Review of Literature on Employ Satisfaction

Attention Nadeem Yousaf StudentsNoreen OrcineP12094955 Robert nongonococcal urethritis P11015920 Federico ColomboP12094924 Prakash Regmi P12094665 Sanjay Maharjan P12085525 Dewan Rahman P12094756 Philippe Colas P12094742 Course name MSc. world-wide moving in and Man epochment 2013 module name trading operations and gentle Resource Man festerment (Evening Class) Module CodeCORP 5041 Assignment gathering Critical Analysis Project issue Key f arrangeors of employee merriment and its impacts to caller-up success.Word recite 2917 words Articles Re sensible horiz one and only(a)d The tint of mature and preparation on the take aim of expiation and pauperism Among Employees Employee bliss, intrapreneurship and level offset a model line of products merriment and property counseling an empirical analysis ponder cheer in usual orbit and undercover Sector and Private Sector A Comparison The effects of shipment to in corporeal mountain on employee contentment with their governing body Implementing flavor concern Practices without Sacrificing Employee gladnessThe relationship mingled with correct bless(prenominal)edness & craft enjoyment Table of Contents 1. 0 Introduction3 2. 0 Stimuli of Employee mirths and preserve3 2. 1 personal effects of cargo to bodied Vision on Employee Satisfaction4 2. 2 Pay Satisfaction and Job Satisfaction5 2. 3 Impacts of Age and Level of Education in Employee Satisfaction5 2. 4 Intrapreneurship and Firm harvest-time as a Factor of Job Satisfaction6 2. 5 human being relationship amid whole tone worry and Job Satisfaction7 2. 6 Comparison of employee blessedness amongst Public and Private Sectors8 . 0 Comparison, contradiction and Evaluation9 4. 0 Conclusion13 5. 0 References15 vermiform process 119 1. 0 Introduction It is widely accepted that the employees affair expiation is one of the intimately distinguished elements of achieving success for an organisation. In todays makeup, where ships beau monde leaders is transforming from traditional styles to to a greater extent collaborative style (Christensen, 2009), employee contentment is macrocosm given due consideration ground on the concept of happy slew aims happy customers and growth (Blanchard, 2004).Though De Menezes (2012) engraft that the phone line cheer among employees fuck off a exonerated and agreeable connection to comp whatsoevers productiveness, nonwithstanding Schein (1995) believes concern has over time pondered on better practices that increases productiveness and with numerous theories, espoused on the meaning of hatful in judicature, very(prenominal) few managers recognize employees as capital enthronization non as a embody to be controlled and minimized. In this paper some influencing components of employee ecstasy entrust be study combined with their sine qua nons to organisational success. . 0 Stimuli of Employee Satisfactions and Impact There argon numerous facto rs that somehow intrinsically and extrinsically keep engagement in the process of employees melody enjoyment. Herzbergs Motivator-Hygiene scheme identifies satisfiers or motivator factors as achievement, recognition, get going itself, responsibility, advancement and growth, on the other commit, dissatisfiers or hygiene factors as company policy, super romance, on the personal credit line(p) conditions, interpersonal relationship at civilise, requital and bene scoffs, and theorise security (Gitman et al 2008).Moreover, fit to Lavigna (2010) De Menezes (2012) factors such(prenominal) as commitment to bodied vision, leadership, campaign life balance, instruct and education, democratic counselling and employee authorization strongly brook to employee propitiation. This literature will be study and analyzing the factors such as age, take of education, intrapreneurship, gestate up blessedness, character counseling, commitment to corporate vision and aspect of h abitual and private empyreans. 2. Effects of Commitment to Corporate Vision on Employee Satisfaction The mission and vision story of a company gives a keep of purpose, values, and behavioral standards and increases employees focus on organisational schema and direction (Slack et. al, 2010). While as genuineing employee satisfaction, companies study to show commitment by cosmos effective, and show continuance commitment by encouraging workers to be attached emotionally to companys values (Allen et al. , 1997).And to m satisfaction in an organization, management commitment to achieving results motivates employees to perform better, according to Slack et al. (2010), henceforth commitment of organizations and employee satisfaction deplete a imperative relationship with promise. There are two strong connections with employee satisfaction relating to employee order of the company based on how committed it is to its philosophy of caring, sharing, trust and respect and the cogency of the company to compete with others. This was supported by Meglino et al. (1998) by stating that the relationship amid effective communication, worker satisfaction and the level in which values and views of employees corresponds with each other creates an tune of dateing a corporation that leads to change achievement and productiveness among meet employees. 2. 2 Pay Satisfaction and Job Satisfaction Different people have incompatible views on the source of their motivation to work. here we find different contradictory results season one study suggests level of income increases the level of satisfaction and the other study finds no satisfactory correlativitys or different view of incomes magnificence.Some find task as a source of identity, that sometimes money actually is the comm hardly cited sympathy (Hulin, 2002 cited in strain, et al. , 2010). Money hatful non ensure the intrinsic upbeat or enjoyment as determination shows that a draft superior i s no happier than before they won the lottery (Brickman, et al. , 1978 cited in Judge, et al. , (2010). Contradictorily, another report suggests that the richest Ameri poops are happier than average ones (Cummins, 2000 Diener et al. , 1985 as cited in Judge et al. , 2010) and average Ameri scum bags are happier than poor Ameri understructures. boilers suit it is expect that, cave in level is compulsively but not signifi grasstly correlated with some(prenominal) profit satisfaction and occupation satisfactions. 2. 3 Impacts of Age and Level of Education in Employee Satisfaction Satisfaction expresses the level of agreements in the midst of the expectations of a worker from his argument and the rein shovement that the note organization provides (capital of Minnesota, 2012). Now, how does a factor analogous age affect the level of employee satisfaction? Kristin et al. (2004) cited in Paul (2012) found that the boilers suit strain satisfaction decreases after the age of 45 apprehensions of management fairness and commercial enterprise resolution in any case decrease with age.It is slackly believed that job satisfaction increases linearly with age (Clark et al, 1996). Paul (2012) discovered that age fascinates the level of motivation among employees, for instance, younger employees felt to a greater extent motivated to extra work, magic spell old employees were less eager to do so. Level of education is withal one of the factors that domiciliate power the way employee satisfaction is perceived. Paul (2012) stated that the level of motivation in same manner varies with the educational qualification of the employees for example, employees who have only matriculated were the roughly motivated about ork and fetching extra work, on the other mickle the most qualified employees of the organization were the most unwilling to take extra work, in comparison to the less educated ones. This finding is enriched by Metle (2001) and said that the job satisfaction declines with increasing levels of education. 2. 4 Intrapreneurship and Firm Growth as a Factor of Job Satisfaction Entrepreneurs within the organization are, in fact, the valuable assets in terms of companys growth and in that respect is a direct relationship mingled with intrapreneurship and job satisfaction in the context of productivity and growth, according to Antoncic et al. 2012), when primaeval factors such as the level of employees general satisfaction with work, employee relationships, employee remunerations, benefits and organizational culture and employee committal are ramble to play together. An organization whose values and absorb corresponds to that of employees inevitably, generally has a high tame employee satisfaction rate as reflected in the magnet selection attrition model (ASA) which states that, people in an organization are crotchety in that they are the ones attracted to, chosen by, and who aim to remain with an organization (Lievens et al. 1995).Employees of such standard of measurement are a true matched advantage of the company (Antoncic et al. , 2011). Intrapreneurs are considered to be entrepreneurs in an organization. It is the outcome of firms pursuing parvenu opportunities done a gradual difference from the customary by encouraging employees to be innovative. To show how employee satisfaction result in growth, Shaw et al. (1998) as cited in Antoncic et al. (2011) examined practices where management instills the incident of education and training, adequate pay, benefits, encourage high level of motivation, and the willingness of employees to invest in their cause knowledge and skills.This results to employee satisfactions that in turn increases performance, and contributes to company growth thitherfore, job satisfaction and performance are strongly related as they both result to growth of the company (Antoncic et al. , 2011). 2. 5 Relationship amidst Quality concern and Job Satisfaction Employee satisfaction and spirit management are vista to be correlated to some extent. antecedent look for studies on employee job satisfaction have ndeavored to find link between quality management and job satisfaction for instance, Akdere (2009) cited in De Menezes (2012) found that customer satisfaction, which is the eventual(prenominal) goal of quality management, is strongly associated with employee job satisfaction. Though number of research have been carried out in past to find this relationship yet thither are mixed results. match to Guimareas (1996) cited in Mehra et al (2011), implementing a Total Quality centering course of study resulted in high job satisfaction, to a greater extent job involvement, large organizational commitment and change magnitude desire to watch in the firm.On the other hand, there are some other outstanding aspects of quality management interchangeable cost simplification and increased productivity that can tensity up employee and wherefore might bring dissatisfaction to work. This argument was supported by jet (2006), Landsbergis et al. (1999) and Parker (2003) as cited in De Menezes (2012) and they said, carrying into action gains may be achieved at the expense of employee well-being. Moreover, Kivimaki et al (1997) cited in Mehra et al (2011) has as well said that adopting Total Quality Management in an organization leads to decreased job satisfaction.Therefore, the pith quality management of an organization can actually sometimes incur the reason for not supporting employees to delight in their work, however, Total Quality Management can be achieved in an organization without achieving ace employee satisfaction, for example, De Menezes (2012) found that there is no positive association between quality management and employee job satisfaction in some(prenominal) British workplaces in 2004.Total Quality Management is a management philosophy not a short term program or intervention skim that can be applied to organization crosswise industries, cultures and nations but there should also be ad seriousment in Total Quality Management according to the structure of firms, strategy and environmental conditions to ensure that the employees are fit (Rungtusanatham et al, 2005 as cited in Mehra et al 2011). 2. 6 Comparison of employee satisfaction between Public and Private SectorsPublic and private sectors provide scopes in different ways, making it difficult to be pro or against the two very different administration forms. The Public sector is said to be more(prenominal) divided up than organized due to the various bomber divisions included in the operation of the commonplace sector and this division creates a worry in the long run in contrast the Private Sector is also divided, yet it is divided into departments, which work most with each other and have a coherent working structure (Kumari et al. 2011). Overall it can be said that while the the public sector has maintained the alive as well as the launching of natural jobs throughout a recession, as the private sector significantly has significantly been cutting jobs since the dawn of the 2008 recession (Zuckerman, 2011). So, it can be understood that the Public sector jobs are generally more static compared to the private sector, and this factor contributes to both positive and negative perceived job satisfaction in these two sectors.There are also different motivational reasons behind the employees plectrum of sector in which he or she wishes to work, and there are different expectations to be met by each sector in order to insure the employees ultimate job satisfaction. For example, Kumari et al. (2011) found that socio-economic and cultural structures of a farming essentially lead citizens perception of job satisfaction in both public and private sectors. 3. 0 Comparison, contradiction and EvaluationMany studies previously done by several(prenominal) researchers found that the satisfaction among emplo yees has clear and consistent connection to the companys productivity and eventually the success of an organization for the most part depends on employee satisfaction (Hsu and Wang, 2008 Culbertson, 2009 and Korunka et al, 2003 as cited in De Menezes, 2012). In addition to that, Gregory (2011) has also identify that employee satisfaction is essential to the success of any business.For example, American budget airlines South-west Airlines, one of the most consistently successful airlines in the history of aviation, implies that employee satisfaction is one of the key components of its past, present, and future success (Cardy et al 2011). Although, many academics have found a correlativity between employee satisfaction and organizational performance, there has been an opposition to this view and that has called for an extensive study, as employee satisfaction has little or no influence in the performance of an organization in accepted industries.For example Ryanair, an European bu dget airlines, made financial gains without crowing much attention to its employee the high employee disorder at Ryanair points to the dissatisfaction that the employees are experiencing and the common complaints of employees departure Ryanair is the oppressive work environment and practices, humbled pay and the lack of training and suppuration programs for employees (Thinking Bookworm, 2012). This argument was appreciated by Mathieu et al (1990) as cited in Yee et al. (2008), where it was said that the employee satisfaction has little direct influence on business performance in most instances.From the perspective of strategic operations management, pekan at al. (1992) cited in Yee at al (2008) stated that employee satisfaction is not achieved without a cost, in a view of that fact, trim expenses on employees is a viable survival of the fittest for achieving operation efficiency. As reflected by De Menezes (2012), in which he ascertains that some aspect of total quality mana gement such as cost reduction and increased productivity can stress up employee and consequently might bring dissatisfaction to work. This would mean that employee satisfaction and operation efficiency are reciprocally correlated.However, Mehra and Ranganathan (2011) suggest that implementing total quality management can have positive affect in job satisfaction if components like employee empowerment, teamwork, top management commitment can be developed within the organization. In the public sector, however, training and personal evolution was found to be the most important factor on employee satisfaction as training of workforce provides various benefits to organizations such as fewer production errors, increased productivity, decreased turnover and improved prophylactic (Turkyilmaz, 2011).So it is true that, investment on employees training can also be fertile to operation efficiency. When it is about the pay satisfaction it is said that high pay does not always lead to job sati sfaction. Mondrow (2011), states that, pay may help to determine if an applicator accepts a job offer, but requital has little effect on ones job satisfaction. An individual can be cheery with the amount of pay he/she is receiving but intrinsic rewards and culture-fit have been found to be better predictors of job satisfaction.Pay will not motivate employees and human resource professionals need to ensure that managers adopt this. High level of pay does not ensure the happiness or satisfaction among employees as job satisfaction focus rather on culture and reward systems (Mondrow, 2011). To compare with Facebook, Google has pay lower salary to its employees but providing long benefits had caused employees to accept reduction on their wages because it provides them job satisfaction fostering by company culture whereas Facebook is found with less employees satisfaction though the level of pay is slightly high (Huffingpost 2012).However, Pelit et al. , (2011) has said that thou gh the unfair pay can be a negative aspect of employee satisfaction but correlation and regression analyses bespeak that mental and behavioral empowerment has a significant effect on job satisfaction, and the effect is much greater when psychological and behavioral empowerment are interpreted as a whole. To prove the importance of empowerment in the companys success Eesley et al. 2006) has said that intrapreneurship is the practice of creating new business products and opportunities in an organization through proactive empowerment and intrapreneurship is propelled by an individuals or a teams willingness to take calculated risks and act to create business opportunities that serve an organizations needs for growth and improvement.The development of entrepreneurial activities and orientations in the organization are principally persuaded with the elements of employee satisfaction like general satisfaction with work employee relationships remuneration, benefits and organizational cul ture and employee loyalty (Antoncic et al. , 2011). According to De Meneze (2012) it is anticipated that organizations where the work force is more meet will show high levels of commitment to corporate vision, less absenteeism and a productive work force.On the other hand, in an interview (Appendix 1) Andersen said, I dont necessarily need a satisfied work force, because satisfied work force is just sitting and waiting around, and eventually theyll be leaving. Here I want somebody who is hungry, eager, jumps out of the bed in the morning and rush to work to do a good job. So in practical situations, organizations are not rattling pleased in having just satisfied employees, theyre akin to employees showing excitement and desire to come to work for success.Earlier studies by Brown et al (1993) cited in Yee et al (2008) have also found that there is no clear relationship between employees satisfaction and performance. However, it is reasonable to think that in certain industries, where there is direct march with customers, the relation of employee satisfaction to companys success can be higher(prenominal) (Yee at al. 2008). For instance, studies by Wan (2006) in the U. S. forest products industry have shown that there were differences in job satisfaction of the employees crossways the different levels of income, occupation and age.Moreover, education and sexuality had no significant effects on job satisfaction. No evidence was found that higher levels of education were related to higher job satisfaction. 4. 0 Conclusion The correlation between employee satisfaction and different factors like age group and education level, entrepreneurship, quality management, public and private sector, corporate vision and pay satisfaction has been analyzed to try the effect of job satisfaction in companys success.Based on the research findings it is clear that there is positive affects in job satisfaction but it can be highly influenced by certain aspects like top mana gement commitment, leadership style, motivation factors, organizational culture and outdoor(a) environment. Likewise, this literature found that employee satisfaction has shown to be a key success factor to most organizations. It is well documented that the more satisfied employees are, the more motivated they look to perform at work, and ultimately hap companys goals leading to corporate success.Motivational factors such as recognition of work, hazard for advancement, professional growth and responsibility will remain the guiding principles of any firm that aims to achieve a personal growth and stability. However, it is still doubtful how relevant employee satisfaction is to bring success in certain circumstances or industries. Also, private and public sectors showed considerable differences in the level of boilersuit job satisfaction that they derived from the facets of their jobs like motivational factors working conditions promotional opportunities relationship with co-worke rs and job security.Some researchers have found that the correlation between employee satisfaction and an organizational performance do not always go hand in hand. As economies around the knowledge base encounter uncertainty in world-wide markets and companies try to find different ways to reduce cost, which in many cases have resulted in the reduction of the work force. This has resulted dissatisfaction among the employees in various level. Nevertheless, this generation of unsatisfied employees has not yet shown clear repercussions in organization success.Although this topic can be controversial, which generalise the scope of further research to understand how satisfied employees could lead to business success, and comprehend how different factors have higher influence on employee satisfaction. 5. 0 References Allen, N. J. , Meyer, J. P. (1997). Commitment in the Workplace Theory, search and Applications. Thousand Oaks, CA Sage Antoncic J. A, Antoncic, B. 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Journal of Operationsl Management, 26, p 651-658Zuckerman, M. B. , 2011. The Great Jobs receding Goes On. U. S. News World Report,pp. 1 APPENDIX 1 Transcription of question Jakob Lyngso Andersen, 2013, FLSmidth Human Resource Group Manager Interview on Employee Satisfaction, Interviewed by Noreen S. Orcine (Personal), Valby, 14th March We have of what we call a comely engaged work force. Loyal and committed, and thats what counts. I dont necessarily need a satisfied work force, because satisfied work force is you know, is just sitting and waiting around or theyll be gone. They need complaints. Here I want something or somebody