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.
A few challenges which could possibly occur is a lack of authority with managers. When allowing employees with the authority of change. It will be difficult for the supervisor to push the employees for better performance. It can be difficult for servant managers to step back into a dominate manager role. Servant leadership may lead to demotivation of employees and the company receive fewer results over time.
"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.
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.
Many employers are trying to reduce employee turnover with quick fixes, gimmicks, games, and prizes that just don't work. Organizations are finding that the solutions are more about how you treat employees than tangible items that are given to them. Also, the concept of employee loyalty diminished as employees realized that doing a good job and being loyal to an employer no longer mattered. True solutions require a change in management's attitudes and behaviors toward employees. The ultimate strategy to reduce the costs of turnover and high recruitment is to manage for retention.
Every employee would want an increase in salary to make them want to work harder and give good work. However, managers can praise their employees for the good work. Rather than involving money in motivation, managers can give feedback, recommendations and opportunities to their workers. It gives their employees a sight that their managers care. In other words, McClelland 's needs theory also describes this type of scenario.
When employees feel that they are being taken care of and receiving the pay that they are supposed to this will boost their work performance and also encourage others in the work place. Employees still have to understand that if they get paid more then they may receive more responsibility. Also, this can raise the morale in the company. For example, I think I get paid a fair amount of money but I don’t really care for my job because of the management. Even if I were to get paid more I would not care because I would still have the same management.
EMPLOYEE RECOGNITION Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. Praise and recognition are essential to an outstanding workplace.
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. Improving job satisfaction and productivity is an issue which is imperative among all employees and workplaces.
They offer economic benefits to the employees and in return expect god performance. The executive put promises to employees who in turn reciprocate assurance of positive feedback and hence concentrate on more performance. This strategy keeps on rolling forward the productivity of a company resulting to excellent performance in overall business. Works Cited Razi Nazila and Elizabeth More, The role of communication in the acquisition of high performance work system organizations Communication in the acquisition of work system organizations.