Feasibility Study Report

Considering the information that has already been presented, one should know that employee satisfaction rates cause raised customer satisfaction. This is the main reason companies would feel the necessity to keep their own employee satisfaction at an above-average standard. In addition, there is a book by Dr. Noelle Nelson, an internationally respected psychologist, that refers to a specific example of employee satisfaction and company profit’s direct relationship. Nelson associates her overall claim (that companies can make more money by making their employees happy) with an Alcoa example. Alcoa is the world’s leading producer of aluminum. The company’s CEO, Paul O’Neil, decided his main focus for his employees was their safety. He did this because he had become aware that his employees’ main concern was work-related accidents. Before he had even attempted to improve the safety within the workplace, there had been one accident a week, per plant. After he had improved the working conditions, several of the plants went years with no accidents. However, this was not Nelson’s main point of her example. Her main point was that after O’Neil left the company just over ten years later, Alcoa’s annual income had increased by 500%. This real-world example illustrates the direct, proportional relationship between employee satisfaction and high

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

It has been shown that employees who have a high satisfaction rate on the job or with the company that they work for, are less likely to leave the company that they work for compared to those who have a less satisfaction rate (Hellawell, 2012). As mentioned earlier, this would result not only in cost savings, but it would improve the overall relationship between the employee and the company. Employees that are committed and satisfied are not only not going to leave, they would also be able to contribute more and be more effective and efficient.

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

When employees are able to meet their production goals they will receive a reward from the company, having this suggestion will help bring in new customers as well as make customers feel better about themselves, which in turn motivates them to work harder. This is not only beneficial to new customers, but also existing customers. Having employee evaluations in place can be a risky decision due to the fear that any employee may be let go, but it is a great tool for Peyton Approved to use for their company to run successfully. In doing employee evaluations there should be a standard procedure so that all employees have a fair chance. Training for employees will give them the tools and skills they need to perform at in order to complete their goals, so providing the necessary training will not only help employees, but the company as a whole. Although it may be expensive, it will be worth it in the long run. Ethical considerations of nonfinancial performance measures, such as customer satisfaction, employee satisfaction, inefficiencies, balanced scorecards, and indefinite assets is that they may not be as useful as financial measures, but they are still important to a company, so they do not make any big mistakes (Nobles et al., 2014). “ Managers must always consider the potential quantitative and qualitative effects of their decisions” (Nobles et al., 2014). With this, Peyton Approved should also use financial measures

Advantages: This way training would actually have an identifiable reward, employees could fairly compete for partner positions, and partners would be able to get the most out of staff.

An employee will appreciate an employer who is being considerate of their needs. This means, they will be less likely to move on from the business and create less turnover in staffing. This also creates positivity for the employer.

This may reduce unnecessary overtime hours and help win producing a future cost estimate of how much the company will have to pay new employees, but also potential income based upon future project load ability.

The productivity of any organization depends on the satisfaction of the employees, as happier employees also make more profit as they work faster and harder.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.

satisfaction and commitment. By the same token, it is meant to decrease turnover and absenteeism

Employees want to feel satisfied with their job. They want to earn, learn, grow and stay with the company if they are satisfied. Employees would want to:

d) Cost of recruitment is reduced due to combining of requirements and increased efficiency, such as software and administration cost

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

After acquisition of any firm/ organization management need to motivate their employees and make them feel satisfied about their jobs, if the employees feel satisfied they perform their duties efficiently and when acquired firm’s employee performed best it directly affect the acquired firm’s performance. Motivation is very necessary in any field when an employee get motivated they perform their duty with the best of their knowledge and try to work hard. According to different researcher there are many factors that could bring change and affect the organizational performance one of them is job satisfaction of the employees. It is also said that if employees are motivated and satisfied with their jobs then they performed efficiently and if