Satisfied Employees Are More Productive Essay example

For years, management researchers and practitioners have tried to find out the impact of employee job satisfaction on organizational effectiveness. They wanted to know whether job dissatisfaction would lead to decline in employee output and, consequently, organizational performance. They analyzed the outcomes of job satisfaction by studying the relationship between job satisfaction and various other organizational aspects such as productivity, turnover, absenteeism, etc.

As factors of job satisfaction are dynamic in nature managers do need to be vigilant about this. Some of the key factors of job satisfaction are the key drivers and should be always handled on priority basis.

Landis, E. A., Vick, C. L., & Novo, B. N. (2015). Employee attitudes and job satisfaction. Journal of Leadership, Accountability and Ethics, 12(5), 37-42. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/1764139256?accountid=12085

Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

Four articles have been critically analysed to conclude that job satisfaction is the most common cause of behavioural changes in the workplace (Chang, Daly, Hancock, Bidewell, Johnson, Lambert, & Lambert, 2006; Chang, Bidewell, W., Huntington, Daly, J., Johnson, Wilson,

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.

Through-out this essay the notion of satisfied employees being more productive will be broken down and examined, taking into consideration research and theories, to determine if there is any correlation between the two elements, and if so, to what extent. Locke (1976) defines “job satisfaction as pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience… a perception of how well their job provides those things that are viewed as important.” The feeling of satisfaction is an attitude, “a psychological tendency that is expressed by evaluating a particular entity with some degree of favour or disfavour” (Eagly and Chaiken, 1993) favour being the satisfaction the employee feels. “While in its purest

LaPiere’s 1934 study showed that attitudes do not always predict behaviour. LaPiere travelled America with some of the Chinese population and visited hotels, restaurants, and other service industries. Of these establishments 91% said that they would not accept Chinese guests, however only 1 establishment refused them service on their travels.

Employee satisfaction can be taken as a summation of employee’s feelings in six important areas. The most likely workplace determinants of employee satisfaction are whether the employee (1) finds the job interesting; (2) has good relationships with management; (3) has a high income; (4) can work independently; (5) has good advancement opportunities and; (6) has good relations with colleagues.

Job satisfaction is considered as indescribable and mythical concept which have been centre of attention of researchers and managers since a long time (Gautam; Mandal and Dalal, 2006). The level of satisfaction within a job is considered to be most important information concerning an employee (Roznowski and Hulin, 1992). For this particular reason the interest of managers and human recourse specialists remained in the ways of improving satisfaction of an employee within a job (Cranny, Smith, & Stone, 1992). Hopkins (1983) defined job satisfaction as “the fulfillment or gratification of certain needs of the individual that are

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does

There are numerous factors that determine one’s job satisfaction and in some instances, defining one’s satisfaction may vary across the board depending on the employee’s characteristics. The theory that satisfied employees are more productive than dissatisfied employees has been a basic tenant among managers for years, however, research has begun to support this theory. In the event that an employee is dissatisfied with their job, they hold negative feelings against the organization, which is evaluated

In industry today employers seek the best for employees that are looking for Job Satisfaction in the workplace. Mainly because nowadays workers are clocking-in earlier and clocking-out later in the day at work, which means that they are not only getting in more time on their pay check but are setting their selves up for an slow moving injury.

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.