Satisfaction can be defined as the level of fulfilling an individual’s needs, wants and desire, which depends upon what an individual, actually wants and gets from the world. Employee satisfaction is a compute of how happy employees are with their work and also with their working environment. There may be number of factors affecting the firm’s effectiveness, in which one of them is employee satisfaction. Successful companies should have a ethnicity that encourages and motivates the employee satisfaction (Sageer, Rafat, & Agrawal, 2012). Utilizing from the staff is vital for the efficiency of the firms.
A lot of the researches found that companies’ performance is highly related with the job satisfaction of the employees. According to Locke (1976), job satisfaction is “a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences.” Factors such as job security and income can influence the job satisfaction. However, recent finding found that job satisfaction of the employees was mainly influenced by their attitude and personality. The following will describe how the attitude and personality of the employees’ impact their job satisfaction. Furthermore, why should managers concern about the job satisfaction of their employees.
Work life balance: Organizational behavior helps in designing flexible jobs which can help employees deal with work life balance issues. Promoting ethical behavior: Sometime organizations are in a difficult situation where they have to define right or wrong. In this situation organizational behavior create important role by helping the management which is ethically productivity, job satisfaction and organizational citizenship behavior. Create a positive work
Engagement can be regarded as an important way of reinforcing the employment relationship. Alongside organisational commitment is the idea of the psychological contract that an individual’s beliefs about the terms of their relationship with the organisation, who employs them (Rousseau 1995), enabling them to have an intellectual and emotional relationship with their work, and a financial stake in the success of the company. Employee engagement enables a two-way relationship between leaders and managers, and employees, where challenges can be met, and goals can be achieved. Engagement can be a key to unlocking productivity and to transforming the working lives of many people; and if it is how the workforce performs that determines business success,
Employees are the heart and soul of an organization. There are several effective methods that leadership can use in order to give the appropriate recognition to their employees. Employee recognition is not just a pat on the back or telling someone they did a good job. It is essentially a tool a manager can use in order to express what they want in an organization from their employees. It is a reward system that benefits the organization as a whole, as well as the employees working there.
From my personal assessment, I confidently feel that job satisfaction is the most significant key work attitude as I do not feel the others, organizational commitment and employee engagement, could or would stand without employee job satisfaction. Udechukwu's statement below implies that the commitment to an organization also occurs, in part, due to an employee's job satisfaction: The utilitarian perspective of job satisfaction presupposes that the satisfaction or dissatisfaction of employees can lead to behaviors that affect the functioning of the organization. One example of what this would mean is that increased productivity within an organization is a reflection of one of many positive outcomes of satisfied employees, while absenteeism
It helps them to improve their efficiency and make them more productive. A good knowledge of the principles will be able to serve as guidelines for a manager and give them some insight as to which decisions to make in a given circumstance. In practical terms it defines what a manager is supposed to do and how to achieve it. It is not designed to be comprehensive and give an indication of what to do in every foreseeable situation but it gives them the tools to become better managers. It also allows for a better overview of problems they may face in the workplace with employees.
Meanwhile, morale is an important factor in creating a productive workforce, when performance appraisals are properly executed, they can improve company morale and create motivation for employees. By working with employees to identify the weak points in their job performance and then helping to create a plan to combat that weakness, managers are setting a tone with employees that can create a positive feeling toward the company and its goals. This is why it is a good idea to emphasize the positive in performance reviews, and then turn negatives into positives by developing a course of action to assist employee development. One of the important parts of strategic objectives is reaching company goals. These can be metrics established for performance, or a percentage increase in revenue dollars.
That is why it can be considered as the indicator of the quality of Strategic Human Resource Management in an organization. Good and properly designed appraisal system, not only vital basis of successful employee performance, but it will aid the management by providing useful and valuable information for other strategic human resource functions. For instance, it helps in employee training and development decisions, compensation decisions and human resource planning. Basically, there are two types of parameters are used in performance appraisal. Objective measures which are directly can be quantifiable.
But instead, engagement is demonstrated and shown by how personally connected and committed the workers feel to their organization. It can be measured by an employee’s willingness to recommend his/her organization as a place to work and a place to do business. According to a conceptual study (Sahdat, 2011) there is a positive relation with organizational productivity, if the organization offers incentives to its employees, they are more satisfied with their job and work environment, their efficiency at work increases and vice versa. There is a positive co-relation between Emotional Intelligence and job satisfaction; and this theory is backed by previous studies which noticed that job satisfaction and positive feelings and not having unpleasant feelings increase job satisfaction and in return helps the company to achieve better results. For this reason the training