INTRODUCTION success of any business. (favorite 1). By

INTRODUCTION

Employee
satisfaction is the terminology that describes whether employees are feeling happy,
supported and fulfilling their desires and needs at work. (favorite 1) It is
essential 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 are
a lot of reasons why employees can become dissatisfied with their jobs and which
includes high stress levels, lack of communication and support, lack of
recognition and limited opportunity for growth. The management department of
every company  should actively seek to
improve these factors if they hope to lower their turnover rate. (favoite 1) By
creating and applying a culture that encourages the employee satisfaction, a
company will succeed  to make its Employees
be more loyal and productive. As a result the satisfied employees will affect
the customer satisfaction and organizational productivity.(favorite 2) employee
satisfaction elements include general satisfaction with work, employee
relationships, remuneration, benefits and organizational culture and employee
loyalty) Favorite 6). In this assignment we will have the chance to see and
learn more about satisfaction, motivation and elements that make employees
happy.

 

MAIN BODY:

As already mentioned it is very
important that all the companies keep their employees happy by providing all necessary
means in terms of financial rewards and maybe most important of all a good
working environment. As per (Harvard
Business review) satisfied
employees will work in a physically and emotionally safe work environment with
good training will be valued and compensated fairly. On the other hand poor
working conditions will create a feeling of pressure and fear to the employees.
The good working environment don’t depend only on the psychological side but
also from other benefits such as a clean office, a parking space, security
guards, etc… It might sound a bit strange but these factors play a big role on
the employee’s mental health. (http://www.iosrjournals.org/iosr-jbm/papers/Vol5-issue1/E0513239.pdf)
Also not to be forgotten that day
by day the business environment becomes more competitive with more choices
available for the employees and if an employee doesn’t feel satisfied and engaged
in the business, most probably will decide to leave seeking better career
opportunities especially a key employee. Employers understand that a highly
engaged workforce can increase innovation, productivity, and performance while
reducing the costs for hiring and retention.  (Harvard Business review)

By saying that employees must be engaged we mean the
levels of enthusiasm, passion and excitement each employee has about his job
and the company overall. In addition it can be a measurement of the effort that
an employee put in his work and how lotal he is to the company. An engaged
employee is not motivated only by money but emotionally he or she feels as part
of the organization. (https://getbambu.com/blog/employee-engagement-ideas/#onboarding)

The good working environment and the employee’s
satisfaction and engagement start first of all from the company itself. On
better thought the company is the catalytic factor to make its employee feel
happy and it is important to apply a culture where the employees will be
feeling one with the company.   By
encouraging teamwork, initiative and recognize the hard work will inspire the
employees to do better. It is the managers’ and leaders of each team
responsibility to correctly apply the culture to the company.

The effective control, normative order, promotion
of innovation, strategy formulation and implementation and strong commitment
from the employees are only some of the benefits that an organization will gain
through the development of an effective organizational culture. (2006) BUSINESS
PSYCHOLOGY 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 will
undertake the take the task to build collaboration and trust between the
employees. They will make it possible for all people to do a good work and
create for them a personal power and ownership. It is their priority to make
people strong, capable and committed and they use the opinions of others to
build up their capabilities. (Billsberry, J.
(2008) Discovering Leadership. Palgrave Macmillan, p.59)

 

A big factor that has an important role whether
the above mentioned can be applied on practice is the emotional intelligence of
the managers and leaders. A rude and ruthless management will create a toxic
environment with negative underachievers who ignore opportunities. On the short
term this kind of behavior and culture may prove successful but the productiveness
of employees will not last for long.
Not to mention about the performance duration. (Billsberry,
J. (2008) Discovering Leadership. Palgrave Macmillan, p.63) Sir Richard Branson
is the best leader example who inspired loyalty among his employees and is
admired among other leaders. (Billsberry, J. (2008) Discovering Leadership. Palgrave Macmillan,
p.236)

Continuing
with the motivation part it is also important to keep the morale of the
employees on high levels. A way to do this is for a company to bring a
motivational 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 translates
to people that have the can do (ability) and the will do (motivational)
factors. ( Purcell, J. & Boxall, P. (2015) Strategy and Human Resource
Management: Management, Work and Organisations, 4th ed., Palgrave
Macmillan. P. 191)

 

On this point we should
distinguish between intrinsic and extrinsic motivation. Extrinsic motivation is
whatever has to do to motivate the person on its external environment like
money, benefits etc. Intrinsic motivation is whatever has to do with the work
itself and how an individual is motivated by finding his job enjoyable and
interesting.

 

 

 

 

 

 

Individuals who consider
themselves to be intrinsically motivated have a much stronger desire to
undertake tasks that will provide a challenge, as they see it as an opportunity
to develop their knowledge and skills. https://mro.massey.ac.nz/bitstream/handle/10179/4708/02_whole.pdf)

People
prefer jobs they personally find interesting because they apply their
particular skills effectively and offer them opportunities to grow. (Billsberry,
J. (2008) Discovering Leadership. Palgrave Macmillan, p.206)

It has also
been discovered that individuals who want be challenged have a strong need to
feel autonomous. In other words they want to have personal control over the
tasks that they have undertaken. (https://mro.massey.ac.nz/bitstream/handle/10179/4708/02_whole.pdf)
This
means that on many occasions the happiest people in a workplace are not those
with the highest academic qualifications but those who done the best fit
between their personal capacities and what they do for a living. (Billsberry,
J. (2008) Discovering Leadership. Palgrave Macmillan, p.206)

On the
other hand individuals that consider themselves as extrinsically motivated they
work because of the rewards and recognition their job offers. (https://mro.massey.ac.nz/bitstream/handle/10179/4708/02_whole.pdf
The payment and job security is very important for these individuals. Although
this extrinsic approach may be considered as old fashioned the stable payment
and job security is still considered very important for some people. The
reasons behind are the life commitments like family or bank loans. (Billsberry,
J. (2008) Discovering Leadership. Palgrave Macmillan, p.205)

There are
some factors related to motivation that could cause problems at work safety.
Monotony and boredom could be considered as risk factors and can be categorized
as per below:

·        
Boredom:

–         
Lack of choices and
challenge: the lack of choices and challenges can cause boredom. By knowing
that every day you go to work and know that you will do the exact same thing in
the years to come is not at all motivating and may create problem in the total
working environment. It is dangerous since accidents can occur because
employees do repetitive tasks by instinct and not by thinking.

–         
Lack of skill and
independence: Another boredom creator factor. This happens if you don’t have
the opportunity to exercise your skills or act independently. In other words if
you don’t have the chance to be autonomous. It mostly applies to intrinsic
motivated individuals who seek the challenge from their job and their total
contribution seems to be negligible.

–         
Work pace: This factor is
mostly generated on assembly line works like in a factory where a machine
controls the pace and speed that someone will work. Although most people may
want a varied pace, there are employees that prefer this kind of work since
they understood that there is no need to pay attention on how fast they work.

Management
action should be applied on the mentioned factors by redesigning the job and
taking actions like job rotation, job enrichment, flexible working hour
schedules etc… Technology can also help to face boredom where boring repetitive
tasks where replaced by the appearance of robots.

·        
Monotony:

 

Jobs of monotonous nature
like repetitive work, heavy muscular work, works that require close
concentration, and tasks that involve continuous standing or sitting are best
examples for the introduction of rest pauses. Also working tasks that require
working pace higher than the natural rhythm of the body will lead to fatigue
and eventually rest pause. Usual breaks and working periods that don’t exceed 2
hours must be applied so that the safe working environment would be retained
and of course for the employees not to be dissatisfied. (2006) BUSINESS
PSYCHOLOGY AND ORGANISATIONAL BEHAVIOUR : A STUDENT’S HANDBOOK, Eugene McKenna,
p.116-118)

Coming to the great
matter of job satisfaction it important to address that job satisfaction is
connected with how well our personal expectations at work are in line with
outcomes. As example if we believe that hard work will mean equitable rewards
then job satisfaction is ensured. On the other side if hard work is not line
with our expectations then this will lead to job dissatisfaction. BUSINESS
PSYCHOLOGY AND ORGANISATIONAL BEHAVIOUR : A STUDENT’S HANDBOOK, Eugene McKenna,
p.295) Employee satisfaction is of vital importance for the success of any
business. A high rate of employee satisfaction is instantly related to a lower
turnover rate. Therefore, keeping employees’ happy with their careers should be
a major priority for every employer. (http://www.neumann.edu/about/publications/NeumannBusinessReview/journal/Review2011/Gregory.pdf)
If employee
satisfaction is high among the employees, this is a precondition for increasing
productivity, responsiveness, and quality and customer service. (http://www.iosrjournals.org/iosr-jbm/papers/Vol5-issue1/E0513239.pdf)
There are two types of job satisfaction whose
base is on the level of employees’ feelings regarding their jobs. The first and
more famous is global job satisfaction, which is related to employees’ overall feeling
about their jobs. The second one is the job facet satisfaction, which is
related to these feelings about specific job aspects such as the wages,
benefits, hierarchy, career path and development opportunities, work
environment and the quality of relationships with someone’s colleagues. The
second type of job satisfaction can be considered as a measurement to identify
specific aspects of a job that require improvement. The results may help a
company to improve the overall job satisfaction or understand other organizational
issues that may dissatisfy the employees. (https://wikispaces.psu.edu/display/PSYCH484/11.+Job+Satisfaction#id-11.JobSatisfaction-JobSatisfactionOverview)
 

There are
many reasons why individuals can become discouraged with their jobs and resign
or seek another job and these reasons will be analysed below. One can say that
an employee that feels dissatisfied will show signs like vocally registering
his complaints are not willing to accept guidance or instructions from his
managers and supervisors don’t perform part of his job
responsibilities on purpose and has an overall poor job performance. (BUSINESS
PSYCHOLOGY AND ORGANISATIONAL BEHAVIOUR : A STUDENT’S HANDBOOK, Eugene McKenna,
p.301)

 

Stress is
one of the major causes of employees’ dissatisfaction with their job. Stress
can be caused because of many reasons including when companies cannot or not
willing to supply the necessary tools to create an efficient environment while
at work. As a result lower productivity and higher turnover will occur. But if
the employees know that management will provide the tools needed the stress
levels 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 to
cut costs. The issue that arises is that tasks will not be performed
effectively because the employees will be overload with huge workload.
Consequently, the efforts of the employees will fail to reach their own or
their employers’ standards.

 

Another
element that comes out of job cutting is that in order for the employees to hand over
their assignment will need to work far more their working hours including any
lunch breaks. This means less relaxation time and personal life.

 

Employers
that are considered unethical by their employees may be considered as such
because they seem to care only about company revenues, rather than their
employees’ level of satisfaction.

 

Dissatisfaction
may also arise when the work environment fails to have any flexibility or any
source of amusement for the employees.

 

Lack of
communication in the working environment is considered as a major factor of
dissatisfaction. This is usually the result of management behaviour that does
not know how to relate to their employees on a personal or professional level.

 

Recognition
is very important since employees want to know that their employers recognize
their efforts in the workplace. As already mentioned, often companies turn
their focus to the production of revenues rather than focus their attention to
their employees or even their customers.

 

Failure to provide employees with opportunities to grow within the company
results in employee frustration. (http://www.neumann.edu/about/publications/NeumannBusinessReview/journal/Review2011/Gregory.pdf)
Promotion
can be considered as a significant achievement in life. It promises and
delivers more pay, responsibility, authority, independence and status. Therefore
the opportunity for promotion determines a great degree of satisfaction to the
employee. (http://www.iosrjournals.org/iosr-jbm/papers/Vol5-issue1/E0513239.pdf)

 

A greatly
important element of satisfaction is the competitiveness of the provided salary
and the benefits provided. Employees will be satisfied with competitive salary packages
and should also be satisfied with when comparing their payments with the
payments of others on the same industry.