Benefits Of Employee Job Satisfaction

This section provides an overview of the existing literature on Needs and Needs hierarchy “job satisfaction”, “Employee Turnover” and “Employee retention”. It highlights various theoretical frameworks relevant to the investigation. It presents the definition of employee turnover, discusses the impact of employee turnover on organization, and identifies the antecedents of turnover, including job related factors. These literatures will assist in constructing frameworks for further research. Furthermore, author tried to explain the pertinence of the theories which going to be discussed. As author decided to focus on Employer turn over, factors influencing Job satisfaction, the theories are based on them. The chapter starts with exploring the literature on the Need hierarchy, different models of customer satisfaction, Jo satisfaction, Employee retention and Employee turnover intention and then it has been looked at the relationship between Employee satisfaction and Employee retention. Author looked in

People go to work in order to earn living and others seek a sort of fulfillment in their own jobs. The fact is that empowered employees are able to solve problems, develop skills and execute solutions in order to be more satisfied with the work (Brymer, 1991). Giving employee autonomous improves their attitudes towards their jobs and frees employer from countless tasks.

The relationship between job satisfaction and job performance needs to be analyzed before a decision can be made to increase job satisfaction to positively affect job performance. Conventional opinion holds that increased levels of job satisfaction leads to increased job performance. Empirical evidence does not validate such a strong correlation. Alternative models exist that describe job satisfaction and job performance having mutual influence on one another as well as no influence at all. Job performance may also be enhanced through organizational and personal factors like reward systems and self-esteem. Job performance itself has multiple aspects and each aspect can be affected through different means. A simplistic correlation between job satisfaction and job performance should be avoided. Job performance can be improved by providing training and development opportunities to employees.

Autonomy is further defined in chapter 4 of Drive (2009) “autonomous motivation promotes greater conceptual understanding, better grades, enhanced persistence at school and in sporting activities, high productivity, less burnout and greater levels of psychological well-being.” An effective example of this is the company Zappos. An engaging short video on the company and what they believe is the reason for their success, crediting their core values and company culture is a prime example of autonomy in the workplace. (xander9xx, 2011) Freedom, flexibility, and adding the weirdness all are basis for the success of their company.

With the major changes and reforms occurring in the external environment as well as changes in the work demands and contractual position of employees, employee well-being has become an issue that cannot be simply swept away (Vanhala & Tuomi, 2003). According to Bakker (2015) employee well-being is one of the most popular researched area among organisational psychologist. Further Grant, Christianson & Price (2007) comment that employee well-being is a hot topic in organisational life and that organisations are seriously investing in employee well-being strategies.

Employee compensation and benefits provides many different alternatives for employers to reward and retain their employees both near and long term. It is standard set of programs that are designed to reward and motivate employees to perform at exceptional levels as well as retaining these good employees for many years. Employee compensation and benefits has been an ongoing discussion of the Financial Accounting Standards Board (FASB) for quite some time. One key area is not only to provide guidance, but to simplify a complicated process. While there is a wide range of benefits offered by employers, the three of the areas of compensation and benefits that will be analyzed will be stock compensation, pensions and other post- retirement

Wicker (2011) explains that job satisfaction has been made to refer to a variety of facets throughout the years. One such perspective on job satisfaction would be the sense of inner fulfillment and pride when performing a specific job. In addition, an employee who feels that he or she has completed, something of importance, as well as, worthy of recognition, explains Webster (2010). The presence of pleasurable emotions, that leads an employee towards a positive mind set and upgraded performance at job, occurs with job satisfaction amongst employee, states Wicker (2011). Moreover, elements of creativity, loyalty flexibility and innovation are the core foundations of an employee with job satisfaction.

The literature review will be performed to provide a conceptual framework from which to plan and organize the research and questionnaire results. The review will entail theories and other relevant material to support the relevance of job descriptions and increased job satisfaction.

One of the many topics that we discussed when we met with Joe Daggar, a senior manager at Paychex, was how the company meets the needs of employees in relation to employee compensation. Paychex has a set system where the company performs anonymous surveys to determine which kind of compensation packages employees are looking for. By using these surveys they constantly change and adapt to the needs of their employees. Investment opportunities was another feature that was mentioned in regards to employee compensation. By giving employees access to company stock and assets over the duration of their employment, employees feel that they are really a necessary component of the company. This can help in the struggle to retain employees that would potentially leave the company otherwise, which is crucial due to the fact that high turnover rates are something that every company strives to avoid, regardless of the industry. It is easier and cheaper to retain workers rather than hire and train new ones, so by constantly changing and upgrading the compensation package, workers are more likely to stay with the company in the long run. (Daggar)

Employers are looking for employees who can solve their problems, and they are hiring graduates who demonstrate that they have skills that matter for employability – not just a degree.

Employee job satisfaction has a large impact on their organization. Employees being dissatisfied can lead to high turnover, higher absenteeism, affect their overall job performance, and impact customer satisfaction (Robbins & Judge, 2009 pp 87-89). This post will discuss the impact job satisfaction has in regards to organizational citizenship behavior and employee engagement.

Job satisfaction is something that everyone wants to have and rarely does to be honest. In the business world profits and looking out for one’s self are the main priorities. Why is this? What effect does this mentality have on the innovation within businesses? In this paper, we are going to look at how job satisfaction impacts innovation as well as how we as business men and women can prosper in times when there is no job satisfaction. In this research, we are going to look at different problems that can arise and create little to no job satisfaction and we also are going to look at way to combat those negatives things and implement positive resolutions. All too often a person rates their performance off the recognition they get from their

to line up with the organization business strategy, but also with what people are looking for. If you provide it and maintain it, you will see the result in the company being productive, growth and employees motivated and happy. Noe, Hollenbeck, Gerhart and Wright mentioned it, “the pay and benefits that employees earn play an important role in motivating them. This is especially true when rewards such as bonuses are linked to the individual’s or group’s achievements”. When it comes to compensation company need to put into place compensation and incentives that will drive, motivate and challenge employees. When they have these types of compensation in place this will enhance the employees to do their best. Also it will make them push

Hello, my name is Dan Inness and today I will be talking to you about the relationship between job satisfaction and job performance. The two studies I will use to talk about this relationship are “relationships between facets of job satisfaction and task and contextual Performance” by Bryan Edwards, Suzanne Bell, Winfred Arthur, and Arlette Decuir and “Job satisfaction, organizational stress and employee performance: A study of NAPIMS” by Ajayi Mofoluwake and Abimbola Oluremi.

The report іs the result of a survey whіch was undertaken on Employees іn educatіonal sector. The objectіves of the project have been fulfіlled by gettіng response from the Employee's assocіated to these segments through a personal іntervіew іn the form of a questіonnaіre. The responses avaіlable through the questіonnaіre are used to evaluate the Job satіsfactіon for the Employees іn educatіonal sector.