Use of an Attitude Survey in GMFC Labor Talks

In order to compare employee satisfaction by division (independent variable) and examine employee attitudes, we compared the mean differences between the following dependent variables: the Minnesota Satisfaction Questionnaire (MSQ), the pay satisfaction questionnaire (PSQ), Job Descriptive Index (JDI), the work itself (JDIW), supervisors (JDIS), Job Descriptive Index of Co-Workers (JDIC) and promotions (JDIPRO). Additional dependent variables regarding employees sentiments towards performance appraisal

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.

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

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.

In today’s work place employee satisfaction is just as important as it has ever been in history. With employer cutbacks, job eliminations, pay reductions, and business closings employee satisfaction must be at the forefront of employer’s plans to be successful. In the case of Riordan Manufacturing the company has a problem it cannot ignore, employee motivation. Riordan Manufacturing is a global plastics producer that employees 550 people and earns an

This survey is aimed at establishing what motivate and to establish whether employees are satisfied in whatever they do in the organization.

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

Questions one through three, and question five deal with personal job satisfaction rather company satisfaction. Question four, however, should not be considered as part of the employee satisfaction survey due to the nature of the question. Let’s review the results of these questions.

As requested, I am submitting the attached report titled Addressing High Employee Turnover Rates: A recommendation. This report outlines my examination of existing data concerning employee turnover rates and remedies to help retain high quality employees.

Through our investigation, we have discovered the employee turnover rate at APPSmart Inc. is immensely high in comparison to the industry average. This is an important issue that must be quickly addressed. Turnover is the termination of an individual’s employment with an organization and can be permanent, temporary, voluntary or involuntary (Dessler & Chhinzer, 2016). High turnover rate at APPSmart can be due to the lack of compensation and benefits provided to the employees. Employees working in the production plant are paid minimum wage and do not necessarily receive compensation for overtime work. Therefore, if these employees are presented with a better offer, they will likely consider leaving. Turnover can increase recruiting and training

Tillman, A. (2013). Improving Worker Satisfaction Yields Improved Worker-Retention Rates. Employment Relations Today (Wiley), 39(4), 27-31. doi:10.1002/ert.21386

To determine how much an employee motivated in the organisation culture and working environment, a simple survey can be an effective tool for measuring the factors between organisation and employee's understanding.

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