INTRODUCTIONEmployeesatisfaction is the terminology that describes whether employees are feeling happy,supported and fulfilling their desires and needs at work. (favorite 1) It isessential for the success of any business. (favorite 1).
By keeping its employees’satisfied with their career paths should be major priority for every employer. There area lot of reasons why employees can become dissatisfied with their jobs and whichincludes high stress levels, lack of communication and support, lack ofrecognition and limited opportunity for growth. The management department ofevery company should actively seek toimprove these factors if they hope to lower their turnover rate. (favoite 1) Bycreating and applying a culture that encourages the employee satisfaction, acompany will succeed to make its Employeesbe more loyal and productive. As a result the satisfied employees will affectthe customer satisfaction and organizational productivity.
(favorite 2) employeesatisfaction elements include general satisfaction with work, employeerelationships, remuneration, benefits and organizational culture and employeeloyalty) Favorite 6). In this assignment we will have the chance to see andlearn more about satisfaction, motivation and elements that make employeeshappy. MAIN BODY:As already mentioned it is veryimportant that all the companies keep their employees happy by providing all necessarymeans in terms of financial rewards and maybe most important of all a goodworking environment. As per (HarvardBusiness review) satisfiedemployees will work in a physically and emotionally safe work environment withgood training will be valued and compensated fairly. On the other hand poorworking conditions will create a feeling of pressure and fear to the employees.The good working environment don’t depend only on the psychological side butalso from other benefits such as a clean office, a parking space, securityguards, etc… It might sound a bit strange but these factors play a big role onthe employee’s mental health. (http://www.
iosrjournals.org/iosr-jbm/papers/Vol5-issue1/E0513239.pdf)Also not to be forgotten that dayby day the business environment becomes more competitive with more choicesavailable for the employees and if an employee doesn’t feel satisfied and engagedin the business, most probably will decide to leave seeking better careeropportunities especially a key employee.
Employers understand that a highlyengaged workforce can increase innovation, productivity, and performance whilereducing the costs for hiring and retention. (Harvard Business review)By saying that employees must be engaged we mean thelevels of enthusiasm, passion and excitement each employee has about his joband the company overall. In addition it can be a measurement of the effort thatan employee put in his work and how lotal he is to the company. An engagedemployee is not motivated only by money but emotionally he or she feels as partof the organization. (https://getbambu.com/blog/employee-engagement-ideas/#onboarding)The good working environment and the employee’ssatisfaction and engagement start first of all from the company itself. Onbetter thought the company is the catalytic factor to make its employee feelhappy and it is important to apply a culture where the employees will befeeling one with the company. Byencouraging teamwork, initiative and recognize the hard work will inspire theemployees to do better.
It is the managers’ and leaders of each teamresponsibility to correctly apply the culture to the company. The effective control, normative order, promotionof innovation, strategy formulation and implementation and strong commitmentfrom the employees are only some of the benefits that an organization will gainthrough the development of an effective organizational culture. (2006) BUSINESSPSYCHOLOGY AND ORGANISATIONAL BEHAVIOUR : A STUDENT’S HANDBOOK, Eugene McKenna,p.526)) In order for such a culture to be applied and remain and also to create a good working environment it is important that there will be a stable relationship between employers and employees. This stable relationship will last only if it will be based on terms such as balance, mutuality, reciprocity, equity and matching of interests. Stable employment relationships are those relationships where both parties will feel relatively satisfied.
( Purcell, J. & Boxall, P. (2015) Strategy and Human Resource Management: Management, Work and Organisations, 4th ed., Palgrave Macmillan. P. 189) The leaders of each team willundertake the take the task to build collaboration and trust between theemployees.
They will make it possible for all people to do a good work andcreate for them a personal power and ownership. It is their priority to makepeople strong, capable and committed and they use the opinions of others tobuild up their capabilities. (Billsberry, J.(2008) Discovering Leadership.
Palgrave Macmillan, p.59) A big factor that has an important role whetherthe above mentioned can be applied on practice is the emotional intelligence ofthe managers and leaders. A rude and ruthless management will create a toxicenvironment with negative underachievers who ignore opportunities. On the shortterm this kind of behavior and culture may prove successful but the productivenessof employees will not last for long.
Not to mention about the performance duration. (Billsberry,J. (2008) Discovering Leadership. Palgrave Macmillan, p.63) Sir Richard Bransonis the best leader example who inspired loyalty among his employees and isadmired among other leaders. (Billsberry, J.
(2008) Discovering Leadership. Palgrave Macmillan,p.236)Continuingwith the motivation part it is also important to keep the morale of theemployees on high levels. A way to do this is for a company to bring amotivational speaker to talk to employees in order to raise their morale.
(https://getbambu.com/blog/employee-engagement-ideas/#onboarding)Another way is for the company to hire ‘motivated capability’. This translatesto people that have the can do (ability) and the will do (motivational)factors. ( Purcell, J.
& Boxall, P. (2015) Strategy and Human ResourceManagement: Management, Work and Organisations, 4th ed., PalgraveMacmillan. P. 191) On this point we shoulddistinguish between intrinsic and extrinsic motivation. Extrinsic motivation iswhatever has to do to motivate the person on its external environment likemoney, benefits etc.
Intrinsic motivation is whatever has to do with the workitself and how an individual is motivated by finding his job enjoyable andinteresting. Individuals who considerthemselves to be intrinsically motivated have a much stronger desire toundertake tasks that will provide a challenge, as they see it as an opportunityto develop their knowledge and skills. https://mro.massey.ac.
nz/bitstream/handle/10179/4708/02_whole.pdf)Peopleprefer jobs they personally find interesting because they apply theirparticular skills effectively and offer them opportunities to grow. (Billsberry,J. (2008) Discovering Leadership. Palgrave Macmillan, p.206)It has alsobeen discovered that individuals who want be challenged have a strong need tofeel autonomous. In other words they want to have personal control over thetasks that they have undertaken. (https://mro.
massey.ac.nz/bitstream/handle/10179/4708/02_whole.pdf)Thismeans that on many occasions the happiest people in a workplace are not thosewith the highest academic qualifications but those who done the best fitbetween their personal capacities and what they do for a living. (Billsberry,J.
(2008) Discovering Leadership. Palgrave Macmillan, p.206)On theother hand individuals that consider themselves as extrinsically motivated theywork because of the rewards and recognition their job offers.
(https://mro.massey.ac.nz/bitstream/handle/10179/4708/02_whole.pdfThe payment and job security is very important for these individuals.
Althoughthis extrinsic approach may be considered as old fashioned the stable paymentand job security is still considered very important for some people. Thereasons behind are the life commitments like family or bank loans. (Billsberry,J. (2008) Discovering Leadership.
Palgrave Macmillan, p.205)There aresome factors related to motivation that could cause problems at work safety.Monotony and boredom could be considered as risk factors and can be categorizedas per below:· Boredom:- Lack of choices andchallenge: the lack of choices and challenges can cause boredom. By knowingthat every day you go to work and know that you will do the exact same thing inthe years to come is not at all motivating and may create problem in the totalworking environment. It is dangerous since accidents can occur becauseemployees do repetitive tasks by instinct and not by thinking. – Lack of skill andindependence: Another boredom creator factor.
This happens if you don’t havethe opportunity to exercise your skills or act independently. In other words ifyou don’t have the chance to be autonomous. It mostly applies to intrinsicmotivated individuals who seek the challenge from their job and their totalcontribution seems to be negligible. – Work pace: This factor ismostly generated on assembly line works like in a factory where a machinecontrols the pace and speed that someone will work. Although most people maywant a varied pace, there are employees that prefer this kind of work sincethey understood that there is no need to pay attention on how fast they work. Managementaction should be applied on the mentioned factors by redesigning the job andtaking actions like job rotation, job enrichment, flexible working hourschedules etc… Technology can also help to face boredom where boring repetitivetasks where replaced by the appearance of robots.
· Monotony: Jobs of monotonous naturelike repetitive work, heavy muscular work, works that require closeconcentration, and tasks that involve continuous standing or sitting are bestexamples for the introduction of rest pauses. Also working tasks that requireworking pace higher than the natural rhythm of the body will lead to fatigueand eventually rest pause. Usual breaks and working periods that don’t exceed 2hours must be applied so that the safe working environment would be retainedand of course for the employees not to be dissatisfied. (2006) BUSINESSPSYCHOLOGY AND ORGANISATIONAL BEHAVIOUR : A STUDENT’S HANDBOOK, Eugene McKenna,p.
116-118)Coming to the greatmatter of job satisfaction it important to address that job satisfaction isconnected with how well our personal expectations at work are in line withoutcomes. As example if we believe that hard work will mean equitable rewardsthen job satisfaction is ensured. On the other side if hard work is not linewith our expectations then this will lead to job dissatisfaction.
BUSINESSPSYCHOLOGY AND ORGANISATIONAL BEHAVIOUR : A STUDENT’S HANDBOOK, Eugene McKenna,p.295) Employee satisfaction is of vital importance for the success of anybusiness. A high rate of employee satisfaction is instantly related to a lowerturnover rate. Therefore, keeping employees’ happy with their careers should bea major priority for every employer. (http://www.neumann.
edu/about/publications/NeumannBusinessReview/journal/Review2011/Gregory.pdf)If employeesatisfaction is high among the employees, this is a precondition for increasingproductivity, responsiveness, and quality and customer service. (http://www.iosrjournals.org/iosr-jbm/papers/Vol5-issue1/E0513239.pdf)There are two types of job satisfaction whosebase is on the level of employees’ feelings regarding their jobs.
The first andmore famous is global job satisfaction, which is related to employees’ overall feelingabout their jobs. The second one is the job facet satisfaction, which isrelated to these feelings about specific job aspects such as the wages,benefits, hierarchy, career path and development opportunities, workenvironment and the quality of relationships with someone’s colleagues. Thesecond type of job satisfaction can be considered as a measurement to identifyspecific aspects of a job that require improvement. The results may help acompany to improve the overall job satisfaction or understand other organizationalissues that may dissatisfy the employees. (https://wikispaces.
psu.edu/display/PSYCH484/11.+Job+Satisfaction#id-11.JobSatisfaction-JobSatisfactionOverview) There aremany reasons why individuals can become discouraged with their jobs and resignor seek another job and these reasons will be analysed below. One can say thatan employee that feels dissatisfied will show signs like vocally registeringhis complaints are not willing to accept guidance or instructions from hismanagers and supervisors don’t perform part of his jobresponsibilities on purpose and has an overall poor job performance.
(BUSINESSPSYCHOLOGY AND ORGANISATIONAL BEHAVIOUR : A STUDENT’S HANDBOOK, Eugene McKenna,p.301) Stress isone of the major causes of employees’ dissatisfaction with their job. Stresscan be caused because of many reasons including when companies cannot or notwilling to supply the necessary tools to create an efficient environment whileat work. As a result lower productivity and higher turnover will occur. But ifthe employees know that management will provide the tools needed the stresslevels will be lower and people will trust the intentions of their employer.
Another stress factor is of course the job cuts with the ultimate goal being tocut costs. The issue that arises is that tasks will not be performedeffectively because the employees will be overload with huge workload.Consequently, the efforts of the employees will fail to reach their own ortheir employers’ standards. Anotherelement that comes out of job cutting is that in order for the employees to hand overtheir assignment will need to work far more their working hours including anylunch breaks. This means less relaxation time and personal life. Employersthat are considered unethical by their employees may be considered as suchbecause they seem to care only about company revenues, rather than theiremployees’ level of satisfaction. Dissatisfactionmay also arise when the work environment fails to have any flexibility or anysource of amusement for the employees. Lack ofcommunication in the working environment is considered as a major factor ofdissatisfaction.
This is usually the result of management behaviour that doesnot know how to relate to their employees on a personal or professional level. Recognitionis very important since employees want to know that their employers recognizetheir efforts in the workplace. As already mentioned, often companies turntheir focus to the production of revenues rather than focus their attention totheir employees or even their customers.
Failure to provide employees with opportunities to grow within the companyresults in employee frustration. (http://www.neumann.
edu/about/publications/NeumannBusinessReview/journal/Review2011/Gregory.pdf)Promotioncan be considered as a significant achievement in life. It promises anddelivers more pay, responsibility, authority, independence and status. Thereforethe opportunity for promotion determines a great degree of satisfaction to theemployee. (http://www.iosrjournals.
org/iosr-jbm/papers/Vol5-issue1/E0513239.pdf) A greatlyimportant element of satisfaction is the competitiveness of the provided salaryand the benefits provided. Employees will be satisfied with competitive salary packagesand should also be satisfied with when comparing their payments with thepayments of others on the same industry.