The Impact of Employee Satisfaction on Business Outcomes

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

Today's world competition is very strong in every kind of businesses. Every organisations must provide high quality products or services in order to survive, however their competitors also providing the same or comparable products or services. An important way to an organisation to get an edge over its competitors is to provide extra service to satisfy and delight their customers, which can retain them and also gain new customers. Therefore the achievement of customer satisfaction must be a major objective in all organisations.

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

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.

The impact of service quality is a direct driver of customer satisfaction; a goal that all organisations strive for. Scholars and academics have confirmed that superior service provision will result in customer satisfaction, thus positively affecting future behavioural intentions (Qin, Prybutok. 2008). This train of thought exhibits the overarching importance of employees in organisations.

Publix Supermarkets, Inc. has been constantly recognized on various (The Best of) lists, winning numerous awards not only for employee satisfaction but customer satisfaction as well. Their endurance is built on creating and maintaining an efficient workforce, which gives it the competitive edge needed in the current economy. Their mission statement is, “Where shopping and working are a pleasure”. This report will detail the company’s history, financials, SWOT analysis, internal/external environments, and a breakdown of their human resource policies. As you will read in this report, Publix understands the correlation between an engaged and satisfied workforce and the positive effects it has on their customer satisfaction.

Most every organization must deal with the issues of employee satisfaction in order to achieve their customer satisfaction targets and, consequently profitability. The paper considers the determinants of employee satisfaction using an empirical approach and premising arguments on extant literature. The focus on this paper is to explain the level of satisfaction among employees with an aim of providing dynamic recommendations to improve the worker satisfaction in firms. This will be achieved by examining published research and robust data obtained from interviews related to employee satisfaction, customer retention, and corporate profitability. The paper recognizes that employee satisfaction has fundamental implications for

As you know, customers satisfactory level depends on how well your employees treat your customers. Researching data on the topic of your customer’s happiness, we found that keeping

Employee job satisfaction is supremely important in an organization because it is what productivity depends on. If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with breakthroughs that allow a company to grow and change positively with time and changing market

Those individuals with high job satisfaction tend to have positive feelings towards their job, their colleagues and the company that hired him or her. On the other hand, those who are not satisfied have strong negative notions towards their organization (Robbins and Judge, 2015). Employee involvement has a direct correlation with job satisfaction. Companies that allow their employees to be involved in the decision-making process and give them the freedom to show their talent through their work, has become the forefront of employee engagement. For many years, businesses have been following archaic traditions in the sense of people would go to work, complete their hours under supervision and go home. Today, employees look forward to going to work for a company where the workplace is more friendly and connected (Suma and Lesha,

2. To study the methods of measuring job satisfaction of in JPR furnace and steels pvt Ltd.

I believe that Kip Tidwell’s statement, that highly satisfied employees will lead to highly satisfied customers and stakeholders would be true. If an employee is happy and is treated excellent; they will produce better products and enjoy working for the company (Ferrell, Hirt, & Ferrell, 2009). By having better-made products means a customer will be loyal to that company. Furthermore, continue to buy products from that company. The stakeholders will benefit from a satisfied employee, on the count, the customers will buy the products in return the stakeholder will make money.

Customer satisfaction is imperative in management as it helps retain a good relationship with the customer so they will continue

It is essential for employees to be satisfied in their job in order to have a happy workplace environment. Having a business where employees are happy boost company morale, and increases job performance because employees experience a sense of fulfillment, belonging and appreciation. This qualitative study was conducted to determine whether or not there is a relation between employee satisfaction and reward systems. Also, to what extent does the reward system influence behavior? This study clearly stated their hypotheses and tested it without bias (Galanou et al., 2010).