Employee Satisfaction

The issue of employee satisfaction has been highly significant in recent times to the development and accomplishment of organizational goals and objectives. This research study aims at investigating the factors that affect employee satisfaction at the Engineering Institution of Zambia. The study specifically seeks to investigate the influence of talent development on employee satisfaction, to establish the extent to which rewards influence employee satisfaction; establish the influence of organizational structure on employee satisfaction and investigate the influence of organizational commitment on satisfaction of employees. Theoretical and empirical studies will be reviewed and examined to assess the factors likely to affect employee retention

The elements of job satisfaction are related to pay, benefits, promotion, work nature, supervision, and relationship with colleagues (Mosadeghard, 2003). Employees’ satisfaction is considered a self-contained interchangeable unit of an organization’s human resource strategies. According to Simatwa (2011) Job satisfaction means a function that is positively related to the degree to which one’s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the mostly satisfied and produce best output when their job offers them security from economic strain, recognition of their effort, favorable policy, opportunity to contribute suggestions and ideas, participation in decision making and managing the affairs, clean definitions of duties and responsibilities and opportunities for promotion, sound payment structure, incentive plans, fringe benefits and profit sharing activities, health and safety measures, social security, compensation, communication, communication system and finally, atmosphere of mutual trust respect. Job satisfaction means pleasurable emotional state of feeling resulting from performance of work (Simatwa,

As such, employee satisfaction is important in the long-term growth and success of a company. Employee satisfaction would ensure customer satisfaction and effective succession planning (Mello, 2007). Employee satisfaction would also improve investor’s confidence, as their main worry is the organization’s capacity to perform in such ways that would positively influence the value of their investment in the company, hence there is no question that uncontrolled employee turnover could damage the organization’s stability.

The relationship between talent and employee job satisfaction are really close, in that happy brains lead to creative brains. Job satisfaction and employee happiness should be a big aspiration in talent management due to its impact on output, creativity and employee loyalty. Talented employees want a clear organizational roadmap and an opportunity to personally grow and develop.

Talent is the natural above average ability to perform a task. This individual has the natural inclination to perform the tasks they are talented in better than others. A talent is always a skill but a skill isn’t always a talent.

A skill is the ability to do something well ie expertise, while talent is the natural