Employee Satisfaction, MBA HRM Complete Notes,

DEFINITION :

Employee satisfaction is the term used to describe whether employees are happy and contented and fulfilling their desires and needs at work . Many of the measures aimed at employee satisfaction is a factor in employee motivation , employee goal achievement , employees and positive morale in the workplace.

Employee satisfaction , while generally a positive effect on your organization , it can be a downer if mediocre employees stay because they are satisfied with their work environment .

The factors that contribute to employee satisfaction include treating employees with respect, providing regular employee recognition , empowering employees , offering above industry average benefits and compensation , providing employee benefits and business activities , and positive management within a framework of success of the objectives , measures and expectations.

Employee satisfaction is often measured through employee satisfaction surveys administered periodically that caliber anonymous employee satisfaction in areas such as :

• Management ,

• understanding of the mission and vision,

• empowerment ,

• teamwork

• Communication and

• Interaction Coworker.

The facets of employee satisfaction measured vary from one company to another.

A second method used to measure employee satisfaction is meeting with small groups of employees and ask the same questions verbally. Depending on the culture of the company, any of these methods can provide knowledge on employee satisfaction for managers and employees.

Exit interviews are another way to assess employee satisfaction that satisfied employees rarely go out of business.

Factors affecting employee satisfaction :

May include factors such as:

1. Factors organizational development

•  Brand of the organization in the field of business and comparison with the leading competitor .
•  Mission and Vision of the organization
•  Potential development of the organization
• Two . Policy factors of compensation and benefits
•  Wages and salaries
•  Benefits
•  The rewards and sanctions
• Three . Promotions and professional development factors
•  Promotion opportunities .
•  Training program participated or will.
•  Ability to career development
• April . Work task factors
•  The amount of homework
•  Level of difficulty of the task
• May . Relationship with supervisor factors
• Training level 
•  Assignment level for employees
•  The treatment of employees , etc.
• June . The working conditions and environment factors
• Tools and equipment
•  working methods
•  Work Environment
• July . Factors business culture
•  Relationship with coworkers
•  The level of participation , etc.
• August . Skills , personalities and expectations of the factors used
•  The skills and personalities of the employees are suitable for the task?
•  The employee expectations are appropriate policies for the organization?
• NEED EMPLOYEE SATISFACTION
• 1. Need satisfaction of employees in the organization
•  Improve employee retention.
•  Increased productivity .
•  Increase customer satisfaction
•  Reduce turnover , recruitment and training costs
•  Improve customer satisfaction and loyalty
•  stronger employees
•  Improve Teamwork
•  highest quality products and / or services by employees, most competent energized .
• Two . Need for employee satisfaction for employees
•  employee believes that the organization will be successful long term
•  They care about the quality of their work.
•  It will create and deliver superior customer value
•  His works are more productive.
•  They are more committed to the organization

KEEPING THE EMPLOYEE SATISFACTION

To maintain employee satisfaction , two solutions can be used as follows :

1. Determine the appropriate frequency of valuation

Evaluation frequency should be at least 3 or 6 months / time. This aid regularly to review trends in employee satisfaction .

Many organizations only perform employee assessment satisfaction 1x per year , simply by applying the standard of management rather than the needs of the organization. This is a very long , because the employee dissatisfaction can occur at any time .

Two . Implementation of the regular feedback

Employee satisfaction can not be evaluated every month , as it is very slow. So the implementation of the program has to be done on the response of employees monthly or when a problem suddenly happened.

The feedback from employees are your observations occurred attitudes about the problems that will occur or .

Feedback can perform independently or together with the monthly work evaluation .

Nine steps to improve employee satisfaction :

Employee satisfaction can be improved by nine steps . They are:

1. Mission and Shared Vision

Two . Input Programs and Employee feedback Regular

Three . Employment expectations are clearly defined and communicated

April . Fair Fair and Performance Feedback

May . Compensation , benefits and rewards programs that are aligned with achieving Mission

June . Promoting a diverse workforce

July . Hiring the right employees

August . Comprehensive employee orientation and integration programs

9. Strong commitment to training and development programs

DIFFERENT METHODS USED TO MEASURE THE EMPLOYEE SATISFACTION :

Employee satisfaction can be measured by following methods:

1. Satisfaction Surveys

These surveys are presented in a questionnaire format , you can measure whether employee satisfaction is high or low depending on how employees respond to questions.

Two . Data Collection

Employers can obtain data to assess whether there seems to be a problem of job satisfaction . HR departments often keep this information in personnel records . They can also use the data to generate a report.

Three . Visual Observation

Measuring employee satisfaction is something that can be done by visual observation . If employers want to see things for themselves , it is a good idea to open your eyes and see what happens in the workplace .

EMPLOYEE Satisfaction Index :

Satisfaction index is an index used to measure employee satisfaction in an organization.

How to calculate ESI ?

There is a five-point scale on the questionnaire or survey responses from employees. they are

• strongly agree,

• Agree ,

• Undecided ,

• Disagree,

• Disagree .

Numbers must be commented that include strongly agree (5) Disagree ( 1).

Then calculate the total number of questions with answers against each response (5, 4, 3 , 2, 1 ) .

Identify total points for each answer .

Identify the total number of questions answered

ESI = ( total points / questions total) * 100 .

Analyze rate employee satisfaction

Identifying ESI can do for the company , department, field, and then 80/20 or tool Pateto principle can be used to analyze employee satisfaction .

SOURCES OF EMPLOYEE SATISFACTION

Several elements contribute to job satisfaction of employees .

They are:

1) Salary

2) the nature of the work

3 ) Promotion

4) Monitoring

5 ) Working Group

6) Working conditions

7) Motivation

1) Wages :

Wages play a key role in influencing job satisfaction. This is based on two reasons.

i ) Money is an important tool in the fulfillment of one's needs .

ii ) Employees often see employees efforts reflecting concern for their employees want a payment system that is simple , fair and in accordance with their expectations. When seen as fair pay based on job demands , skill level people and rules for payment of the community , satisfaction is likely to result .

2) the nature of the work :

Most employees crave intellectual challenges in jobs. They tend to prefer to be given the opportunity to use your skills and abilities and offers a variety of talks , freedom and feedback on how well they are doing. These features make mentally challenging work jobs that have very little challenge to create load. But too much challenge creates frustration and failure conditions of moderate challenge the order , employees , experience , pleasure and satisfaction.

3 ) Promotions:

Advancement opportunities affect considerably sati faction work . The desire for promotion is generally strong among employees, as it involves a change in job content , pay , responsibilities, independence and status similar average incoming service through promotions changes are best in the private sector . It's no surprise that employees take the promotion as the ultimate achievement in his carver as if he realized that he feels very satisfied.

4) Monitoring :

There is a positive relationship between the quality of supervision and job satisfaction the amount of supervision and monitoring job satisfaction , establishing a personal relationship with subordinates support and take action to the satisfaction supervisory employees to maintain job satisfaction.

•   Create a good physical environment.\
• Transportation employees discounts .
• Change the perception of dissatisfied employees .
• Maintain open lines of communication.
• shows concern for employees.
• Given widespread recognition
• Allow participatory management .
• Perform moral development programs .

5 ) Working Group :

The working group does not serve as a source of job satisfaction to individual and group members with opportunities for inter . It is known that for many employees work fills the need for social interaction .

The working group is the strongest source of satisfaction when similar attitudes member eviction caused less day to day co-workers with similar attitudes and values ​​can also provided some confirmation of a user self-concept .

" We're fine and we're fine "

Work Conditions:

Conditions consistent with the physical facilities and employees working facilities making a good contribution to job satisfaction, temperature, humidity , ventilation , lighting and nose , hours of work , cleaning the place work and the proper tools and equipment are the characteristics that affect job satisfaction .

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