexible benefits and job stability all contribute towards making an employee like his job and make that extra effort for the organization. 2) Studies and Theories Kick started by the Hawthorne studies (conduc... ... middle of paper ... ...acebook-for-employee-satisfaction-for-the-first-time-in-four-years/. Last accessed 11th April 2012. 2. Jeffrey Pfeffer. (2009). Low Grades for Performance Reviews. Available: http://www.businessweek.com/magazine/content/09_31/b4141080608077.htm. Last accessed 11th April 2012. 3. Davi Ngo. (2009). Job Descriptive Index. Available: http://www.humanresources.hrvinet.com/job-descriptive-index-jdi/. Last accessed 11th April 2012. 4. Mark A. Griffin, Neal Andrew,Mathew Neale. (2000). The Contribution of Task Performance and Contextual Performance to Effectiveness: Investigating the Role of Situational Constraints . Applied Psychology: An International Review. 49 (3), 517-533 5. Ankur Jain. (2009). HRM - Nature, Scope and Objectives. Available: http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function. Last accessed 11th April 2012

Show More
Related

  • An Examination of Leadership Evaluation in a Correctional Facility

    980 Words  | 2 Pages

    Williams, B. K. (2010). The influence of a strengths-based intervention on the performance-appraisal process. (Order No. 3417236, University of Phoenix). ProQuest Dissertations and Theses, 197-n/a. Retrieved from http://search.proquest.com/docview/744523156?accountid=32521. (744523156).

    Read More

  • Human Resources Management at REI, Inc.

    2489 Words  | 5 Pages

    Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.

    Read More

  • Equity in Human Resource Management

    2507 Words  | 6 Pages

    The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).

    Read More

  • The Importance Of Human Resources

    774 Words  | 2 Pages

    Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

    Read More

  • Human Resource Challenges of the 21st Century

    1350 Words  | 3 Pages

    With the 21st century in motion human resource management will face some of the old struggles and HR will be forced to face many new challenges. The main objective of HR is to recruit, retain, train, retrain and keep workers satisfied. Indeed, these responsibilities can be challenging in the 21st century, especially with changing roles, a multi-generational workforce, and globalization.

    Read More

  • Case Analysis: RL Wolfe

    3133 Words  | 7 Pages

    Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.

    Read More

  • Human Resource Management

    1222 Words  | 3 Pages

    An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...

    Read More

  • Job Dissatisfaction Case Study

    735 Words  | 2 Pages

    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’

    Read More

  • Strategic Human Resource Management

    1221 Words  | 3 Pages

    Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.

    Read More

  • The Positive Impact of Satisfied Employees in Companies

    949 Words  | 2 Pages

    Companies put thousands of dollars into decor, food and beverage display, maintaining the property grounds and so many other things, and forget the key element of a successful relationship with customers- their employees. Many factors go into keeping employees satisfied, Wagenheim and Anderson (2008) concluded four key factors that impact job satisfaction, number one is rewards and recognition, researchers have identified extrinsic rewards, including salary and benefits as the most important factors for retaining employees, while others contend that intrinsic rewards such as working conditions, status, and security drive employee satisfaction (Leavitt, 1996: Savery, 1996). Number two factor would be personal choice and development, not all employees are fuelled by pay and benefits alone, some found more of a value in career development for their job satisfaction (Leavitt, 1996). The number three factor was a healthy work and life balance within employees, researchers present that there is a direct connection between life satisfaction and employee satisfaction, Bauer (2000) believes either employee satisfaction impacts life satisfaction or life satisfaction impacts employee satisfaction, although Hagedorn and Sax (1999) believe it is reciprocal. And finally, the number four factor includes employee training and development, Howard and Frink (1996) found that employees who perceive growth opportunities are more satisfied. The first objective of this study was to determine the impact employee satisfaction has on customer satisfaction. The second objective of this study was to determine the organizational impacts on employee satisfaction. These objectives will be determined through the study of eight journal articles and select...

    Read More

  • Job Satisfaction and Employee Retention

    2178 Words  | 5 Pages

    Employee satisfaction is undoubtedly the best predictor of employee retention. A job environment consisting of good working relationships usually fosters employee satisfaction. Employees feel motivated as they believe that the company is appreciating their service and commitment. Job satisfaction results in employee retention. Employee retention could be defined as the length of time employees stay with the organization.

    Read More

  • Human Resource Management In The Workplace

    796 Words  | 2 Pages

    Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.

    Read More

  • History Of Human Resource Management

    1379 Words  | 3 Pages

    Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)

    Read More

  • History Of Human Resource Management

    1796 Words  | 4 Pages

    Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.

    Read More

  • What Is The Conclusion Of Job Satisfaction

    1959 Words  | 4 Pages

    In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.

    Read More

More about The Link Between Job Satisfaction and Employee Productivity

Open Document