A Study On Employee Satisfaction Essay

Employee satisfaction is the favourableness or unfavourableness with which employees view their work. It is whether workers are comfy and carry throughing their demands and demands at their workplace, . It is linked with how good employee ‘s single outlooks at work are in line with result ( McKenna, 2000 p276 ) . In other words if an employee ‘s outlooks indicate that difficult work generate sensible wagess and that was the instance the employee could be satisfied with his or her occupation. Employees ‘ occupation satisfaction was illustrated by Locke ( 1976 ) as an result of the perceptual experience that an employee ‘s occupation fulfills the of import values that are similar with the employee ‘s demands.
Let us see the survey that discovers the importance of employee satisfaction. A Study On Employee Satisfaction Essay.
Elton Mayo – Admiting the Human Element
Peter Drucker stated, The organisation is, above all, societal. It is people.” The Hawthorn experiments of Elton Mayo ‘s survey [ ca. 1920 ] at the Western Electricity Company at Chicago examine the relationship between light strength and employee productiveness among other experiments. The consequence was that there was an unnatural rise in production whether there was an addition or a lessening of visible radiation. Though, if there was a alteration in end product, it was non due to the light strength. So something else was doing that alteration ; it was the complex homo variable. He concluded that employees were non merely motivated by physical conditions which may besides include wage or work conditions, but besides motivated by psychological 1s such as valuing the work force to derive trueness and committedness from them. Elton Mayo therefore highlighted the importance of the human component ( Ashley, 1998 ) . The rise of productiveness was due to the attending the research workers were giving to the workers. Hence, the Hawthorne consequence implies a alteration in attitudes that was the result of a rise in attending ( Landy and Conte, 2007, p.379 ) .
The Role of Attitudes in Employee Satisfaction
Attitudes are slightly stable feelings or beliefs that are designed at specific individual, groups, thoughts, occupations, or other objects. Attitudes are complex cognitive procedures dwelling of feelings, ideas and purposes to move which describe people and explicate their behaviour. Likewise, attitudes can be characterized as a changeless inclination to experience and move in a peculiar manner ( Luthans, 2005 ) .
Rosenberg and Hovland ( 1960 cited Stahlberg and Frey [ ca.1988 ] p. 143 ) see attitudes as holding three-components as follows:

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Emotional constituent which include appraising feelings of liking and disliking.
Informational constituent which is concerned with beliefs, sentiments, and thoughts.
Behavioral constituent which is concerned with the inclination to move that is a individual ‘s preparedness to response behaviorally to the object. A Study On Employee Satisfaction Essay.

Three-component position of attitude ( Rosenberg and Hovland, 1960, p.144 )
When attitudes are observed in a work context, we often make mention to occupation satisfaction and organisational committedness. Individual outlooks and attitudes determine satisfaction to a great grade ( Steers and Rhodes, [ ca.1978 ] ) . These attitudes can be favourable attitudes or unfavourable attitudes which lead to a satisfied or an unsated employee. Viteles ( 1953, cited Landy and Conte, 2007, p.338 ) normally use the term morale to include work-related attitudes and employee satisfaction.
Effects OF EMPLOYEE SATISFACTION
The degree of satisfaction comes to do the employee to take determinations such as: the determination to come to work on clip in the forenoon and to set in excess attempt ; the pick to finish work that is tiring instead than traveling on to more interesting activities or to remain tardily at work to finish a undertaking ; and besides to persist in constructing effectual working relationships with hard co-workers. Hodgetts ( 1991, cited McKenna, 2000 p280 ) stated that there are possible relationship between employee satisfaction and results such as an addition in employees ‘ public presentation ; a decrease in employee turnover and absenteeism.
Employee satisfaction and the organisation
Employee satisfaction can be of singular advantage, as happy workers will be more likely to bring forth more, take less yearss off, and remain loyal to the company ( Jessica Ellis, [ ca.2009 ] ) . A survey of Guest and Hoque ( 1995 ) reveals that although indirectly, through their accomplishments, abilities and competencies, employees influence most results of the company. Organizational success is achieved when aims are met while run intoing its duties towards its stakeholders which include the employees. A Study On Employee Satisfaction Essay. Therefore, organisations add value and make wealth ( Peter Drucker, 1995 cited Luthans, 2005 ) .
Employee satisfaction and the Customers
Front line employees are the 1s who have permanent contact with the clients. Hence, holding an interesting pay at the terminal of the month does non come to the head of the employee who is confronting a ailment with a hard client. The employee so should research his or her endowments to pull off the issue. Having satisfied employees with alone endowments including high productiveness, flexibleness, invention, and the aptitude to present high degrees of personal client service are ingredients that delight the client ( M. Porter, 1985 ) . Besides, …employee trueness is recognized to be an of import determiner of client trueness and finally the success of a service organization” ( Heskett et al. 1994 ) .
Index OF EMPLOYEE SATISFACTION
There are many factors that may bespeak the degree of employee satisfaction such as wage satisfaction ; occupation design ; occupation enrichment ; preparation and development ; authorization ; supervisory consideration ; wagess ; career promotion ; communicating ; and relationship with co-workers.
Pay satisfaction
Pay dissatisfaction leads to hapless occupation public presentation, work stoppages, grudges, high turnover rates, and occupation dissatisfaction ( Brown & A ; Gardner, 2003 ) . Phil Ltd, a Mauritanian company, is an illustration where workers stopped their day-to-day map because they have non received their terminal of twelvemonth fillip ; therefore, obstruct the current operation of the concern ( l’express 2010, p.7 ) . A research done by Koh & A ; Neo ( 2000 ) indicates that wage for public presentation affects the employees ‘ satisfaction. It was assumed by Houser ( 1927, cited Landy and Conte 2007, p.378 ) that employees cared merely about their salary, but besides highlighted that most studies on employee satisfaction were asked to directors instead than the workers themselves. A Study On Employee Satisfaction Essay.
Job design
Job design is The specification of the contents, methods, and relationships of occupations in order to fulfill technological and organisational demands every bit good as the societal and personal demands of the occupation holder” ( Davis, 1966 ) . The occupation design has two purposes ; foremost, to fulfill the demands of the concern and second, to fulfill the demands of the person for involvement, challenges and accomplishment ( Armstrong, [ ca.1977 ] ) .
Training and development
Peoples are indispensable assets of the concern and must be nurtured ; hence the value of preparation and development ( Mc Kenna, 2000 p13 ) . Training facilitates workers to better their current businesss and it meets both the end of the organisation and the end of the employee ( Bernardin & A ; Russell, [ no day of the month ] ) . Development helps the individual to manage future duties, with small concern for bing work.
Training and development should non be seen by employers like a cost but instead an investing. Employees get to work while larning diverse accomplishments and this helps organisations to develop the necessary accomplishments of bing employees ( Russell, 2009 ) . This besides prepares employees to be able to manage more duties.
Authorization
Authorization is the procedure of giving employees greater authorization and take duty for their occupation. Through authorization the employee releases his/her advanced capacities ; provides greater occupation satisfaction, motive and committedness ; and are enabled to derive a greater sense of accomplishment from their work ( Armstrong [ ca.1977 ] ) .
At Motorola Ltd, empowered squads are given authorization to be responsible of several maps and are even given a budget to pull off, therefore demoing to employees that they are trusted by the organisation.A Study On Employee Satisfaction Essay.  Besides authorization is frequently motivated by higher-ups and this lead to a win-win state of affairs for both employees who feel that they are critical subscribers to the operations and for the supervisors who are released from loads of the occupation ( Fuller, 1998 ) .
Supervisory consideration
When authorising staff, supervisors will pass more clip guiding and reding the work force. Employers should show their grasp of the employees ‘ work ( Fuller, 1998 ) . They should be supportive and concerned in employees ‘ suggestions which will hold the consequence of promoting ego regard and do workers take enterprises ( Mc Kenna, 2000 p11 ) .
An issue rises at National Housing Development Company Ltd of Mauritius, where there is unjust intervention on employees and obvious liking on a peculiar freshly hired worker. As a consequence, one employee takes up this information to the Prime Minister ( Week terminal 2010, p.4 ) . This travel a bad and unjust atmosphere among the staff and it shows that bad higher-ups ‘ consideration resulted in unsated forces.
Career promotion
A calling planning should be a focal point for both, the employee to program and implement their ends ; and the employer, to be after and implement the calling development plans ( Bernardin & A ; Russell, [ no day of the month ] ) . Vivian Brownstein ( 1993 ) states that calling development is now seen as a human resource scheme which aims at assisting the staff to research their abilities and involvements to better fit the forces development with the demands of the organisation, therefore now besides benefits the two parties ; employee and employer over clip ( Harrison, 1997 ) .
Job enrichment
Job enrichment, an thought develop by Frederick Herzberg ( 1968 ) , adds new beginnings of satisfaction to occupations and attempts to actuate employees by giving them the opportunity to utilize the assortment of their accomplishments. It increases duty, liberty and control and may alleviate ennui.A Study On Employee Satisfaction Essay.
Wagess
Those employees, who see an issue, happen a solution and implement it, merit peculiar consideration. Employers should promote the staff in footings of inducements and wagess for them to go on betterment. Huczynski and Fitzpatrick ( 1989, p.118 ) provide a list of incentive systems such as attending fillips ; net income sharing ; good pay programs ; fillips ; or committees. There are besides non pecuniary inducements such as giving certifications, or holidaies. Mauritius Union Ltd has decided to honor the best 10 employees of the organisation by giving them a specialised preparation in the business of insurance at the Preskil Hotel ( L’express 2010, p.8 ) . This will surely progress the calling of those employees or at least it is an chance for them to come on professionally.
Communication
Whether verbal, gestural, upward, downward or horizontal, communicating is the agencies during which information flows within the company ( Fayol, 1949 and Urwick, 1947 cited Mc Kenna, 2000 p8 ) . As it is of import within the company, employers should be clearly cognizant of its procedure to avoid causes of miscommunication such as word-meaning confusion or differing perceptual experiences ( Catt and Miller, 1991 ) . The communicating procedure is illustrated below:
The Communication Process ( Catt and Miller 1991, p.193 )
Relationship with co-workers
Good relationship with coworkers help the employee to work with others and this will convey more advantages than working entirely. Regrettably, some employees give up good occupations because of bad relationship with co-workers. Trust and regard are simple to any successful relationship.A Study On Employee Satisfaction Essay.  It is of import to separate and esteem the functions, duties, involvements and concerns of coworkers every bit good as with their employer.
THEORITICAL VIEWS OF EMPLOYEE SATISFACTION
Harmonizing to Landy ( 1989 ) , the constructs of work motive and employee satisfaction have ever been closely linked. As employee satisfaction is comparatively close to motive, some of the motive ‘s theories ( non all ) are rather utile in explicating employee satisfaction.
In order to understand what it is which motivates people to take to worker satisfaction ; we are traveling to look at five theories obtained by psychologists ‘ research such as Maslow ‘s theory of hierarchy of demands, Herzberg ‘s theory of motivational hygiene, anticipation theory, the equity theory and the instrumentality theory.
Abraham Maslow- The Hierarchy of Needs
Maslow ( 1954 ) stated that everyone have what he called a ‘hierarchy of demands ‘ that is, each demand is at a different degree. He affirmed that people tend to fulfill their demands in a certain order and divided these demands into:

Psychological which refers to the basic needs or drives ;
Safety which refers to the demand an person has to bring forth a secure environment ;
Social which include the demand of an person to be accepted by others ;
Esteem which is the demand of being respected and holding acknowledgment ;
And self-actualization which is the desire to research the person ‘s capacity to the upper limit. A Study On Employee Satisfaction Essay.

The five degrees of Maslow ‘s Hierarchy of Needs ( [ ca.1943 cited hypertext transfer protocol: //psychology.about.com/od/theoriesofpersonality/a/hierarchyneeds.htm
The strength of a demand stimulates the motivational procedure in an single therefore create a grade of satisfaction. But, it is argued that non every person who experience the assorted demands in the same manner and differ harmonizing to fortunes at any clip ( Roderic Ashley [ ca.1998 ] ) . Some persons may experience the demand to satisfy the higher degree demands before the lower demands. As each employee is different, satisfaction with their work may be either achieved by get downing with the bottom demands or the highest 1s.
Motivational Hygiene Theory
Frederick Herzberg ( 1957 ) has propounded a theory of motive at work in two types of factors that can act upon the attitudes and behaviours of employees. They are the satisfiers and the dissatisfiers. The satisfiers relate to the basicss of the work itself like the diverseness of the work which are associated to occupation satisfaction. On the other manus, the dissatisfiers are countries of the work where the employee has small control such as the wage and which are usually associated to occupation dissatisfaction.
Herzberg ‘s Two Factor Theory
Beginning: hypertext transfer protocol: //www.novabizz.com/NovaAce/Behavior/img/herzberg_factors.gif
Mc Kenna ( 2000 ) explains that hygiene factors are visibly concerned with the business itself. Lack of equal occupation hygiene will do dissatisfaction. But its presence will non do satisfaction ; it is the incentives that do this. Herzberg believes that the antonym of satisfaction is non dissatisfaction but no satisfaction and frailty versa.
Yet, this theory has been criticized by Wernimont ( 1966, cited Mc Kenna 2000 p118 ) , who claimed that both hygiene and incentive factors both cause satisfaction and dissatisfaction ; for illustration when outlooks are non met, people can experience disgruntled. A Study On Employee Satisfaction Essay.
Expectancy Theory
Expectancy theory is supported on constructs recognized by Vroom ( 1964 ) and Lawler and Porter ( 1968 ) . The theory sees each individual doing a typical judgement that influences their public presentation. Each human being will hold different ends and people will merely move to accomplish their purposes if they feel there is a rational outlook that their achievement will take to coveted ends, for illustration holding a publicity which may take to a satisfied employee ( Torrington and Hall, 1991 ) .
The anticipation theory consists of three cardinal elements- the effort- public presentation ( EP ) ; public presentation result ( PO ) and valency. New attack to understand this construct is uniting them in a general expression ( Baichoo et al, 2007 ) :
( EP ) ten ( PO ) x valency = motive
The attempt public presentation refers to the attempt the employee puts into the work so as to make the most wanted public presentation which will ensue into a wages. It can be illustrated between two employees ; one who does non work any harder because he expects that this will non assist him to make the mark and another 1 who does work harder because he expects that this will enable him to make his mark ( Torrington and Hall, 1991 p427 ) . Each single makes a alone appraisal that influences his or her behaviour.
Performance result
see the wagess that are gettable if the consequence is attained. Then employee will measure whether high public presentation will take to coveted consequences. It may be root in, for illustration, acknowledgment or salary additions. see the wagess that are gettable if the consequence is attained. Then employee will measure whether high public presentation will take to coveted consequences. It may be root in, for illustration, acknowledgment or salary additions.
Valence
is the value that the worker attached to the wagess. In other footings, it is the strength of an person ‘s penchant for an result. The value of the end will hold an consequence on public presentation ( Torrington and Hall, 1991 p427 ) . Organizational deductions include wage design and benefit systems and besides for the design of mundane occupations to let people to fulfill their demands through occupation. The theory allows for people holding different petitions and that some may desire liberty and duty at work, whereas others may non ( Robertson and Smith, 1985 ) .A Study On Employee Satisfaction Essay.  is the value that the worker attached to the wagess. In other footings, it is the strength of an person ‘s penchant for an result. The value of the end will hold an consequence on public presentation ( Torrington and Hall, 1991 p427 ) . Organizational deductions include wage design and benefit systems and besides for the design of mundane occupations to let people to fulfill their demands through occupation. The theory allows for people holding different petitions and that some may desire liberty and duty at work, whereas others may non ( Robertson and Smith, 1985 ) .
If the consequence is zero or low, there is an absence of motive, therefore no employee satisfaction.
Harmonizing to Porter and Lawler ( 1968 ) , employees are motivated to set attempt in their occupation because of perceives reward that follows and each employee has their ain position of an interesting wages.
Operation of the Expectancy Model
Beginning: Ghosh and Ghorpade, 1991. Industrial and Organizational Psychology. p376
Equity Theory
Equity theory trades with feelings, perceptual experiences and comparings of people ‘s state of affairss. If wagess are regarded as equal to those of their co-workers, with the attempt they put in their work so it is said that there is a ‘distributive justness ‘ ( Graham & A ; Bennett, 1998 ) . J. Stacey Adams ( 1963 ) called for illustration attempts at work, age, instruction or makings as inputs and wagess as end products which are illustrated in the diagram below.
Adams ‘ Equity Theory diagram- Job Motivation ( Alan Chapman, 2001 )
Both the inputs and the end products of the employee and the co-worker are based on the employee ‘s perceptual experience. From this the employee is satisfied or non with his/her work. However, a critic on equity theory is the trouble to accurately mensurate the inputs because of the subjectiveness that employees apply on their appraisal ( Graham & A ; Bennett, 1998 ) . A Study On Employee Satisfaction Essay.
Instrumentality Theory
Instrumentality theory comes from the scientific direction methods of F. Taylor ( 1911 ) who assumed that the more workers are given money, the more they put attempt in their work. In this attack, pecuniary working undertaking wagess are measured to hold a most of import motivational impact ( Mc Kenna, 2000 p7 ) . However, this theory is based on a system where there is external control merely and ignores the other variables of the human demands such as the demand of self fulfilment. F.W. Taylor recognized the behavioural side of direction. However, he did non stress on the human dimension. Organization is made up of people and non machines ( Luthans, 2005 ) .
UNDERSTANDING ORGANIZATIONAL COMMITMENT
Organizational committedness is an attitude reflecting employees ‘ trueness to their organisation. This means that the employee has a strong desire to stay to the company and to set in excess attempts and the credence of its nucleus values, mission and vision. Organizational committedness is obtained through personal variables such as age or tenancy in the company and organisational variables such as occupation design or values ( Mowdray et al, 1982 ) . Besides, committedness was seen as a scheme by Walton ( 1985 ) when handling employees, planing occupations and the direction of organisation instead than exerting a control scheme. Organizational committedness was besides seen as a manner to accomplish quality result and this is said to be the secret of Nipponese concern success ( Ouchi et al, 1981 ) .
Because of the assorted elements impacting organisational committedness, the three-component theoretical account has been proposed, by J. P. Meyer and N. J. Allen ( 1991 ) , which are:

Affective committedness which involves the emotional fond regard, the designation and the engagement of the employee to the concern.
Continuance committedness which involves the committedness of the cost of an employee turnover. A Study On Employee Satisfaction Essay.
Normative committedness which involves the duties that the employee feels of remaining to the organisation because they see it as the right thing to make.

In add-on, organisational committedness is determined by several facets such personal factors ( e.g. age ) ; organisational factors ( indexs cited above ) ; non-organizational factors ( handiness of options ) . All these things affect wining committedness ( Nortcraft and Neale, 1996, cited Tella 2007 ) .
EMPLOYEE SATISFACTION AS A PREDICTOR OF ORGANISATIONAL COMMITMENT
A strong relationship between employee satisfaction and organisational committedness has been found over the old ages. A satisfy employee is more prone to accept and believe in the organisation ‘s values ; will be more interested to exercise excess attempt to run into the ends of the organisation and will hold a strong desire to stay to the company ( Porter et al, 1974 ) . An thought is that if employers set ends or aims with the aid of subsidiaries, there will be a bigger committedness by them to the realisation of organisational aims ( Mc Kenna, 2000 p13 ) . Empirical surveies had been made by assorted individuals in showing that employee satisfaction is seen as a forecaster of organisational committedness.
Involving employees in determinations that affect them is now regarded as a cardinal component in the package of patterns associated with high committedness ( Marchington [ no day of the month ] cited Storey 2001 ) . Nevertheless, Luthans ( 2005 ) states that, some employees, who are satisfied with their work, are non automatically committed to the organisation.
Dennis et Al ( 2003 ) made a survey which focuses on the positive and negative effects of nepotism on employee satisfaction and organisational committedness, which was a really ambitious and interesting research. However, it was a typical focal point on the impact of nepotism on the staff satisfaction and the organisation and there was no associating between the two variables.
Furthermore, Tella A. ( 2007 ) made a survey on work motive, occupation satisfaction and organisational committedness of a library personal. It was chiefly based on new information and new positions on depicting occupation satisfaction, work motive and organisational committedness and attempt to see correlativities among them. A Study On Employee Satisfaction Essay. Tella uses already stated hypothesis of other writers in depicting her consequences.

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As Locke ( 1976, cited Ferris et Al, 1995 ) commented about two decennaries before, occupation satisfaction is one of the most frequently studied constructs sing organisational scene. The present survey attempts to travel farther the possible factors impacting employee satisfaction and organisational committedness ; it is to analyse the possible relationship between both variables.
Summary
Employees bring a batch to organisations, intending that, employee satisfaction should be considered at the same degree as the net income addition of the organisation. The survey at the Western Electricity Company demonstrated that workers ‘ perceptual experiences had a immense consequence on the workers as the physical working conditions. There has been a focal point on the human side of employee satisfaction by acknowledging the importance of employees ‘ attitudes and how it determines the degree of satisfaction.
Besides, it have been highlighted that, some chief standards on employee satisfaction which can be measured, are largely under the organisation ‘s duty or function.
Furthermore, theories of motive tried to explicate employee satisfaction in a more academic manner. Psychologists tried to clear up the different aspects of work motive so as to explicate how employees are satisfied with their work. The determination of including the instrumentality theory was to demo how there has been an development on the factors taking to employee satisfaction. This was to exemplify that money is decidedly non the lone index of employee satisfaction.
In add-on, we have seen that being a satisfied member of the staff helps in deciding the clients ‘ complains efficaciously and pull off hard clients expeditiously. We have besides found organisational committedness as a possible and most likely effect of a satisfied employee.
Finally there have been a figure of studies on employees ‘ attitudes, employee satisfaction or organisational committedness. The existent survey is chiefly on the hypothesis that whether there is a relationship between employee satisfaction and organisational committedness. A Study On Employee Satisfaction Essay.