The factors that effecting employee's satisfaction

Definition Of Employees Satisfaction Employee satisfaction refers to how satisfied an individual is with their employment and the role it plays in their lives.. Employee satisfaction refer

FOREIGN TRADE UNIVERSITY

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INDIVIDUAL REPORT

THE FACTORS THAT EFFECTING EMPLOYEE'S

SATISFACTION

Course: Leadership and Management

Lecturer: Tran Minh Thu Student’s name: Tran Khanh Tung

Student ID: 2005051080 Class: Fuob-13F

EXECUTIVE SUMMARY 3

I INTRODUCTION 4

1 Definition Of Employees Satisfaction 4

II EMPLOYEE SATISFACTION AND ROLE IN HR MANAGEMENT 5

1 Employee Satisfaction 5

2 Role in HR Management 5

III THE IMPORTANCE OF JOB SATISFACTION 6

1 Characteristics Of Job Satisfaction 6

2 The Importance Of Job Satisfaction 7

IV FUNDAMENTALS OF EMPLOYEE SATISFACTION 10 1 Employees Must Select The Appropriate Job 11

2 Things That Make People Feel Significant About Their Employment 12

3 CHOOSE THE IDEAL COMPANION AT WORK 13

4 PROCESS OF MEASURING SUCCESS 14

5 GROWTH INCREASES SATISFACTION 15

V CONCLUSION 16

VI REFERENCE 17

EXECUTIVE SUMMARY

The goal of this paper is to discuss the elements that influence employee happiness

at work Will these research demonstrate the significance of job satisfaction? What

is employee satisfaction, exactly? Function in human resource management This paper also explains why employee happiness is the most crucial aspect At the same time, the research outlines the elements that influence employee happiness

I INTRODUCTION

1 Definition Of Employees Satisfaction

Employee satisfaction refers to how satisfied an individual is with their employment and the role it plays in their lives Employee happiness must be approached with both short and long-term goals in mind

Employee satisfaction refers to how satisfied an individual is with their employment and the role it plays in their lives Employee happiness must be approached with both short and long-term goals in mind

When an employee is dissatisfied but continues to work for an organization for other reasons, it is more destructive in the long run The employee begins to hunt for more reasons to despise the organization For example, if a poor assessment is the root cause

of an employee's dissatisfaction, the person may believe that favoritism exists or that the organization does not value them as a valued asset

II EMPLOYEE SATISFACTION AND ROLE IN HR

MANAGEMENT

1 Employee Satisfaction

Employee satisfaction in a firm refers to an employee's favorable thoughts or attitudes regarding his or her employment This implies that when someone says they are happy with their job, it suggests they genuinely like and value it On the contrary, if they are dissatisfied, they will exhibit negative emotions and ennui at work, harming the company's performance and overall development

2 Role in HR Management

Employee happiness is extremely important in human resource management To be able to manage human resources, you must first learn about the views and ambitions of the company's personnel Satisfaction stems from the pleasant emotional state and professional spirit that the HR administrator fosters in workers

Obviously, an employee will only stay, struggle, and put out effort for the company if they are happy with the management, personnel structure, wage and bonus regime, and remuneration rules Employee job happiness has an impact on work quality and productivity

III THE IMPORTANCE OF JOB SATISFACTION

1 Characteristics Of Job Satisfaction

1.1 Employee contentment at work may only be assumed, not observed It is about how a person feels about their job 1.2 Improve employee efficiency Employees that are content with their work will have a better attitude and conduct, devotion, dedication, and ambition to learn and improve at work This boosts the company's total productivity and helps it meet its objectives

Attitudes describe how a person feels about organizations, people, and other things What about employee happiness?

at work is a person's attitude toward their employment Attitude describes reactive tendencies, whereas pleasure describes performance factors Satisfaction is flexible and variable, whereas attitude is permanent It has the potential

to decelerate quicker than it grows As a result, managers must constantly monitor employee satisfaction at work because it influences employees' attitudes and behaviors at work

1.3

Employee job satisfaction is frequently assessed by how well job results meet expectations Exceed or meet expectations? Employee happiness at work is directly related to individual behavior in the workplace, according to Davis

et al (1985) This suggests that if an employee is happy with their employment, they will exhibit good behaviors at work

If individuals in the organization believe they are working harder than others but are receiving smaller rewards and less recognition, there is a strong likelihood that they will

be dissatisfied with their jobs, bosses, and colleagues On the other hand, if people believe they are being

appropriately compensated and recognized by the organization, they will be content with their employment and exhibit positive behaviors

2 The Importance Of Job Satisfaction

As previously stated, happy employees are critical in any firm, large or small Making employees happy has a two-way benefit, both for the business and for the personnel, but the importance and intensity vary

A satisfied human resources team has an impact on all elements

of a company's business activity, including:

Improve employee productivity Employees that are happy with their jobs have a better attitude and demeanor, as well

as devotion, dedication, and desire to learn and grow at work This boosts the company's total productivity and assists it in meeting its objectives

Main tainin

g and

stabilizing human resources in the organization, pleased workers will have a stronger commitment to the company and will be less influenced by external offers

Furthermore, employees will value collective benefits because when they want to remain together, they will

"take care of," "construct," and "defend" their shared house

When employees are satisfied with their work, they will treat customers better and provide better service to customers

Employees will convey the firm to the outside world, which will assist the organization in attracting talent and building a positive image in the eyes of consumers and partners

Save money on training new candidates and recruiting candidates

Minimizing errors in the working process as well as process risks because employees are more responsible and dedicated, so they always strive to do their job better

IV FUNDAMENTALS OF EMPLOYEE SATISFACTION

When it comes to the workplace, both employers and employees want more than merely "meeting expectations." According to Frederick Herzberg's motivation theory, fundamental aspects such as

a sufficient compensation and an optimal working environment help employees feel fulfilled These aspects are critical to employee happiness and must be considered However, this is insufficient to generate passion and motivation at work Employers must provide inspiring reasons as well as retention factors

So far, Herzberg's idea has become somewhat out of date and has numerous flaws However, it can still expose many corporate leaders

to the "underground truth." To capitalize on these elements, executives must first understand what motivates employees by concentrating on the following fundamentals:

1 Employees Must Select The Appropriate Job

Jim Collins writes in "Good to Great" on putting the appropriate people in the right roles Focusing on these two aspects during the hiring process and throughout the employee's career can assist guarantee that they are doing work that is a good fit for their skills

Skill sets: It would be tiresome if the person simply operated like a machine The employee's particular abilities must be matched with the suitable position by the leader This will assist them in transforming their work into an art form

Internal motivation: One employee's monotonous work

is occasionally another employee's fantasy Many people enjoy the range of clientele they can work with On the contrary, some people want consistency in their spreadsheet studies Whoever they are, they will find fulfillment in the job's ethos Employees will put in more effort if they enjoy what they are doing They are more likely to be successful and satisfied with their work when they put in more effort

2 Things That Make People Feel Significant About Their Employment

What people do at work is always influenced by a variety of motivating elements Business executives must ensure that they understand what that component is And they should make every effort to meet their employees' demands and requirements Employees will feel more respected and happy with their work as

a result At the same time, employees will be less likely to become burnt out while working for your organization Identify the reason: Your employees may be unable to describe their motivations However, everyone is driven

by something So do your homework and figure out why they work for your organization

Commendation and recognition: Never allow a job at your company be useless You can appreciate your workers' specific efforts once you understand their motivations

Communicate clearly and often: No position is meaningless if every person understands how they contribute to the vision and goals of your company Talk

to workers and find out why they want to do this job You may optimize your employees' prospects and skills by knowing their motivation

3 CHOOSE THE IDEAL COMPANION AT WORK

BambooHR conducted a survey in which workers were asked:

" What distinguishes your company?" and

" What improvements can your organization make to make it a better place to work?"

The coworker relationship within the firm was the top answer in both categories While corporate leaders cannot control all interpersonal relationships in the workplace, they do have the ability to impact everyone

Colleagues and managers: Meeting the individuals they will be working with will help candidates Employees will benefit from learning from both teams

Provide reference information for candidates: Amanda was provided the contact information of the previous Communications Director she worked with during her interview with Brad, our CEO, my colleague She finds it stimulating to be able to speak with someone who has firsthand experience in the job, and she values the practical input she receives from the discussion Suggest a company tour: Locate a group of employees in the workplace, present fresh applicants, and allow them to freely converse This allows applicants to meet and learn more about their potential colleagues Not only that, but prospects believe in the company and its culture Consider the candidate you're employing and how they'll connect with current employees This is a terrific method

to lay the groundwork for improved employee

interactions

4 PROCESS OF MEASURING SUCCESS

Employees must understand how their performance is measured

in order for the company to succeed As a result, it is critical for leaders to offer early and regular feedback

First 90 days: Although initial impressions are critical, 32% of employees report that they received no feedback from their boss during their first three months on the job Meet with new workers on a frequent basis throughout their initial days on the job Employees must understand how business owners evaluate their performance and abilities

360 degree feedback: Communication with coworkers is just

as vital as communication with bosses They assist increase employee confidence and abilities, whether they are official remarks or common recommendations Ensure that workers of all levels and seniority feel comfortable expressing themselves and getting feedback from others This can assist children in understanding what is valued and how they are valued

5 GROWTH INCREASES SATISFACTION

Business executives do not need to be concerned about showy rewards Instead, create a career path for people to follow in order to reach their objectives Whether it's a personal or professional objective

Building a career roadmap: A shared vision of an employee's professional future assists leaders and workers

in planning for needed progress Business leaders might create particular learning objectives for their personnel This will assist staff in achieving broader objectives and responsibilities

Collect important skills: Employees have several possibilities to learn Consider what talents your company's workers require Identify and train interested workers inside your organization Businesses can teach their own personnel or recruit outside help

Learning outside: Development can occur haphazardly and spontaneously Colleagues can help one other learn new abilities Extended projects might provide personnel with the opportunity to improve their abilities

Employees that are pleased with their jobs will stay longer and perform better Leaders may assist drive workers and provide more happiness by controlling the things that genuinely motivate individuals at work: the job they do, the reasons they do it, and the things they do Who to work with, how to assess them, and prospects for advancement

V CONCLUSION

This research has provided an outline of the fundamental aspects influencing employee job satisfaction Based on it, we may devise appropriate answers to the difficulties we face at work We can also learn from this report since we may need it in the future

VI REFERENCE

Conway, J., 2022 Council Post: The Five Fundamentals Of Employee

Satisfaction [online] Forbes Available at:

<https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/02/11/the-five-fundamentals-of-employee-satisfaction/?sh=1c86b03f7d10> [Accessed 10 October 2022]

Explore.darwinbox.com 2022 What is Employee Satisfaction? | Meaning & Definition | HR Glossary [online] Available at: <https://explore.darwinbox.com/hr-glossary/employee-satisfaction> [Accessed 10 October 2022].

Công ty Tư vấn Quản lý OCD 2022 Sự hài lòng của nhân viên là gì và vai trò trong quản trị nhân sự - Công ty Tư vấn Quản lý OCD [online] Available at:

<https://ocd.vn/su-hai-long-cua-nhan-vien/> [Accessed 10 October 2022] Magny, O., n.d Intrinsic and extrinsic factors that influence job satisfaction in police officers relative to Frederick Herzberg's motivation/hygiene theory Collins, J., 2011 Good to Great [Place of publication not identified]:

HarperCollins.

Davis, K., 1985 FDR, the New York years, 1928-1933 New York: Random House.

Trinamics 2022 Trinamics | 6 Job Satisfaction Factors [online] Available at:

<https://www.trinamics.nl/en/blogs/6-factors-for-your-job-satisfaction> [Accessed

10 October 2022].

Testcenter 2022 5 yếu tố ảnh hưởng đến sự hài lòng của nhân viên dành cho doanh nghiệp [online] Available at: <https://www.testcenter.vn/blog/su-hai-long-cua-nhan-vien/?

fbclid=IwAR3TTMv8JoJS6QIlUDSmOj1txb9c4xOEcKMH65ek87u0OZAgp1Guwp 9RPFI#cac-nhan-to-anh-huong-den-su-hai-long-cua-nhan-vien> [Accessed 10 October 2022].