Ppt On Employee Satisfaction 5n86u

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

(Physiological/ Psychological Deficiency)

DRIVE

(Individual behaves in a certain manner)

INCENTIVE

(Achieves a particular goal)

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

If I try hard, I can do better

PERFORMANCE INSTRUMENTALITY

If I do better, I get a better reward

OUTCOME VALENCE

Value of the outcome to the person vs indifference

MOTIVATION

Job seems rewarding

Employee Satisfaction

Happy Workers

High Productivity

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

Background Suggestions

•Employ reorganization Program •Categorize Performance Promotion Plan

• Free holiday Trip • Discount the Room Rent •Lucky Draw

Extra Facility to Corporate Client

Solution (A)

Solution (B)

Short term solution.

•Permanent solution.

•No focus on customer service enhancement.

• Inclusive of customer services enhancement methodology.

•It could incur huge expenses

•Not an expensive approach.

•No motivational approach for employees.

•Included rewarding concept as a part of motivational approach.

•It misinterpreted the problem.

•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 .

Vroom’s 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.