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.
They feel that their contribution are adding value to the organisation as well as efficiency, thus achieving the organisation performance. In my opinion the directing leadership style within the distribution business unit is the most suitable style to adopt as already mentioned in the previous question. The attitude of our delivery persons is the first impression that our consumers take on our organisation. I believe that as an organisation we are able to deliver service levels that are recognised as being superior to those of our competitors. If the delivery persons are assisted through directing leadership style, they could understand better the importance of their role within the organisation as to achieve the values and performance of the company.
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,
In the philosophy that guided the company was ideas that were not only innovative but also imaginative; this is the condition that the top management strived to create in the organization. The combination of both innovation and imagination ensured that the company experienced a number of benefits such as being able to analyze things from more than one perspective. This helps one look at the problem from multiple dimensions that give the individual the best strategy to approach the issue at hand. This strategy also puts into essential consideration the horizontal decision making mechanism in the organizations which are also important. It was also able to operate in a flexible state since the task forces and the teams can be put to different tasks regardless to serve the needs.
They developed the concepts of "cycle of success" and "cycle of failure". In the cycle of success, they propose that an investment in employees’ ability to provide superior service to customers can be seen as a virtuous cycle in which benefits would be interlinked. Furthermore, they emphasize that efforts spent in selecting and training employees and creating a corporate culture in which they are empowered can lead to increased employee satisfaction and employee competence. Consequently, this will possibly result in superior service delivery and customer satisfaction. This in turn, will create customer loyalty, improved sales levels, and higher profit margins.
Leadership behaviour of a manager is closely related to work satisfaction of the employees. The core value of the organisation starts with its leadership. Subordinates will follow these values and behaviours of the leaders. A strong organisational culture emerges when a strong unified behaviour, values and beliefs have been developed by the leaders. Leaders have to appreciate their duty in maintaining organisational behaviours.
Quality of Work Life is the presence of a set of organizational conditions. This definition often argues that a good quality of work life exists when democratic management practices are used, employee’s jobs are improved, employees are treated with respect and safe working conditions exist. Quality of Work Life refers to the level of satisfaction, motivation, involvement and commitment individuals experience with respect to their lives at work. Quality of Work Life is the degree to which individuals are able to lead a good personal life while employed by the firm. Companies focussed in enhancing employees Quality of Work Life generally try to provide employees the feelings of security, equity, pride, internal democracy, ownership, autonomy, responsibility and flexibility.
Organizational culture is seen to be one of the crucial components that stand out and contribute positively towards sustaining performance, and competitive advantage. Culture is perceived to be a powerful took that can create and sustain performance but only a few leaders within an organization give it the attention it deserves (Madu). With an increased amount of competition in a globalized world, companies have found the need to differentiate themselves (Mahrokian Sossie, 2010). These differentiating factors have allowed companies to thrive and sustain a competitive advantage. The organizational culture which is considered to be a major source of competitive advantage can be defined as a system of shared assumptions, values, and beliefs which administers the way in which people behave within the organization.
He recommends that a company’s staffs are its consumers as well and that their wants and needs should be regarded. So hiring, motivating, developing, qualitative and quantitative skill developments, value creation, constant service quality development and improve the work quality as a product assists to a better service offering which ends in better consumer satisfaction among the organisational external
A consistent organizational culture can develop a conducive environment, which in turn can develop a successful organization and critical in developing the confidence and trust of people in the group (Kotler & Keller, 2006). Define of competitive advantage as a company’s competencies to make strategic plann that cannot match with competitor. A organizational culture as driver to supports and development of people with the precondition ability and competencies needed to get the job done. Venture to encaurage competitive advantage is to continuously encaurage individuals to improve new advantages Successes and failures of an organization depends on the level and purposes of the value created by the organizational culture. If organizational culture in the firm is totally consistent in their system of paying attention to operating efficiency and encouraging subordinates to be creative, the organizations can gain an edge against its competitors (Thompson, Strickland & Gamble, 2005).