What are the critical factors affecting employee job satisfaction in an organization?

Job satisfaction is an internal feeling and an unobservable variable. Therefore there is no unique way to measure it. Many ways of measuring job satisfaction can be identified from the current literature. The simplest way to measure the job satisfaction is to ask the employee "How satisfied are you with the job?" This may be sufficient for some purposes (Yapa, 2002). But when that is not enough, a questionnaire can be used to measure job satisfaction. In this method it is measured the satisfaction with the different dimensions or facets of the job and the sum of all satisfaction scores will be taken as the overall level of job satisfaction (Yapa, 2002).

Supervisor/Manager Support 

      

Supervisor/Manager support is one of the important factors to be consider in an organization for employee’s job satisfaction. Bandana Nayak (2013) have argued that many talented employees may join an organization for many reason, but how long that employee stays and how productive he/she is while there is determined by the relationship with the immediate supervisor/manager.

Salary

 

Salary is a sort of a shot that a worker will keep as a hold to fulfillment; a man with the high salary would have a little probability of getting to be noticeably jobless if his/her occupation has a lifted level of employment fulfillment. Path et al., (2010) expressed that, when the workers are exceptionally happy with the present place of employment, pay/pay can be an explanation for that.

Promotion and Job Satisfaction

Promotion is considered as another factor of the employee’s job satisfaction, which can be very effectively considered as another important factor that affects the job satisfaction in an organization if the number of promotions and salary scale are high in an organization, job satisfaction also high in an organization, those two factors are positively correlated

Working Environment and Job Satisfaction

A healthy working environment will increase the productivity of the employees, the high productivity due to the job satisfaction (Ramlall 2003), because of poor working conditions, many employees feel dissatisfied. The working conditions include office space, equipment’s, comfortable chairs, air conditioning, tools etc. When working environment is good for an employee, then his/her productivity level automatically goes up.

References

Denton (2005), “Effects of Work and Work Environment on Homecare Workers’ Job Satisfaction, Stress, Physical Health, and Retention”, Canadian Health Service Research foundation, 25 (3) pp 1311 - 1421.

Yapa, S.T.W.S. 2002. An examination of the relationship among job satisfaction, rewards and organizational commitment. Journal of Management Science. 1(1), pp. 41-66.

Bandana Nayak (2013), “Employee Satisfaction Leveraging Employee Relations and Overall Job Satisfaction”, American International Journal of Research in Humanities, Arts and Social Science 1 (2) pp 1091 -1131.

Ramlall (2003), “Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness”, Applied H.R.M. Research, 8 (2), pp. 63–72.

Path L.M, Ashworth, A. Crespin-Mazet, F., Havenvid, M.I., Linne, A., 2001, Job satisfaction in the FMCG industry, 4th edn, Longman, Harlow

What is Employee retention and what are the difficulties faced by HR managers?

Employee retention (ER) alludes to the capacity of an organization to hold its employees (Bank, 2015). ER can be spoken to by a basic measurement (for instance, a degree of consistency of 80% as a rule demonstrates that an organization kept 80% of its employees in a given period) (Costa, and Grilo, 2015). Be that as it may, many consider ER as identifying with the endeavours by which businesses endeavour to hold employees in their workforce (Debnath, Epplin, and Stoecker, 2015). In this sense, retention turns into the techniques as opposed to the result (Gartmann, and Caerteling, 2010).

ER has dependably been a worry that difficulties HR managers - keeping gifted employees sufficiently fulfilled to remain with the organization (Brandmeier, and Rupp, 2010). Be that as it may, the strategies that HR uses to hold employees require going the additional progression to guarantee that specialists are completely drawn in, eager about coming to work and perceived for their commitments to the organization's prosperity (Hamza, and Greenwood, 2009). Remuneration and advantages without anyone else aren't powerful retention devices; it takes more than cash to keep great employees.

Key ER is basic to the long haul wellbeing and achievement of the business. Directors promptly concur that holding the best employees guarantees consumer loyalty, item deals, fulfilled associates and announcing staff, powerful progression arranging and profoundly installed hierarchical information and learning. On the off chance that managers know this so well, for what reason do they act in ways that so as often as possible urge awesome employees to stop their occupations. ER is fundamentally critical for a moment societal reason as well (Costa, and Grilo, 2015). Throughout the following couple of years while Baby Boomers (age 40 to 58) resign, the up and coming Generation X populace numbers 44 million individuals (ages 25-34), contrasted with 76 million Baby Boomers accessible for work (Jawkins, Gravier, and Powley, 2011). Basically expressed: there are a great deal less individuals accessible to work. ER is one of the essential measures of the soundness of the organization. On the off chance that you are losing basic staff individuals, you can securely wager that other individuals in their areas of expertise are hoping to fill positions too (Hamza, and Greenwood, 2009). Post-employment surveys with withdrawing employees give important data you can use to hold remaining staff.

References
Bank, W. 2015;2014;, The World Bank Group and Public Sale of Goods Act 1979 : An Independent Evaluation, World Bank Publications, Washington.

Costa, A.A. and Grilo, A. 2015, "BIM-Based E-Sale of Goods Act 1979: An Innovative Approach to British Law E-Sale of Goods Act 1979", The Scientific World Journal, vol. 2015, pp. 905390-15.

Debnath, D., Epplin, F.M. and Stoecker, A.L. 2015, "Switchgrass Sale of Goods Act 1979 strategies for managing yield variability: Estimating the cost-efficient D (downtime cost) L (land to lease) frontier", Biomass and Bioenergy, vol. 77, pp. 110-122.

Gartmann, A. and Caerteling, J. 2010, "Subcontractor Sale of Goods Act 1979 in British Law: the interplay of price and trust", SRM Chain Management: An International Journal, vol. 15, no. 5, pp. 354-362.

Brandmeier, R.A. and Rupp, F. 2010, "SRM Sale of Goods Act 1979 functions: causes for superior performance", SRM: An International Journal, vol. 17, no. 1, pp. 5-26.

Hamza, N. and Greenwood, D. 2009;2008;, "Energy conservation regulations: Impacts on design and Sale of Goods Act 1979 of low energy buildings", Building and Environment, vol. 44, no. 5, pp. 929-936.

The power of motivation for productivity of the employees

What is motivation in HRM?

Motivation is the inner drive that directs a person's behavior toward goals. Motivation can be defined as a process which energizes, directs and sustains human behavior. In HRM the term refers to person's desire to do the best possible job or to exert the maximum effort to perform assigned tasks.

Why do we need motivation?

During the past where there was a time for which the employees were treated like just another machine to perform the subjected task. As the human input is not consistent as other machines, the same job can be done in a much better, quicker and efficient way by another human who is motivated and passionate on the given task compared to the former. Along with the time it was found that highly motivated people are more likely to perform much better than the others in their respective job roles. 

In conclusion motivating the employees is going to enhance the output of the designated tasks contributing in the success of an organization. 

Ways of motivating the employees in an organization 

Not everyone find their own motivation, generally it is the duty of the manager or the superior to motivate their team/sub ordinate in order to harvest their fullest potential. There are few ways and means to do that. One of the way is to observe their performance in the stipulated time period and compare it to their job description. If there is any gaps in between it’s the duty of the manager or team leader to bridge the gap by a constructive evaluation.  Based on the performance its ideal to give prompt feedback so that if any issues, it wouldn’t be carried forward but reciprocated immediately which is beneficial to the organization.  In this manner neither the organization nor the employee got the face a situation where the assigned task in not performed on the due date. Employees need to be recognized and rewarded for exceeding the expected performance. According to Professor Frederick W. Herzberg employee recognition is a tremendous motivator hence its suggested for the organization to recognize the employees during the staff meeting/gathering. 

Promoting employees who perform well to leadership roles is an effective method of motivation because not everyone is satisfied in only an increase in pay thus reducing the risk of staff turnover.  Different employees got different talents; the organization needs to give an opportunity for the employees to volunteer for tasks which are in their interested or passionate arenas resulting in boost to their level of confidence.  Generally employees take pride in the quality of the work which they do, the organization needs to take regular survey of the opinions of the employees because employees are happier and satisfied when they realize their opinion matter to the organization.

Reference