EMPLOYEE SATISFACTION

An outcome of Motivated Workforce

Virendra Kumar

“You can take a horse to the water but you cannot force it

to drink; it will drink only if it's thirsty

- so with people”

“The willingness to exert high levels of effort towards organizational goals, conditioned by the efforts ability to satisfy some individual need.”

- Stephen P. Robbins

NEED DRIVE INCENTIVE

(Physiological/ Psychological

Deficiency)

(Individual behaves in a

certain manner)

(Achieves a particular goal)

• Motivation is the key to performance improvement• Job performance =f(ability, motivation)• A happy worker is a productive worker

EFFORT PERFORMANCE OUTCOME MOTIVATION

EXPECTANCYIf I try hard, I can

do better

INSTRUMENTALITY

If I do better, I get a better reward

VALENCEValue of the

outcome to the person vs

indifference

Vroom’s VIE Expectancy Theory

Employee Satisfaction

High Productivity

Happy Workers

Job seems rewarding

“To business that we love, we eagerly arise

and go to with delight”

- William Shakespeare

Background

Suggestions

Extra Facility to Corporate Client

•Employ reorganizationProgram•Categorize Performance Promotion Plan

• Free holiday Trip• Discount the Room Rent•Lucky Draw

Short term solution.

•No focus on customer

service enhancement.

•It could incur huge expenses

•No motivational approach for employees.

•It misinterpreted the problem.

•Permanent solution.

• Inclusive of customer services enhancement methodology.

•Not an expensive approach.

•Included rewarding concept as a part of motivational approach.

•The solution was with respect to the problem.

Solution (A) Solution (B)

Few more suggestions to motivate employeesFew more suggestions to motivate employees• Promotional strategy. (primary needs)• International visits to the differentiated ones for training purposes.• International holiday packages to the family of the most efficient ones.

(social needs)• Achievers conferences. (self actualization)• Publications of experiences & interviews of the achievers in their

journals/ magazines. (self esteem)• Arranging several occasions for the gathering of the seniors subordinates

family meets. (social needs)• Raising healthy competitions among the employees through

differentiation strategy. (social needs)• International placements to the finest ones. (self actualization)• Providing the job security options to the fittest ones. (primary)• Providing better insurance & medical facilities. (safety & security needs)

Orientation Process

Send agenda with offer letter. Make certain everyone knows that a new

employee is starting. Assign a partner/mentor. Provide basic info needed to understand the

job. Make employee comfortable and take

feedback.

Vroom’s Expectancy Theory of Motivation

Three types of relationships:

Effort-Performance relationship

Performance-Reward relationship

Rewards-Personal goals relationship

Modern Technologies

Growth and Development opportunities Appreciation and recognition Ideal working conditions Increased Responsibility Job security High monetary benefits Good interpersonal skills Telecommuting, Flextime, good facilities and Holiday

benefits

Motivating factors like:

Which led to……

→ Employee retention→ Enhanced loyalty and commitment

towards the company→ Satisfaction of job and workplace→ Increased productivity→ Stress free work environment which led

to happy employees

ConclusionMOTIVATION

• Drives individuals to accomplish goals.• Helps organizations survive • A continuous improvement and continual

learning• An effective orientation program (or lack of it)

will make a significant difference in how quickly an employee can become more productive. Focus should be on the employee instead of paperwork.

• Merit must be measured and rewarded regularly if it is to be encouraged and sustained.