The relationship between job satisfactions - Myassignmenthelp.Com

Question: Discuss about The relationship between job satisfaction. Answer: Introduction In recent times, with the development of information technology, most of the large scale business organizations are emphasizing more on the development of human resources. The main objective behind this is to develop a small group of highly skilled professionals who will effectively utilize technology in order to enhance the business of the organizations. However, some organizations fail to notice the importance of employee satisfaction on the resulting employee performance and hence, do not address problems related to employee behavior. While working in an organization, the employees expect to be satisfied by several personal and job related benefits that automatically enhance their performances. On the contrary, some employees misuse the benefits and take them for granted. These employees destroy professionalism inside office premises and also negatively affect the progress of work of the organization. Hence, most business organizations are confused about the amount of employees to be provided so that they are not misused but the employees are satisfied and their performances are enhanced. On the other hand, some organizational leaders believe employee satisfaction is not related to performance at all. The performance only comes from an employees skill set, ability to take challenging duties and his willingness to proceed with the duties assigned to him. They also believe that employee satisfaction only extends the time for which the employee is willing to work for the organization. In this report, a research proposal has been presented for the detailed research of employee satisfaction and employee performance using data from some well known journals and secondary data collected from a number of reliable sources online. Conceptual Framework With the advancement of technology and the fast changes in the requirements in every business sector, the concept of human resource management is also fast changing. Before the advent of the digital age, human resource was considered to be the most important factor behind the running of an organization and the attributes that were required of the employees included loyalty and long life cycle working in the organization in addition to required technical and nontechnical skills. However, as more and more technologies are coming into existence, human resource is not the sole important factor for driving an organization. Rather, human resource is now mostly considered in most of the industries as the driving force behind the technologies that help the organization to move forward in the market.With time and change in technology, the human resource requirements are also changing in terms of global nature of work as well as diversity. Most organizations are interested to reap maximum bene fits from the use of human resources to gain maximum competitive advantage in the market without spending much time on the development of the human resources. Hence, loyalty is no longer the required attribute, rather the chosen attribute is skill the more skill one employee has, the more he is utilized and his lifetime inside the organization also increases accordingly. Instead of appointing just large number of employees for a job, most of the organizations now have specific employee group structures and they only recruit new and skilled employees only when certain posts are vacant. Again, many employees are also sacked for failing to meet job requirements or for being not skilled enough for providing the organization with competitive advantage in the market. According to studies, these policies of the companies are significantly affecting employee satisfaction and that in turn results in decreasing their quality of performances in the organization. In other words, this has created a cyclic process poor employee management poor employee satisfaction poor employee performance poor employee management. In the current rat race of organizational superiority in the market, the organizations are mostly emphasizing on gaining competitive advantage rather than trying to enhance the employee performances i.e. they are failing to notice the positive impact of employee satisfaction and performance on the overall business performance of the organization. Furthermore, the organizations are always in the search for getting cheapest possible work for a particular duty, hence, once the value of a skilled employee is increased, they recruit new and fresh employee who they can pay less but can get the same amount of work output. This has created a lot of negative influence on the human resources and loyalty towards a particular organization is very rare to find in these days. Literature Review According to Hussin (2011), employee satisfaction and employee performance are two interrelated aspects that promote the growth of a business organization. Sufficient benefits and chance of personal and professional growth increases employee satisfaction and the employees put extra efforts and enhance their performances in the business organization. According to the common beliefs of most of the researchers, the enhancement of employee performance is directly related to the change in employee satisfaction. As per Nabirye et al. (2011), the more satisfied the employee is, the more enhanced performance he gives during the course of his work. However, Ram (2013) contradicted this belief by saying that employee performance is in most cases not affected by employee satisfaction. According to him, employee performance mainly comes from an urge to perform duties that may or may not come from satisfaction. In the current landscape of organizational human resource management, most employees e nhance their performance in the fear of getting terminated from job or the prospect of facing heavy penalties due to the lack of sufficient performance during a certain period of time. According to the works of Cullen et al. (2014), organizations nowadays run for instant success and gaining competitive advantage in the market but mainly emphasize on the deployment of available skills of employees rather than developing them as per the requirements and demands of the market condition. Before digital age, all aspects of business organizations were run by employees like data entry and processing, market analysis, preparation of strategies, implementation of strategies and others. Hence, employees were generally held in high esteem and the organizations took several steps and initiatives for further development of skill sets of the employees (Shmailan, 2016). Furthermore, the organizations also provided a large number of benefits, leaves, incentives, rewards, bonuses and others to the employees that helped to maintain their satisfaction. This in turn helped to enhance the performances of the employees, who performed exceedingly well not only for personal professional d evelopment but also to earn the benefits and incentives. However, in the current age, the organizations recruit skills employees only to sack them in case they fail to meet their job targets and business requirements of the organization. Yao, Chen Cai (2013) said that the reason for which the organizations have stopped providing the employees with sufficient benefits is that human resources are no longer required in every field of the organizational operations. Data entry, operations, management, analytics and others can now be done efficiently by various softwares and software platforms like analytics tools, cloud computing and others. As a result, less manpower is now required compared to the prior conditions. Moreover, some employees today use the benefits for personal gain and take them for granted. As a result, they receive the benefits but do not provide sufficient input in their job responsibilities that ultimately causes the organization to lose competitive advantage in the market. In spite of the negative aspects discussed as well as the available technologies in the current age, Dusterhoff, Cunningham MacGregor (2014) said that employee engagement and maintenance of employee morale is still an important requirement for the enhancement of business operations of an organization. They also emphasized that the modern organizations should understand the important of employee loyalty and satisfaction in order to earn their maximum performance in driving the organization towards operational excellence. Project Execution Plan The main process to be followed for the execution of this research project is the collection of secondary data that contain some statistical proof of employee satisfaction and performance in various business organizations. Before the collection of secondary data, a literature review has been conducted that throws some significant light regarding the selected research topic. The data collected from the literature review will be further compared and validated with the secondary data collected from various online sources that have published results of questionnaire based surveys based on employee satisfaction and performance. This secondary data will be used reaching a suitable conclusion at the end of the research process. Proposed Project Schedule and Gantt Chart By analyzing the requirement of the entire research course, the proposed project schedule is as follows. Task Name Duration Start Finish Research Proposal 134 days Mon 18-12-17 Thu 21-06-18 Research Planning 32 days Mon 18-12-17 Tue 30-01-18 Consultation with Supervisor 5 days Mon 18-12-17 Fri 22-12-17 Determination of a Suitable Research Topic 2 days Mon 25-12-17 Tue 26-12-17 Analysis of the Relevance of the Chosen Research Topic 3 days Wed 27-12-17 Fri 29-12-17 Preparation of Project Proposal 10 days Mon 01-01-18 Fri 12-01-18 Submission of Proposal to Supervisor 2 days Mon 15-01-18 Tue 16-01-18 Approval of the Proposal 10 days Wed 17-01-18 Tue 30-01-18 Initiation of Research 17 days Wed 31-01-18 Thu 22-02-18 Identification of Specific Area to be Researched 2 days Wed 31-01-18 Thu 01-02-18 Determination of Research Objectives 2 days Fri 02-02-18 Mon 05-02-18 Determination of Research Questions 2 days Tue 06-02-18 Wed 07-02-18 Determination of Research Methodology 1 day Thu 08-02-18 Thu 08-02-18 Preparation for Research Execution 10 days Fri 09-02-18 Thu 22-02-18 Research Execution 62 days Fri 23-02-18 Mon 21-05-18 Literature Review 10 days Fri 23-02-18 Thu 08-03-18 Collection of Data from Literature Sources 5 days Fri 09-03-18 Thu 15-03-18 Research using Online Data Sources 15 days Fri 16-03-18 Thu 05-04-18 Collection of Secondary Data 10 days Fri 06-04-18 Thu 19-04-18 Comparison of Literature Data and the Secondary Data 5 days Fri 20-04-18 Thu 26-04-18 Determination of Research Conclusion 5 days Fri 27-04-18 Thu 03-05-18 Analyze whether the Research answers the Research Questions 10 days Fri 04-05-18 Thu 17-05-18 Submission of Research Results to Supervisor 2 days Fri 18-05-18 Mon 21-05-18 Research Closing 23 days Tue 22-05-18 Thu 21-06-18 Validation of the Research 5 days Tue 22-05-18 Mon 28-05-18 Documentation of the Entire Research 10 days Tue 29-05-18 Mon 11-06-18 Submission of Document 1 day Tue 12-06-18 Tue 12-06-18 Grading 5 days Wed 13-06-18 Tue 19-06-18 Sign Off 2 days Wed 20-06-18 Thu 21-06-18 Accordingly, the Gantt chart of the project is presented as follows. 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