EMPLOYEE SATISFACTION

An outcome of Motivated Workforce

Virendra Kumar

You can take a horse to the water but you cannot force it to drink; it will drink only if it's thirsty - so with people

The willingness to exert high levels of effort towards organizational goals, conditioned by the efforts ability to satisfy some individual need. - Stephen P. Robbins

NEED

DRIVE

INCENTIVE

(Physiological/ Psychological Deficiency)

(Individual behaves in a certain manner)

(Achieves a particular goal)

 Motivation is the key to performance improvement Job performance =f(ability, motivation) A happy worker is a productive worker
Vrooms VIE Expectancy Theory
EFFORT
EXPECTANCY

PERFORMANCE
INSTRUMENTALITY

OUTCOME
VALENCE

MOTIVATION

If I try hard, I can do better

If I do better, I get a better reward

Value of the outcome to the person vs indifference

Job seems rewarding

Employee Satisfaction

To business that we love, we eagerly arise and go to with delight - William Shakespeare

Happy Workers

High Productivity

Background
Suggestions

Free holiday Trip Discount the Room Rent Lucky Draw

Employ reorganization Program Categorize Performance Promotion Plan

Extra Facility to Corporate Client

Solution (A)

Solution (B)

Short term solution. No focus on customer service enhancement. It could incur huge expenses No motivational approach for employees. It misinterpreted the problem.

Permanent solution. Inclusive of customer services enhancement methodology. Not an expensive approach. Included rewarding concept as a part of motivational approach. The solution was with respect to the problem.

Few more suggestions to motivate employees

Promotional strategy. (primary needs) International visits to the differentiated ones for training purposes. International holiday packages to the family of the most efficient ones. (social needs) Achievers conferences. (self actualization) Publications of experiences & interviews of the achievers in their journals/ magazines. (self esteem) Arranging several occasions for the gathering of the seniors subordinates family meets. (social needs) Raising healthy competitions among the employees through differentiation strategy. (social needs) International placements to the finest ones. (self actualization) Providing the job security options to the fittest ones. (primary) Providing better insurance & medical facilities. (safety & security needs)

Orientation Process
Send agenda with offer letter. Make certain everyone knows that a new employee is starting. Assign a partner/mentor. Provide basic info needed to understand the job. Make employee comfortable and take feedback.

Vrooms Expectancy Theory of Motivation

Three types of relationships:
Effort-Performance relationship Performance-Reward relationship Rewards-Personal goals relationship

Modern Technologies
Motivating factors like:

Growth and Development opportunities Appreciation and recognition Ideal working conditions Increased Responsibility Job security High monetary benefits Good interpersonal skills Telecommuting, Flextime, good facilities and Holiday benefits

Which led to
Employee retention Enhanced loyalty and commitment towards the company Satisfaction of job and workplace Increased productivity Stress free work environment which led to happy employees

Conclusion

MOTIVATION Drives individuals to accomplish goals. Helps organizations survive A continuous improvement and continual learning An effective orientation program (or lack of it) will make a significant difference in how quickly an employee can become more productive. Focus should be on the employee instead of paperwork. Merit must be measured and rewarded regularly if it is to be encouraged and sustained.