Introduction
The notion that employee job satisfaction should be a top priority for managers has been one of much debate. Although managers have many roles in organizations, their most important purpose is to manage their organizations in a way that can maximize profits. Thus, investing time, effort and money in ensuring that employees are satisfied in only worthwhile if it results in higher productivity and profitability for the firm.
Early theorist analyzed that increased profitability should increase with an increase in job satisfaction while later studies emerged to refute the existence of any significant relationship between the two variables. However, various literatures has more recently emerged drawing attention to the appropriate level of analysis that should be undertaken when examining this relationship.
There are many different variations of definitions for job satisfaction, but for the purposes of this topic, the following definition would be more appropriate: "Job satisfaction can be regarded as an evaluation of equitableness of treatments and conditions" (Organ, D.W. 1988).
Job satisfaction analysis
There are two schools of thought on the existence and causes of satisfaction. The first theory states that satisfaction is a fairly stable characteristic in individuals and the second theory states the cause of satisfaction is more situational and indicates that "the climate of the organization, job characteristics, and participation in decision making"(Organ, D.W. 1988) are some of the factors that influence satisfaction in employees. Thus, managers who subscribe to the job satisfaction - performance model (1st theory) can try to enhance workplace performance either through the recruitment of individuals with ...
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...formance outcomes, the employee must have adequate control over the outcomes in questions
Even small changes in employee performance can have a significant impact on the organization's bottom line (Cascio, 1982) and as such, can help or hinder the organizations efforts to gain a competitive edge.
We must learn more about the conditions under which strong affective commitment will be most likely to influence behavior at work, and conversely, those under which the impact of commitment will be reduced.
REFERENCE
Websites:
1. http://www.smj.org.uk
2. http://www.managementhelp.org
3. http://www.employeesatisfactions.com
4. http://www.team-building-ideas.co.uk
Textbooks:
1. Organizational Behaviour (Hardcover) by Robbins, Stephen P.
2. Organizational Behavior (Alan M. Saks, Gary Johns, Hardcover)
3. Management and Organizational Behavior. Laurie J. Mullins
There are many different causal reasons for the existence of this problem with employee satisfaction and morale. In this paper, I will address what I believe to be the most important factors that contribute to this problem. This employee satisfaction problem, and its causal and symptomatic problems, impacts the department in many ways. For example, we have lost valuable employees resulting in unnecessary attrition. There is a loss in productivity that results from the time and energy that many employees spend dealing with components and symptoms of the individual problems. This wasted t...
From the psychological perspective of its relationship with leadership style, the concept of job satisfaction includes multi-dimensional responses to one’s job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components (Judge & Klinger, 2003). Weiss has also argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behavior (Weiss, 2002). This concept of job satisfaction suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. The success of any organization depends greatly on the commitment and hard work on the part of their employees. Because of that, job satisfaction has been used as a tool to attract and retain the best employees within the
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
“It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw para. Therefore, the individual can still attain high job productivity without having the satisfaction in their field of work. This happens when money is just their motivation, or if they’re trying to receive a promotion. Others try to increase their productivity due to just the satisfaction they obtain from their work.
Satisfaction and productivity will be improved when the manager and employees understand each other through improved relationships and understanding of one another.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
Early studies found a weak link between job satisfaction and job performance, and later research was inconclusive in finding a correlation (Harrison, Newman and Roth, 2006). Subsequent research has attempted to identify relationships between the two, if happier employees are more productive employees, and how factors such as role conflict, role ambiguity and internal political activity affect employee performance. This research is critical to organizations that are struggling to find and retain the best employees who will not only perform the...
Improving employee job satisfaction brings along additional benefits such as a direct impact on increase customers’ satisfaction and employees’ work performance. Satisfied employees tend to add extra effort to job performance, then work harder and better. Hence the organizational success totally depends on human capabilities, highly satisfied work force is completely essential for an organization.
Employee performance defines the individual performance and behavior. It is essential to understand that performance is not merely a tasks and work need to be done to receive bonus or pay increase. Main objective is to enhance the skills set of an individual while helping the business performance (Baker, 1999).
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation