I can’t get no satisfaction: “Satisfaction in the work Place” I was given a class assignment concerning work place job satisfaction. The more and more I kept thinking about this topic, I thought about the Rolling Stones hit record and how the title related to these dissatisfied workers. As a result, from completing the assignment, I felt compelled to draw up a paper for our HR department on how to measure our employee’s job satisfaction within the firm. Through my research I’m finding that there are many factors that play a huge part in our employee’s job performance. I have developed a survey that can be given to all applicants at our company here in the U.S. from any level of personnel concerning work place satisfaction; however, I would
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According to Robbins, we should think of personality as the sum total of ways in which an individual reacts to and interacts with others. If we were to start looking at personality in this way, then we could predict who would be good for positions and who could handle certain task within our company. Herzberg, Mausner, and Snyderman theory contributed good points in correlation to personality in the work place. This theory was based on two factors that would drive employee satisfaction or dissatisfaction; hygiene and motivators (Furnham, Petrides, Jackson, Cotter, 2002 pg. 2). Hygiene, supplying basic need, was considered how an employee viewed their salary, benefits, working conditions, and job security. Motivators was more focused on promotions, advancement, and recognition. If we start leaning more towards shifting our thinking on work place personality in terms of Robbins thoughts, we could start hiring and advancing employees more towards positions that will better them and the employees around them as we consider our hygiene and motivators within our company promoting more satisficed workers to help grow the …show more content…
Depending on how the company morale is set will determine how employees will respond and work within the company. I know we have core values put in place with customer relations and growth goals, but we need to have values as it relates to employee relations and actions on the job. Our new hires and employee’s enter our organization with preconceived notions of what “ought” and “ought not” to be., and these are interpretations of what is right and wrong in the work place (Robbins 2016, pg. 146). We should have work place standards that flow from the top down. If new hires and employees see lack of values within our management, this will cause low workplace morale. We want to build company morale and start asking employee’s what we can do to help or how they can help build the morale of the work place. A positive work environment where values are held at a high esteem drives employee satisfaction. Employees want to see fairness and consistency across the board. Work place accountability will be crucial in our next move establishing job satisfaction through
According to Robbins, we should think of personality as the sum total of ways in which an individual reacts to and interacts with others. If we were to start looking at personality in this way, then we could predict who would be good for positions and who could handle certain task within our company. Herzberg, Mausner, and Snyderman theory contributed good points in correlation to personality in the work place. This theory was based on two factors that would drive employee satisfaction or dissatisfaction; hygiene and motivators (Furnham, Petrides, Jackson, Cotter, 2002 pg. 2). Hygiene, supplying basic need, was considered how an employee viewed their salary, benefits, working conditions, and job security. Motivators was more focused on promotions, advancement, and recognition. If we start leaning more towards shifting our thinking on work place personality in terms of Robbins thoughts, we could start hiring and advancing employees more towards positions that will better them and the employees around them as we consider our hygiene and motivators within our company promoting more satisficed workers to help grow the …show more content…
Depending on how the company morale is set will determine how employees will respond and work within the company. I know we have core values put in place with customer relations and growth goals, but we need to have values as it relates to employee relations and actions on the job. Our new hires and employee’s enter our organization with preconceived notions of what “ought” and “ought not” to be., and these are interpretations of what is right and wrong in the work place (Robbins 2016, pg. 146). We should have work place standards that flow from the top down. If new hires and employees see lack of values within our management, this will cause low workplace morale. We want to build company morale and start asking employee’s what we can do to help or how they can help build the morale of the work place. A positive work environment where values are held at a high esteem drives employee satisfaction. Employees want to see fairness and consistency across the board. Work place accountability will be crucial in our next move establishing job satisfaction through