Employee Satisfaction

Only available on StudyMode
  • Download(s) : 302
  • Published : August 15, 2009
Open Document
Text Preview
PROJECT REPORT

ON

“EMPLOYEE SATISFACTION AND EMPLOYEE ENGAGEMENT ACTIVITIES”

CONTENTS

➢ OBJECTIVES OF THE STUDY
➢ EMPLOYEE SATISFACTION AND EMPLOYEE ENGAGEMENT
➢ EMPLOYEE ENGAGEMENT ACTIVITIES
➢ RESEARCH METHODOLOGY
▪ INTRODUCTION
▪ SAMPLING
▪ LIMITATION OF STUDY
➢ ANALYSIS
➢ FINDINGS OF THE STUDY
➢ SUGGESSTIONS
➢ BIBLIOGRAPHY
➢ QUESTIONNAIRE

OBJECTIVES OF THE STUDY

To check the satisfaction level of employees

➢ To identify the relationship between supervisor and sub-ordinates

➢ To identify the facilities and working conditions in the organization

➢ To identify the training programmes organized by company for the workers

➢ To study the engagement activities and to identify the initiatives for the same .

EMPLOYEE SATISFACTION
The company's ability to fulfill the physical, emotional, and psychological needs of its employees. Satisfying the employee's all needs, so that he/she can give 100% to the company .Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be experienced in various levels or degrees. Happy, satisfied employees are the most attentive and helpful to the customers. An employee with a positive attitude is contagious and can change the attitude of every staff member they are around. However, just as a positive mind set is easily spread, so is a negative one. If a member of the team is unhappy, watch out! His or her negativers alike. These pessimistic employees can breed an atmosphere of low morale. This will lead to decreased productivity, higher than normal turnover and unproductive time spent gossiping and complaining. The expense of training each new employee so they may excel is lost when they leave to work at some other organization because the atmosphere is too negative at your organization. This is where competent attitude can become infectious, contaminating coworkers and custom management earns their big salary. They must quickly identify the source of discontent and eliminate it as quickly as possible. If the cause is some new procedure or policy change, then corrections must be implemented immediately. If the problem is an employee, then that employee must be taken aside and counseled. Part of that counseling should include notification that their employment will be terminated unless they improve their attitude and behavior within a specified time frame. This notification should be made in writing. One copy of this notification should be left with the employee and one copy with a signature from the employee acknowledging receipt of the notification should be retained by management and filed on the employee’s personnel file. If improvement doesn’t occur, then the employee must be dismissed from the company. Just like a rotten apple can destroy a whole barrel of fruit, one pessimistic disruptive employee can destroy a company if left to fester away. JOB SATISFACTION

Job satisfaction can be defined as a collection of feelings that an individual holds toward his or her job. This definition is clearly a very broad one. Yet this is inherent in the concept. A person’s job is more than just the obvious activities of shuffling papers, writing programs code, waiting on customers, or driving a truck. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions that are often less than ideal. This means that an employee’s assessment of how satisfied or dissatisfied he or she is with his or her job is a complex summation of a number of discrete job elements. The extent of job satisfaction should be known to the management at specified regular intervals. The two main widely used approaches are a single global rating and a summation score made up of a number of job facets. The single global rating method is nothing more than asking individuals to respond to...
tracking img