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...
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...d that employee satisfaction correlates highly with satisfaction, assurance is the knowledge and courtesy of employees and their ability to inspire and trust (Parasuraman, 1988).
The nature of the organization pays a large roll within the satisfaction of its employees, Brown and Lam (2009) divide organizations into two service categories, one being a service you provide for/on a person (example a spa) and two being service you provide on a possession (example a hotel room and the cleanliness of it). If the organization is concentrated more on delivering a personal experience to the guest, have a higher customer satisfaction based on employee satisfaction, where as when the service is more concentrated on a service to a possession, employee satisfaction is less of a factor in the overall customer satisfaction and the guests experience with the organization.
Purpose & Other: : I give the purpose and other a 10 out of 10 because the goal of the article was to inform organizations, employers, presidents and/or employees about the importance of strengthening relationships between an employer, an employee, and the company in its entirety.
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...
The Gaps Model of Service Quality was originally developed for application in the financial service sector. The model was designed to measure components of customer satisfaction by using five dimensions of real or potential gaps in service quality of a hotel (Saleh & Ryan, 1991). The model has been applied to hotels, as well as a number of service agencies, including banking, hotels, restaurants, and healthcare. Even though the services differ greatly, the model is easily adapted to any service industry (Parasuraman, Zeithaml, & Berry, 1985).
Based off of the gratification an individual contains towards their work is job satisfaction. 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 of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
We recommend Vikram to use service quality framework (SERVQUAL) as a scale to measure and manage hotel guest’s perception of service quality in terms of five dimensions (session2 slide#45), which are (i) Reliability – OV employee’s ability to dependably and accurately perform the promised service to consistently delight its guests (ii) Assurance – Knowledge and courtesy of OV employees, and their ability to convey trust and confidence. (iii) Empathy – OV’s individualized attention and customized care it offers to its guests and understanding the customer to anticipate guest needs, wants and desires to enlighten the service. (iv)Tangibles – Refers to OV’s lavish tents and other physical facilities, equipment, pleasant appearance of OV personal, etc. (v) Responsiveness – OV’s willingness to help customers and provide prompt
Williams, P. & Naumann, E. 2011, "Customer satisfaction and business performance: a firm-level analysis", The Journal of Services Marketing, vol. 25, no. 1, pp. 20-32.
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.
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’
This present study will focus on the relationship of job satisfaction, self-esteem and stress among organizational employees. Job satisfaction is an attitudinal variable reflecting an employee’s overall feeling toward the profession of an individual. According to Locke (1969) job satisfaction has been defined as pleasing emotional state that results from the assessment of one's job or experiences of an individual’s job. Job satisfaction is an emotional state related to an individual’s work conditions and culture of an organization. In other words, job satisfaction can also be defined as an individual’s impression about job in terms of specific aspects of the job that includes work, pay promotion, co-workers and job in general. According to Robinson (2006) Employee satisfaction is thoroughly related to job satisfaction and affects the intention to leave or stay with the organization. According many different researches, employee job satisfaction is vital to face the vigorous and ever-increasing challenges of satisfying productivity of the organization by keeping their employees constantly involved and encouraged. Hapak (1935) defined job satisfaction as relation to psychological, physiological and social factors. In other words, it is necessary for an individual to be satisfied physically, psychologically and socially to attain job satisfaction. Job satisfaction is one of the most important aspects of an individual’s job or work.
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.
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
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
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).
Different facets of organizational behavior were addressed in the three articles reviewed for this project. Pay Satisfaction, Job Satisfaction, and Turnover Intent by Parbudyal Singh and Natasha Loncar examines the relationship between employee position and salary satisfaction and job turnover. The 4 Rs of Motivation by Michael Maccoby suggests a formula from which leaders should pull to motivate subordinates, and Relations Between Leader-Subordinate Personality Similarity and Job Attitudes by Lior Oren, Aharon Tziner, Gil Sharoni, Iafit Amor, and Pini Alon examines the effect the relationship between leaders and subordinates has upon job satisfaction.
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