Hello. My name is _________ and today we will explore three factors contributing to employee job satisfaction. Hopefully, this knowledge will provide a foundation for ensuring employees are productive and remain loyal. Job satisfaction according to Roy (2017, p. 35), is a major determinant factor for the success of an organization. It is the role of the management to ensure employees are not subjected to unfavorable circumstances which may affect their productivity at work. The three factors we shall focus on today are employees’ working conditions, interpersonal relationships at work, and financial compensation.
Let us now look at the working conditions that employees are subjected to. Employees work more effectively when the environment they work in is conducive. Managements should ensure that employees have commodious working areas, sufficient lighting, and enough and comfortable furniture. One other key aspect of the working environment is the provision of upgraded information technology tools for ease in accomplishment of tasks (Skogstad et al. , 2015, p. 31). In the ever-dynamic technology world, employees get satisfied with their jobs when they are provided with enough and improved facilities. This definitely ensures that they match up the standards set by big and developed organizations.
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Secondly, interpersonal relationships play a critical role in determining job satisfaction among employees. Skogstad et al . (2015, p.41) state that healthy relationships both with fellow employees and the management increase the productivity at work. An antagonistic working environment with uncouth employees has a high likelihood to lower productivity. It is therefore important for employees to treat each other with respect and understanding. According to Roy (2017, p.40), managers need to step in promptly and help in solving issues among employees, which can be detrimental to the organization. There should be regulations on employee code of conduct, with all the inappropriate behaviors well stipulated. Disciplinary actions may be taken against any extreme misbehavior by the employee to ensure a harmonious working relationship.
Respect to managers and vice versa is paramount as an aspect of interpersonal relationship at the workplace. The managers need to perform their duties well and not shifting blame to the juniors when something undesirable happens. It is also important that they recognize and praise achievements by the employee without any favoritism (Roy, 2017, p. 37). When there is a good working relationship between the employee and the management, the employees can freely approach managers with any concerns about the organization. Managers who give a listening ear to their employees build trust in them hence ensuring that they achieve job satisfaction.
Finally, let us discuss how financial compensation affect job satisfaction. It is undoubtable that every employee seek to work in order to get a salary to cater for personal and other expenses. Managers therefore need to ensure that employees are paid on merit. Appropriate mechanisms to determine employee performance, promotions, and salary increment should be set out in any organization. According to Skogstad et al . ( 2015, p.42), employees get excited when they are offered incentives such as extra payments for working on weekends, overtime, and during holidays, and also being given paid for their leave. Workers are likely to shift to organizations which offer better compensations if they are not well taken care of by their employer. Salaries therefore should be worth the work that employees perform so as to increase job satisfaction. Thank you for listening to this presentation. I hope what we have learnt today will help organizations dealing well with their employees.
References
Roy, D. F. (2017). “Banana time” job satisfaction and informal interaction. In The Anthropology of Organizations (pp. 31-41). Routledge.
Skogstad, A., Aasland, M. S., Nielsen, M. B., Hetland, J., Matthiesen, S. B., & Einarsen, S. (2015). The relative effects of constructive, laissez-faire, and tyrannical leadership on subordinate job satisfaction. Zeitschrift für Psychologie .
