Successful Factors of Malmaison Hotel Chain

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

On the other hand, others posit that using an aggregated measure can cloud the actual causes of satisfaction, leading to unsound generalisation of employee satisfaction (Rose, 2003). The author further argues that proper aggregation of job satisfaction measures should ideally be done through the use of a composite index that includes a wide range of indicators of job satisfaction. However, in a later study, Rose (2005) also points to the significance of performing a detailed analysis of job satisfaction. The former approach is preferred for this study as it is follows closely on the work done by Brown et al. (2008). Job satisfaction is linked to the sense of achievement with work; the level of a influence work; and with pay. These key facets of satisfaction are discussed in our analysis and examined empirically. Also, achieving a fulfilling employment and providing workers with adequate control and influence on their work are significant for improving job satisfaction (Layard, 2005).

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

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

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

The positive or negative assessment on one’s position within a company can be expressed through the level of job satisfaction an employee experiences. Job satisfaction, which is how employees feel about their job, or aspects of their job, plays a key role in how employees act within a corporation (Locke,

1. Although it is clear employees are not especially satisfied with their work, do you think this is a reason for concern? Does research suggest satisfied workers are actually better at their jobs? Are any other behavioral outcomes associated with job satisfaction?

There are different strategies that must be considered by the organisations operating in hospitality industry. The contributions made by the firm donate towards the performance and achievement of the company. The purpose of this paper is to analyse the strategies of the hotel, which serves as the basis of success. This paper is divided into five different tasks each of which is focusing on various aspects of the hotels performance. The organisation that is selected in order to answer the tasks is InterContinental Hotel Group. Different models and strategies are used for analysing external environment, core capabilities, culture, and strategic choices of the firm.

Throughout the past year job satisfaction has decreased which has caused multiple workplace relationships to become tense and at some points hostile. Our textbook defines job satisfaction as an affective or emotional response towards various facets of one’s job. This definition implies that job satisfaction is not a unitary concept (Kinicki, & Fugate, 2016). Job satisfaction has been noticeable due to the change in management. Many senior directors do not agree with recent changes that have been passed down in my organization. With these disagreements, this has caused senior leadership to be not supportive and show a lack of concern towards employees.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

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

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Cahill (1996), Pitt and Foreman (1999) share similar comments. 2. Measuring Job Satisfaction Job Description Index (JDI) (Smith et al., 1969) is the most frequently quoted scale when measuring job satisfaction. The scale includes areas like type of job, remuneration, promotion, superior management, and joh associates. However, Spector (1985) has identified some problems with JDI when it is applied to employees from the service sector. Thus Spector developed the Job Satisfaction Survey (JSS) that essentially bringing more to the forefront aspects of satisfaction of remuneration, promotion, management styles and relations, welfare, incentive, operation procedures, associate relationships, job description, and communication. 3. Measuring an Organization 's Performance Comparatively comprehensive viewpoints on measuring performance of an organization have been introduced since the 197O 's. Indices suggested by Campbell (1977) include general performance, productivity, efficiency, profit, quality, absenteeism, job satisfaction, motivation, morality, organizational growth, and market share. By referring to documentation complied on performance of an organization, Venkatraman and Ramanujam (1986) classify the variables in measuring that performance into three groups: (I) Financial performance

A person who is dissatisfied with his job may perform his job well because he needs the money from the job and/or wants to make sure he retains his job in an economic downturn.

Today’s business environment is highly competitive and rapidly changing. Many organizations are competing to survive in this environment. Motivation and the employee job satisfaction are essential for the long-term success of the organization team. Evaluation of the employees’ job satisfaction is a major problem of the Organization, until it affects the achieving of goals.