The satisfaction of the employees in a firm affects their performance in a significant way. It’s vital for the management to understand ways or retaining his employees via offering them satisfaction and required level of motivation (Christina G. Chi, 2009). The objectives and success depends on the job satisfaction of the employees, the result of this is improved productivity and better success for the firm. It’s essential that a firm to be sensitive to the employees’ feelings, reasoning, and wishes to realise how to raise the staff dedication and commitment to their jobs. By following this guideline, the outputs of the firm can be improved and commitment re enforced. Boosting staff satisfaction is a very important factor for the entity.
My research is to evaluate how job satisfaction impacts on the level of productivity. The research will be supported by a variety of human theories. the theories will illustrate the level to which the employees will be job satisfied (Rachel W.Y. Yee, 2008). A cause effect relationship exists between the job satisfaction and the productivity level. The job satisfaction is the cause while the productivity level is the effect.
Preceding data collection, in the process of data analysis wo variables were identified dependent and the independent variable (Christina G. Chi, 2009). The job satisfaction is the job satisfaction since it is the basis for the assumption while the dependent variable is the productivity level since it’s the outcome of the defined assumption making the job satisfaction the x axis and the productivity level the y-axis statistical analysis techniques were applied to gauge the job satisfaction and productivity level.
The outcome of the analysis was that there exists an impact on the productivity level by the job satisfaction. The use of intrinsic rewards results to more job satisfaction among the higher job level workers while the use of extrinsic words raises the job satisfaction among the lower level workers. The top managers are more willing to improve their effort on their jobs as compared to professionals and other staff members. The level of experiences plays a role on the job satisfaction with more experienced workers more satisfied with their jobs (Kurt Matzler, 2007). Presence of financial rewards unequal promotional opportunities and rewards contributes to employee’s satisfaction, retention and attraction. The more job satisfied the workers are the higher their productivity level. The job satisfied employees have a better reputation.
The study is about satisfaction and productivity, the overall means for raising job satisfaction are based on considerations of workers’ compensation and investment systems in to the workers’ welfare objected system that ensures staff motivation is enhanced. As a result, the research study connecting the job satisfaction and the productivity level consists of a set of compensations that workers expects currently form their jobs. Apart from financial rewards the workers are increasingly rooting for diverse reward choices. Employers research are proving that employees are demanding more variety of rewards from the work place (Gerhart, 1990). Some will go to an extent of a portion level of base pay for other needs. The management should therefore recognise and implement reward strategies that are in line to the needs of the workers. This way they would be able to raise job satisfaction and result into improved productivity of employees. The managers as well as the employees should be made aware of the targets attached to the rewards so theta un intended and malice motives can be undermined in advance.
Christina G. Chi, D. G., 2009. Employee satisfaction, customer satisfaction, and financial performance: An empirical examination.. International Journal of Hospitality Management , Volume 28.
Christina G. Chi, D. G., 2009. Employee satisfaction, customer satisfaction, and financial performance:An empirical examination.. International Journal of Hospitality Management, Volume 28, pp. 245-253.
Gerhart, B. &. M. G. T., 1990. “Employee Compensation: Research and Practice”. In Marvin D Dunnette &. Leaetta M. Hough (Eds.), Handbook of industrial &. organizational psychology. Palo Alto, CA: Dunnette &. Leaetta M. Hough (Eds.), Handbook of industrial &. organizational psychology.. 2nd ed. s.l.:Consulting Psychologists Press,.
Kruse, D., 1991. “Profit-sharing and Employment Variability: Microeconomic evidence on the Weitzman theory”. Industrial and Labor Relations Review, Volume 44.
Kurt Matzler, B. R., 2007. . Assessing asymmetric effects in the formation of employee satisfaction.. Tourism Management, Volume 28.
Rachel W.Y. Yee, A. C. Y. T. E. C., 2008. The impact of employee satisfaction on quality and profitability in high-contact service industries.. Journal of Operations Management, Volume 26.
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