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how employee satisfaction links with job satisfaction
Review of Literature in employees satisfaction
how employee satisfaction links with job satisfaction
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When it comes to a work environment an employee should feel comfortable, and excited to go to work, especially because on average forty hours a week are surrounded by that environment. Management teams have challenging jobs to attempt to balance both what the organization needs and what is best for the employee. If the employers are not satisfied, then there is no chance for a successful work environment, and if the employees are not happy then there will not be a business. Both the employer and employees have their own opinions on what is important to them, but it is finding the proper line that makes the work environment a great place for everyone. There are multiple reasons that an employee may choose to work for a company, such as a …show more content…
Obtaining a job that will be flexible enough for someone to still live an outside life can be challenging. It is important to some to have the ability to be able to choose their work schedule. In fact, a study showed that “. . . one-third of wage and salary workers have flexible schedules. . .”, which means that an employee’s work shift could change daily (McMenamin, 2007, p. 3). For example, most fast food employment has the ability to grant a more flexible schedule for the employees. Some employees enjoy the work flexibility schedule, which allows the employees, with the assistance of a good manager to create a schedule that benefits both parties. However, a flexible schedule most often benefits the organization more than the employee (2007, p.3). For instance, if you worked for a fast food chain, an employee would not want to work from 10 in the morning until 11 at night. Flexible schedules allow for them to keep long hours available to the public, while still being able to keep the employees content with their work …show more content…
Working extra hours for a company should result in a bigger pay check. This type of compensation is called overtime, and normally needs to be approved by management. For example, if a typical work week is a forty-hour week, and forty-five hours was needed at the time to complete the job, then the extra pay should reflect five extra hours of pay. Recently, the “. . . US Department of Labor (DOL) released the long-awaited updates to regulations defining overtime exemptions for executive, administrative, and professional employees” (Acroprint time recorder company; new overtime regulations increase companies ' need for accurate time records, 2016, p.1). These overtime updates were needed for employers to be able to track a more accurate time card for employees. This helps both the company save money, while still giving accurate overtime wages to the employees that put in extra time at work. Overtime can be great for both the employer and its employees because the employer gets the job accomplished while the employee get compensated extra pay for their time. While overtime is a benefit to the workplace, so is paid time
Making that person work extra hours without getting paid is something that will be accomplished unwillingly. In other words, no one would want to work 8 hours a day if he had the option to work less. It is usually the case that people would prefer to work less hours for more money.
Workplace Flexibility is slowly climbing in the United States but it is not moving fast enough because of social norms and bottom lines. I am currently a stay-at-home mom and a student on the job hunt and what I have noticed is that there just are not a lot of opportunities for working mothers who are not willing to give up putting a meal on the table every night for their kids. Hourly employers love flexibility, but when they say flexibility they mean that they want their employee to be available anytime. I read must be available for days, nights, weekends, and holidays on over half of the job descriptions I looked at.
In addition, the management should enhance flexibility I the workplace. Flexibility makes the workplace environment more manageable. A clear manifestation of a flexible workplace is one that allows employees adjust the hours of work if the adjustment is necessary. It may also include allowing them to work from another place other than the office, for instance working from a nearby restaurant. This seeks to make their working experiences more realistic and manageable. This flexibility will also aid the employees meet their non-work responsibilities and this greatly motivates them.
“If people are sacrificing a great deal because of their job, they are probably more likely to be unhappy. They may be tired and stressed out. This makes them less likely to be productive, pleasant employees,” Randall said.
Flexibility in the workplace should be a benefit for the employee as well as the employer. According to Christensen, “Having flexibility in the workplace will ultimately lead to better morale, increase retention, and become an effective tool for recruitment.” (Christensen, 2005) Flexibility is an important factor toward overall workplace success. As mentioned by Christensen not only is this a great tool for companies to use for recruitment and retention, but improving diversity in the organization. Flexibility means taking a varied approach to the old way things are done. Some examples, changing work hours, location of where the work is done and restructure of the job. The traditional Monday thru Friday, nine to five work design is no longer the norm. Having a flexible work structure allows an organization to modify schedules for employees which in turn gives the employee opportunity to balance work and life. By doing this...
I feel that the work that a person performs, their carrier has to be something that people enjoy. So it will be feel like a job instead like a hobby and I feel that people in that office is doing a force work like something that they do not enjoy doing. It is like when you work on a factory and it puts you on a bad mood, then why did they choose that carrier because I understand they were able to choose.
Overtime pay regulations would serve to discourage companies from overworking their employees in order to avoid paying overtime wages, and as a result encourage additional hiring to make up for the fewer hours being worked by their existing employees.
Options for flexible work schedules--once nonexistent--have become a reality, with benefits for workers and employees alike. Job sharing, compressed work weeks, reduced hours, work at home, and flextime have provided employees with the means to realize a better balance between work and family and an opportunity to engage simultaneously in more than one endeavor, e.g., school and work, two careers, and work and leisure. They can also lead to economic and emotional stress and to limited opportunities for professional growth. This Digest examines flexible work options, including the characteristics of workers who select them, the organizations that offer them, and the influence they have on worker satisfaction, performance, productivity, and career progression.
I completed the Optimal Healing Environment survey. I did use the place that my patient is staying at right now. This was a care, rehabilitation center and care center.
The concept of flexibility has permeated much of current human resources management thinking, providing justification for recent developments in more flexible and variable working patterns. Its need arises from the following:
Employees are increasingly interested in jobs with flexible work schedules. What factors are driving this interest?
Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
It is important that employees do not fear for their jobs, are stressed of their tasks and their deadlines, etc. Employee happiness should be one of the most important topics for any organizations. If they are happy, they are more likely to focus on their own tasks, work hard, and create a good environment. If they are stressed they are more likely to make mistakes and influence the environment
Work environment is an important element to increase the satisfaction level of employees towards their jobs. Jain and Kaur (2014) stated that “all the aspects of work environment are correspondingly significant or indeed appropriate when considered job satisfaction and also affects the welfare of employees” (p. 2). Thus, it is obvious that a favorable work environment is not merely affects the employees’ performance in an organization, but also compensation and benefits to employees and job satisfaction of employees in the organization. In general, there are three types of work environment: work-life balance, rewards and recognition and open communication that lead to job satisfaction of employees (refer to Figure 1 in Appendix 1).
Workplace attitudes and workplace performance are two areas of research that are often studied in organizational research. Yet, questions remain about the relationship between the two and the factors that influence them. What are the most crucial elements affecting employee attitudes and how does that affect work behaviors in general? With levels of workplace stress rising, the identification of influencing factors is increasingly important to the health and wellness of both the employee and the organization.