• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Employee satisfaction have always been important issues for organizations.

Extracts from this document...

Introduction

Employee satisfaction have always been important issues for organizations. Employees are viewed as the greatest strengths and resources of an organization. An organisation's success solely depends on the employees. They cannot be deprived of what they deserve in return of their commitment to the company. It is very vital that the workers of an organization derive good amount of job satisfaction. Very few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them. Many organizations fail to understand the basic meaning of job satisfaction. So what really is the meaning of this term which every employee wants to experience? "Job satisfaction is more of an attitude , an internal state. It could for, e.g. be associated with a personal feeling of achievement, either quantative or qualitavie" Mullins (1999). What do people mean when they claim to be satisfied with their job? Here they are expressing their inner feeling about their job rather than their thoughts about it. Job Satisfaction is the key ingredient that leads to rewards of recognition, income, promotion, and other goals that provide you with the ongoing sense of fulfillment. Job satisfaction is a key work attitude. An attitude is a predisposition acquired through experience to respond to people to objects or institutions in a positive or negative way. Job satisfaction is a multi-faceted concept that is composed of satisfaction with: o the content and the context of the work itself o intrinsic and extrinsic rewards o fellow workers o the quality of the supervision and o the opportunities and procedures for career advancement. Employees may find that the significance of any of these facets changes as work events unfold. ...read more.

Middle

For e.g. if the organization is in a very competitive industry then due to work-overload there is quite a lot of stress on the workers making them less job satisfied. There is a doubt whether job satisfaction consists of a single dimension or a number of separate dimensions. There is also a wide range of factors which influence job satisfaction including for e.g. Herzberg's hygiene and motivating factors. This shows that there can many possible approaches in which to examine the subject area. Some of the major factors which have a particular influence on job satisfaction include: a) Frustration and alienation- Alienation at work also has a great impact on job satisfaction. This might bring in a feeling of powerlessness, meaninglessness, isolation and self-estrangement (Blauner) which over all leads to a very low level or zero level job satisfaction. Blauner found that most manual workers were alienated to some degree. The extent of alienation experienced is likely to be a function of the nature of technology. Assembly line technology was found to be the most alienating e.g. at Ford while craft technology was the least. b) The nature of technology- the work of Blauner has drawn attention to the nature of technology as a major influence on job satisfaction. Walker and Guest examined the effect of mass production, assembly line work on employee behaviour. They describe the characteristics of assembly line as: repetitious and machine paced, predetermined techniques with no choice of tools and methods. The nature of the job and high level of noise restricted the amount of social interaction among workers. The workers had higher rates of absenteeism and low levels of job satisfaction. ...read more.

Conclusion

Managers must let their employees know what they are doing well and the areas for improvement. c) Information is power- Get your employees involved in reading and understanding a balance sheet. Letting them know what sales and expenses are for the month and asking them for their suggestions on ways to increase sales and decrease costs brings a feeling of attachment to the organization consequently increasing the job satisfaction of the workers. They see things from a different perspective which is also very beneficial for the company. d) Appreciation is essential- when the employees show a good progress they must be appreciated for it or else they will not be motivated to do further good work. Motivation also increases a sense of satisfaction derived from work and they will feel a sense of achievement. e) Reward- Get your employees involved in defining what rewards would motivate them. A national company with 900 locations set up a study to compare cash versus non-cash rewards. The non-cash group out performed the cash group by a 46 percent margin while generating a 37 percent increase in sales, in comparison to the previous 6 months without an incentive program. Simple, inexpensive rewards can make a big difference in employee job satisfaction and retention. It's the small things that tell your employees you care. All these tips will definitely bring about improvement in the employees's overall job satisfaction. In today's business and legal climate, it is important to understand how to effectively deal with employees. Unfortunately, people are often ill-prepared for the manager's role when they take it on. But if they neglect the employees it is going to hit bad on the company's success. Hence it is very important for the manager to recognize this phenomenon and value employees and treat them as a precious asset of the organization. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Context of Employee Relations and Industrial Conflict

    artisans were not overwhelmed by numbers and to some extent a degree of price control. * As markets began to expand, craftsmen began to employ staff, which lead to the appearance of journeymen's organisations. They were support bodies for widowers, orphans and those who had fallen upon hard times.

  2. Balanced Scorecard for Telecom Industry

    - revenue sharing with suppliers for enhancements -improve quality control and focus on customer retention -new marketing campaigns Learning & Growth -No. of new ideas generated -No. of trainings per employee per year -hours in strategic skills training -Meetings every six months -on-a-need-basis; see turnover rate -Innovation meetings every year:

  1. Gulf states Metals Inc. - Firstly, analyse the issues that are contributing to the ...

    to turn the organisation around and thus save jobs. Where resistance is encountered, tactics such using remunerative power (Burnes, 1996; 2000)

  2. Motivation. The purpose of this brief paper is to explore the main variables affecting ...

    will be followed by our analysis and explanations: Regression Results and Meanings: Variables Entered/Removed (b) Model Variables Entered Variables Removed Method 1 rewards, Employee age, decision, position(a) . Enter a All requested variables entered. b Dependent Variable: Motivation Model Summary Model R R Square Adjusted R Square Std.

  1. Leadership. There are many styles or ways that a leader can use to motivate ...

    May be the wrong is there. The problem is in the root and the solution also lies there. Even if the problem is not solved, the organization needs to look at its company policy and HR policies. The company needs to find new set of managers who would be true leaders.

  2. Management and leadership within health visiting team in Edmonton locality.

    Having identified the resources required and our organization capabilities in team working, I will now consider how our implementation of our team working is managed. Since team working has not been practiced within our group, the objective is overcome the forces in the organisation that were resistant to change by pushing the level of effectiveness and collaboration upward.

  1. Part A of this report will examine my learning styles, preferences, highlight any areas ...

    believe the results are dependent on the situation and the type of team role you will naturally take. According to Watkins and Gibson-Sweet (1997) team members found they filled a different role within the team than the role suggested by the Belbin test.

  2. This report defines the value of teamwork from the project management perspective, focusing mostly ...

    Successful outcomes began to be visible during the performance stage. At this stage the members start working together more flexibly and regular reviews were conducted in order to ensure team effectiveness. The last stage experienced was the adjourning, when the team dissolved.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work