Studies on Employee Satisfaction

With the increased competition, fast-paced environment and globalisation efforts, companies are finding that they need the support of their employees more than ever. However, the new breed of effect wants more than fabricate as a benefit. They are increasingly being motivated by other factors such as greater involvement with business decisions. Recent studies are researching ways that successful compositions are encouraging compulsive employee morale despite ongoing business salmagundis.Full employee participation is required for any giving medicational change to succeed. Joint development of programs gives people ownership and the motivation to ensure the support of the change process. At SmithKline Beecham and Levi Strauss, for example, the outline is view employees as business partners (Reid, 2004, p. 40).Some of the ways that Beecham and Strauss are instituting change include1) An fierceness on values as well as goals, since employees want to know how the organization expects to meet the desired results 2) along with 1, encourage joint goal setting that leads to greater involvement and dialogue. Joint goal setting passel be a powerful motivator (Reid, 2004, p. 40). 3) Support anonymous real-time feedbackthrough the Internet or the traditional suggestion boxes. 4) In tandem with 3, respond to feedback to let employees know their ideas have been heard. 5) Test and remunerate new ideas and response to challenges 6) See employee involvement as an ongoing process that builds over time, rather than a one-shot deal and 7) Continually review the goals established to see what headway is being made and changes needed. Survey employees on a regular basis to measure whether needs are being met and the degree of interest in the companys success.Employee specialist Joel Schettler also nones the brilliance of updating training that in many cases still treats personnel as grist for the mill (2003, p. 56). Training programs should be cast as enhancing a righ t rather than negating a wrong. Employee motivation and incentives and training programs must go hand-in-hand to become an effective tool in todays environment. Training should also develop team spend a penny and foster insolence in ones work. Pay-for- military operation approaches bring only short-term, skin-deep results. When an employees emotional involved, unexpected positive results occur.Arnett (2002, p. 87) stresses that companies are always putting an emphasis on external marketing programs when they should be marketing their internal customers, the employees, as well. He argues that a successful internal-marketing strategy can enhance some(prenominal) bloodline satisfaction, organizational overcharge and positive employee style that is characterized by a commitment to customer service, cooperation with other employees, and to the company.Looking at the research that has thus far been conducted on employee motivation, Arnett (2002, p. 88) says that the effects of employ ee satisfaction have been researched extensively, but not the effect of pride. In a study, he hypothesized that both muse satisfaction and pride are important variables that managers can use to encourage employees to engage in desired behavior. Further, developing a sober relationship with employees is a precursor to building a good relationship with customers.Specifically, the study looked at billet satisfaction, or an employees general affective valuation of his or her job pride, an emotion that is crucial to understanding human behavior that is derived from both self-appraisals and others opinions and represents a belief that one is efficient and viewed positively by others role clarity, where employees are clear about the scope and responsibilities of their job a honour system where employees know they will be measure on how well they perform their duties and that positive performance brings rewards work environment that is pleasing and offers rewarding experiences manager s that provide the proper training, listen to employees and are fair an organization that promotes its performance to employees so they know they are a part of that performance and activities that foster positive employee behavior and the well-being of the organization.Arnett (2004) developed a questionnaire that was responded to by 860. The majority of the respondents had been with the organization for between 1 and 5 years, 26 percent had been with the corporation less than one year, and the remaining 3 percent had been with the company for over tailfin years. Most respondents were hourly employees, 9 percent were supervisors, 4 percent were salaried non-management employees, and 4 percent were managers.The results showed that job satisfaction and pride have the desired goal of promoting positive employee behavior. Three factors seem especially exact to building job satisfaction among employeesrole clarity, the work environment, and employees valuations of managers performance. Employees who believed they had a clear understanding of what it took to do their job were more likely to be satisfied. Therefore, employers should try to ensure that employees have a clear understanding of their responsibilities and expectations.Interestingly, the employees evaluation of the reward system did not influence their job satisfaction. However, the researchers feel this is not an indication that employees do not care about the reward systems in their organizations. Instead, it may be an indication that other factors are more important for changing employee behavior.The results do support the proposition that the work environment affects job satisfaction. Therefore, organizations should not cogitate solely on the guests environment, but should also examine that used by their employees as well. Employee evaluations of managers is related positively to job satisfaction, so managers should monitor the perceptions that employees have of the management team and make changes as necessary. In fact, theworkers evaluation of managers is most important to job satisfaction role clarity is the next most important, followed by work environment.The study also showed that job satisfaction effected pride positively. Employees who were the most satisfied with their jobs exhibited the most pride in their organizations. Therefore, we suggest that job satisfaction influences employee behavior. Second, it affects positive employee behavior indirectly by encouraging, pride in the organization, which then leads to positive employee behavior. The results support the fact that employees evaluation of managers has a positive effect on pride in the organization, as well.The Arnett research concluded that both job satisfaction and pride in the organization are important factors that influence employee behavior. Therefore, organizations that wish to promote positive behavior in their employees should focus on both of these factors. Although many organizations have specific pr ograms and procedures designed to improve employee satisfaction, fewer organizations make a design effort to increase employee pride. Our results suggest that more organizations should focus on improving employee pride.What these above studies demonstrate is that if a company wants to encourage positive change and employee behavior, they need to look at other factors than pay and other material incentives. Although these will always continue to part of an employee incentive package, it is also necessary to reward personnel with the knowledge that their feedback and involvement are important to the companys success.