Satisfied employees are more productive. Discuss this statement critically, drawing on theory and research.

Satisfied employees are more productive. Discuss this statement critically, drawing on theory and research.

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Through-out this essay the notion of satisfied employees being more productive will be broken down and examined, taking into consideration research and theories, to determine if there is any correlation between the two elements, and if so, to what extent. Locke (1976) defines “job satisfaction as pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience… It is a perception of how well their job provides those things that are viewed as important.” The feeling of satisfaction is an attitude, “a psychological tendency that is expressed by evaluating a particular entity with some degree of favour or disfavour” (Eagly and Chaiken, 1993) favour being the satisfaction the employee feels. “While in its purest form, work performance means fulfilling prescribed tasks proficiently” (Strauss, K 2013) and productivity is the act of fulfilling these allocated tasks.

Bakker (2011) puts forward the ‘Job-Demand resources model’ demonstrating how work engagement requires two resources; job resources and the employees own personal resources. A job resource is for example; social support, feedback and readily-available opportunities to enrich the job role. Bakker shows this benefits both the worker and workplace by satisfying the basic human needs; meaning when job resources are high, work is done more efficiently heightening productivity with no additional time or pecuniary resources having been invested. Knowledge of a better personal performance is rewarding for employees, which itself increases engagement and effectiveness in the workplace, reinforcing their own personal resources of self-esteem and optimism. This is a self-perpetuating cycle as the job resources allow for productivity to increase as ...


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...ure and causes of job satisfaction. In M.D. Dunnette (Ed.), Handbook of industrial and Organizational Psychology. Chicago, Rand McNally

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Meyer, J.P., and Allen, N.J. (1991) A three component conceptualization of organizational commitment. Human Resource Management review 1, pp. 61-89.
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Sher, R., 2012. Why You Need Dissatisfied Employees - Forbes. [Online]
Available at: http://www.forbes.com/sites/robertsher/2012/08/03/why-you-need-dissatisfied-employees/
[Accessed 17 December 2013].

Strauss, K (2013) Lecture Four: Attitudes and Performance. Warwick Business School pp. 21




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