Improving Organization Retention Paper

In this economic time, a reduction in employee morale is becoming more apparent. “This downward trend in job satisfaction raises concerns about the overall engagement of U.S. employees and ultimately employee productivity, retention, creativity, risk-taking, mentoring, and in overall employee motivation and interest in work” (Heathfield, n.d., ¶5). Companies as a whole are examining methods to increase employee satisfaction.

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

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.

Employee satisfaction is influenced by their financial motivation, by the nature of their work, by the trust the company shows in them, by their relationships with superiors and colleagues, by the workplace environment, and others. This issue in the case of employee satisfaction is that this is a subjective indicator. In other words, a certain salary level can be considered satisfactory by some of the employees, and small by others. Therefore, it is important to study all employees in order to determine their level of satisfaction.

Employees are motivated by both intrinsic and extrinsic rewards. In order for the reward system to be effective, it must encompass both sources of motivation. Studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employees.  This research paper addresses the definition of rewards in the work environment context, the importance of rewarding employees for their job performance, motivators to employee performance such as extrinsic and intrinsic rewards, Herzberg’s two-factor theory in relation to rewarding employees, Hackman and Oldman model of job enrichment that

The article, “Better Pay and Benefits Loom Large in Job Satisfaction”, by Stephen Miller seeks to address how recognition and benefits affects the way employees determine their job satisfaction. The research problem being addressed is whether companies are able to retain the top talent employee and how the “compensation package” affects their decision to work at the company.

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

Some ways to do this are by having a formal system of recognition for high quality work, longer periods of service, and small tokens of appreciation. One way to achieve higher employee satisfaction is to communicate clearly about expectations. Coaching and mentoring individual employees based on their specific needs will be an absolute must.

Organizations often experiences staffing issues; therefore, one department will be asked to cover for another. However, these issues can be generated from several aspects within an organization such as staffing issues, financial issues, and organization retention. Subsequently, the organization administration must endeavor to sort out the best strategy to resolve these issues. In this particular paper the underlying issues involves staffing. “Strategies for improving the employee selection process include tracking recruitment sources; using realistic job previews (RJPs); using assessment tools and interviews to predict turnover; and hiring for fit and

that employees remain motivated if they are rewarded to achieve goals of a company. And when they are

Contentment and satisfaction of employees is extremely important as jobs are becoming more specified, selecting and training another set of workers is a long, expensive process. Motivation is the strongest, most efficient way to keep employees happy and at peak performance and things such as just saying “thank you” go a long way. In a study completed by Forbes, who polled over 2,000 professionals found that 53% of workers are more likely to stay with a company for a longer period of time solely based off of them receiving more appreciation from their boss/manager. That same study also found that 81% of workers are more motivated at work when their boss shows appreciation or thanks. Human resources has a huge part to play in this because of their role in the development, maintenance, and retention of employees. The HR management must make sure that bosses and managers with workers under their supervision feel appreciated and heard. This will lead to the employees working harder and/or better, making them more proud and happy, while benefiting the business by having a more efficient worker.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Changing employee attitudes, expectations and needs are related to employee’s satisfactory with their jobs, work condition, basic needs, safety standards, career development and other desires. For example, employees may somehow delay jobs to express their uncomfortable in the organisation. In contrast, if employees have a positive mind and energy, they will deliver jobs on time, productive and be capable for undertaking new tasks. Referring to Michal Igielski (2015), managing modern businesses will face many challenges, which based on economy change. The changing reality has forced the transformation of organisations into the ones which are relying on the knowledge, competence and abilities of their employees. Therefore, organisations must take action to identify the effectiveness in managing employee’s satisfaction to extend the workforce commitment and loyalty to their

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to