Job Satisfaction the Challenges Organizations Face

8/2/2019 Job Satisfaction the Challenges Organizations Face

1/43

Job Satisfaction:The Challenges Organizations Face

People and Organizations


2/43

Introduction

2

What are the challenges facing an organizationwith regard to employee satisfaction?

What should companies do to attract and retain"the right people"?


3/43

Introduction

3

The answer might just be giving people what theywant.


4/43

Job Satisfaction: The ChallengesOrganizations Face:

4

Studies show, satisfied employees tend to bemuch more productive, creative andcommitted to their employers.

High levels of absenteeism and an increasedturnover can profoundly affect a company'sbottom line.

What is job satisfaction?


5/43


5

Job satisfaction can be defined as:

"a sense of personal growth most often measured by theextent of new challenges and learning situations experienced".

Amazingly, not many organizations make jobsatisfaction a top priority in their overall strategy.

Why?


6/43


6

Perhaps they fail to understand the significant link

between job satisfaction and productivity. Yourcomments..


7/43


7

Organizations must create a positiveworkplace for their workforce to increasesatisfaction on the job.

In this lecture we will discuss the challengesthat an organization faces in order to keeptheir people satisfied as well as discuss

methods to increase employee satisfaction.


8/43

Challenges Organizations Face

8

Everyday companies have helplessly watched their employees walk outsearching for better career opportunities.

We know that attracting the "right people" is a challenge for any organization.

An even more important challenge is to retain a productive workforce.

Organizations should constantly consider why they are losing theirworkforce.

However, despite this, many seem to struggle to find a solution for agrowing problem that desperately needs to be fixed.

Why?


9/43

Quiz

9

PTCL has been on the roller coaster ride ever since Etisalaattook over the management of the company. The managementhas tried many strategies to put things right, but to no avail.

Employees are not interested and are just bidding their time untilsomething better comes their way. They are highly de-motivated

because of some of the policy initiatives and dont feel safe. Theoverall morale is down, way down.

Ptcl has hired your services to find the solution to the problem.Draw a road map for PTCL management which will enable themto set things rolling in the right direction.


10/43

Some of the reasons..

10

Lack of vision & mission

Leadership

Team work

Tall organization structure Uneven distribution of power

Clarity of goals

Infighting; etc.


11/43


12/43

Challenges organizations face

12

A survey found that the employees feel:

Undervalued by their employers,

Receive little communication on how they cancontribute to their companies and feel overworked

Lack of effective training opportunities

Limited opportunities for advancement

What do you suggest organization in Pakistan do to overcome the abovementioned challenges?


13/43

Challenges transformedorganizations face

13

Recently, job satisfaction factors were ranked in asurvey.

The participants were asked to identify and

understand factors important to overall employeesatisfaction on the job.

According to survey compensation is not the drivingforce behind employee job satisfaction".

The results show that employees are changing theirminds about what they value the most in theworkplace.


14/43

Challenges transformedorganizations face

14

Worker's responses ranked the top five important jobsatisfaction factors.

benefits,

compensation,

work/life balance,

job security, and

a feeling of safety in the workplace

All these factors have become tremendouslychallenging for organizations.

What is different inPakistan? Why do mostpeople want to work forthe government?


15/43

As Employees:List What Youconsider as important

15


16/43

As Managers: what do you think staff

members consider to be important for them

16


17/43

17

What staff members consider asimportant

1. Appreciation of good work

2. Precise knowledge on products/servicesand objectives of company

3. Interest in private worries

4. Safe working place

5. Good salary

6. Interesting work

7. Positive development of the company

8. Loyalty between employee and employer

9. Good working conditions

10. Politeness of management

...and what the managementconsiders to be important for staffmembers

1. Good salary

2. Safe working place

3. Positive development of the company

4. Good working conditions

5. Interesting work

6. Loyalty between employee and employer

7. Politeness of management

8. Appreciation for good work

9. Interest in private worries

10. Precise knowledge on products/servicesand objectives of company


18/43

Individual Motivation and Job Performance

18

Self Management: how do you protect organizations interests whileallowing employees to be able to self manage themselves?


19/43

Contrasting Views of Satisfaction andDissatisfaction

19

Presence Absence


20/43

Methods to increase employeesatisfaction

Frederick Hertzberg theorized that satisfaction onthe job depends on two issues: hygiene issues andmotivators.

Dissatisfiers: factors associated with thejob context orwork environment.

Satisfiers/Motivators: factors associated with the nature

of the task itself (job content).

20


21/43

Class Activity: kindly list yoursatisfiers and dissatisfiers as student

21

Hygiene factor(dissatisfiers)

Motivators (satisfiers)


22/43


22

Hygiene issues(dissatisfiers)

Company and administrativepolicies

Supervision

Salary

Interpersonal relations

Working conditions

Motivators (satisfiers)

Work itself

Achievement

Recognition

Responsibility

Advancement


23/43


23

According to Hertzberg's theory, "Hygiene issuescannot motivate employees but can minimizedissatisfaction, if handled properly".

These issues are directly related to the employee'senvironment.

On the contrary, motivators create satisfaction byfulfilling individual's needs for meaning and personalgrowth i.e. the nature of job itself.


24/43


24

Hertzberg's theory can be very helpful inadvising organizations on how to maintain

employee satisfaction.

In order to promote satisfaction within one's

job, Hygieneissues need to be addressed.


25/43


25

First, clear company administrative policies should be developed.

Unclear or unnecessary organization policies can be a great source offrustration for the company's employees.

getting clearance from company doctor before treatment,

Reimbursement for out of pocket expenses, Lengthy approval procedures before initiating.. Annual leaves

It can be even worse if the polices are not required to be followed byeveryone in the organization. (AC to be used by above grade 20)

By addressing this issue, organization can decrease employeedissatisfaction by making sure the company's policies are fair and applyequally to all.


26/43


26

Another challenging "hygiene" issue is supervision.

Supervisor behaviors that cause dissatisfaction include:

insensitivity to others, inability to be a team player, arrogance, (a major problem in Pakistan) I am busy, come back later poor conflict-management skills, inability to meet business objectives, and inability to adapt during a change transition Etc.


27/43


27

Organizations should appoint the "right person" for asupervisory position.

Companies should view this role as critical foreffective performance.

Such a position requires:

strong leadership

listening skills, including the

ability to treat all employees fairly, etc.


28/43


28

The third "hygiene" issue is salary.

Employees expect to be fairly paid for the work they've done.

If this expectation is not met, then employees will probably bedissatisfied with their jobs, adversely affecting their productivity.

Organizations should conduct salary surveys to identifywhether the salaries and benefits the company is offering arecomparable to those of other businesses in the area or the

industry.

In addition, companies should make sure they "have clearpolicies related to salaries, raises and bonuses".


29/43


29

Another significant "hygiene" issue is interpersonalrelations.

Organizations should increase their social interaction.It is fundamental for employees to socialize duringtheir time on the job.

Why? What would you suggest organizations doin this regard?


30/43


31/43


31

The last "hygiene" issue that companiesshould address is working conditions.

It is important for the company's workforce tofeel comfortable at the place they work.


32/43


32

Little things such as a nice desk or a clean work areacan make a difference in the employees' productivity.

Organizations should do everything they can to keepthe company's equipment and facilities up to date.

Companies should avoid overcrowding and allow

each employee his or her own personal space,whether it is a desk, a locker, or even just a drawer.


33/43


33

Once the "hygiene" issues have been addressed, organizations shouldwork on the motivator factors.

The first motivator factor to be considered is the work itself.

Companies should make sure that their employees believe that "thework they are doing is important and that their tasks are meaningful.

Individuals must be told that their contributions significantly impact thecompany's results.

Employees may not find all their tasks interesting or rewarding - companiesshould stress to their employees how those tasks are essential to the overallprocesses.


34/43


34

Another motivator factor is achievement.

According to goal-setting theory, learning can be facilitated byproviding individuals specific challenging goals and objectives.

However, it is important that individuals are placed in positionsthat they are qualified for.

Employees should know up front what is expected from them.

Feedback should be provided regularly so corrections can be

made along the way.


35/43

A Model of How Goals Can Improve Performance

35


36/43


36

Probably, the most important motivator factor is recognition.

Employees expect to be recognized for their time and effort.

Organizations should make job recognition part of their cultures.

One of the best ways to motivate employees is through positivereinforcement.

It is extremely important for employees to feel they are doing a goodjob.


37/43


37

Employees are willing to do whatever it takes toperform their best, as long as they feel their work isappreciated.

The ultimate purpose of recognizing employeeperformance is not only to motivate them to be moreproductive and feel satisfied with their jobs, but

Ultimately to retain their talent and contribution for thesuccess of the organization.

Ways to increase employee recognition?


38/43


38

The fourth motivator factor is responsibility.

Organizations should give more responsibility to theiremployees.

If workers feel they have an ownership interest in their work, theywill probably be more motivated to perform at their best.

Companies should be careful not to simply add more work fortheir employees.

Organizations should find ways to add challenging andmeaningful work, giving the employee greater freedom andauthority as well. (How the work gets done to achieve certainresults or goal?)


39/43


39

The final motivator factor that should be considered isadvancement.

If employees feel they are not advancing their careerwithin the company, they will look for better

opportunities elsewhere.

Organizations should reward loyalty and performancewith "advancement".

What should organizations do when companies donot have an available position?


40/43


40

When companies do not have an available position,they should consider giving an extra bonus or othertype of gratification to their employees.

Secondly, companies should communicate to theirworkforce possible future positions that may interestthem.

Another way to help employees advance their careeris to support and contribute to their education, whichwill make them more valuable to the organization.


41/43

List Top Ten Motivators

41

T T M ti t


42/43

Top Ten Motivators

42

1. Thank personally, timely, often & sincerely

2. Take time to meet and listen to staff

3. Provide feedback

4. Encourage new ideas and initiative

5. Explain how employee fits into organizations plans

6. Involve employees in decisions

7. Provide ownership in their work

8. Recognize, reward, and promote based on performance

9. Give chance to learn new skills

10. Celebrate successes!!!!


43/43

Conclusion

Organizations face tremendous challenges in theneed to attract and retain a productive workforce.

They must create new ways to keep their employeessatisfied at all levels.

Surveys should be conducted as a way to find outwhat is causing workers to be dissatisfied and action

taken when the root is discovered.

Companies must be willing to do what is necessary toclose possible satisfaction gaps.

Documents

Job Satisfaction the Challenges Organizations Face