Class 9 Job Satisfaction the Challenges Organizations Face

People and Organizations

Job Satisfaction: The Challenges Organizations Face

Bahria University; Islamabad

04/09/23 Anjum Nisar Qureshi 2

Introduction

What are the challenges facing an organization with regard to employee satisfaction?

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


Introduction

The answer might just be giving people what they want.


Job Satisfaction: The Challenges Organizations Face:

Studies show, satisfied employees tend to be much more productive, creative and committed to their employers.

High levels of absenteeism and an increased turnover can profoundly affect a company's bottom line.

What is job satisfaction?



Job satisfaction can be defined as:

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

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

Why?



Perhaps they fail to understand the significant link between job satisfaction and productivity. Your comments…..



Organizations must create a positive workplace for their workforce to increase satisfaction on the job.

In this lecture we will discuss the challenges that an organization faces in order to keep their people satisfied as well as discuss methods to increase employee satisfaction.


Challenges Organizations Face Everyday companies have helplessly watched their employees

walk out searching 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 their workforce.

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

Why?


Quiz

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

Employees are not interested and are just bidding their time until something better comes their way. They are highly de-motivated because of some of the policy initiatives and don’t feel safe. The overall 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 them to set things rolling in the right direction.


Some of the reasons…..

Lack of vision & mission Leadership Team work Tall organization structure Uneven distribution of power Clarity of goals Infighting; etc.


Challenges transformed organizations face

Companies are starting to discover that the departure of their employees results from a "lack of challenge" on the job or that the former employee "just needed something more".

Exit interview results deeply frustrate managers because they realize that they may have been able to prevent their employees from leaving the company.

A bright young scientist who left a very successful biotechnology organization to work for a much smaller company. Here are the scientist's words: "I don't know what has happened, but I'm just not happy with the work I'm doing. Over the past six or eight months something's gone wrong. I really don't like the rut that I have fallen into".


Challenges organizations face A survey found that the employees feel:

Undervalued by their employers,

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

Lack of effective training opportunities

Limited opportunities for advancementWhat do you suggest organization in Pakistan do to overcome the above mentioned challenges?


Challenges transformed organizations face Recently, job satisfaction factors were ranked in a

survey.

The participants were asked to identify and understand factors important to overall employee satisfaction on the job.

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

The results show that employees are changing their minds about what they value the most in the workplace.


Challenges transformed organizations face

Worker's responses ranked the top five important job satisfaction factors….

benefits, compensation, work/life balance, job security, and a feeling of safety in the workplace

All these factors have become tremendously challenging for organizations.

What is different in Pakistan? Why do most people want to work for the government?


As Employees: List What You consider as important …


As Managers: what do you think staff members consider to be important for them


What staff members consider as important …

1. Appreciation of good work

2. Precise knowledge on products/services and 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 management considers to be important for staff members

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/services and objectives of company


Individual Motivation and Job Performance

Self Management: how do you protect organization’s interests while allowing employees to be able to self manage themselves?


Contrasting Views of Satisfaction and Dissatisfaction

Presence Absence


Methods to increase employee satisfaction

Frederick Hertzberg theorized that satisfaction on the job depends on two issues: hygiene issues and motivators.

Dissatisfiers: factors associated with the job context or work environment.

Satisfiers/Motivators: factors associated with the nature of the task itself (job content).


Class Activity: kindly list your satisfiers and dissatisfiers as student

Hygiene factor (dissatisfiers)

Motivators (satisfiers)



• Hygiene issues(dissatisfiers)

• Company and administrative policies

• Supervision

• Salary

• Interpersonal relations

• Working conditions

• Motivators (satisfiers)

• Work itself

• Achievement

• Recognition

• Responsibility

• Advancement



According to Hertzberg's theory, "Hygiene issues cannot motivate employees but can minimize dissatisfaction, if handled properly".

These issues are directly related to the employee's environment.

On the contrary, motivators create satisfaction by fulfilling individual's needs for meaning and personal growth i.e. the nature of job itself.



Hertzberg's theory can be very helpful in advising organizations on how to maintain employee satisfaction.

In order to promote satisfaction within one's job, Hygiene issues need to be addressed.



First, clear company administrative policies should be developed.

Unclear or unnecessary organization policies can be a great source of frustration 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 by everyone in the organization. (AC to be used by above grade 20)

By addressing this issue, organization can decrease employee dissatisfaction by making sure the company's policies are fair and apply equally to all.



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.



Organizations should appoint the "right person" for a supervisory position.

Companies should view this role as critical for effective performance.

Such a position requires:

strong leadership listening skills, including the ability to treat all employees fairly, etc.



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 be dissatisfied with their jobs, adversely affecting their productivity.

Organizations should conduct salary surveys to identify whether the salaries and benefits the company is offering are comparable to those of other businesses in the area or the industry.

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



Another significant "hygiene" issue is interpersonal relations.

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

Why? What would you suggest organizations do in this regard?



However, such an interaction should occur in a reasonable time without adversely affecting the company's productivity.

The company could have a specific and comfortable place where employees can relax and spend time together.

There should be special events held after work hours, or "team" lunches/tea provided by the organization.

This interaction can increase friendship and develop more teamwork.

At the same time, organizations should crack down on rudeness, inappropriate behavior and offensive comments.



The last "hygiene" issue that companies should address is working conditions.

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



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

Organizations should do everything they can to keep the 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.



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

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

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

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

Employees may not find all their tasks interesting or rewarding - companies should stress to their employees how those tasks are essential to the overall processes.



Another motivator factor is achievement.

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

However, it is important that individuals are placed in positions that 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.


A Model of How Goals Can Improve Performance



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 positive reinforcement.

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



Employees are willing to do whatever it takes to perform their best, as long as they feel their work is appreciated.

The ultimate purpose of recognizing employee performance is not only to motivate them to be more productive and feel satisfied with their jobs, but

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

Ways to increase employee recognition?



The fourth motivator factor is responsibility.

Organizations should give more responsibility to their employees.

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

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

Organizations should find ways to add challenging and meaningful work, giving the employee greater freedom and authority as well. (How the work gets done to achieve certain results or goal?)



The final motivator factor that should be considered is advancement.

If employees feel they are not advancing their career within the company, they will look for better opportunities elsewhere.

Organizations should reward loyalty and performance with "advancement".

What should organizations do when companies do not have an available position?



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

Secondly, companies should communicate to their workforce possible future positions that may interest them.

Another way to help employees advance their career is to support and contribute to their education, which will make them more valuable to the organization.


List Top Ten Motivators


Top Ten Motivators1. 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 organization’s 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!!!!


Conclusion

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

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

Surveys should be conducted as a way to find out what is causing workers to be dissatisfied and action taken when the root is discovered.

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

Class 9 Job Satisfaction the Challenges Organizations Face

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