EMPLOYEE SATISFACTION

An outcome of Motivated Workforce

Sarfaraz Patel
 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/ (Individual (Achieves a

Psychological behaves in a particular goal)
Deficiency) certain manner)
 Motivation is the key to performance improvement
Job performance =f(ability, motivation)
A happy worker is a productive worker

Vrooms VIE Expectancy Theory

EFFORT PERFORMANCE OUTCOME MOTIVATION

EXPECTANCY INSTRUMENTALIT VALENCE

If I try hard, I can Y Value of the
do better If I do better, I get outcome to the
a better reward person vs
indifference
Job seems rewarding

To business that we
love, we eagerly arise
Employee Satisfaction
and go to with
delight

Happy Workers - William Shakespeare

High Productivity
 Background

Suggestions

Free holiday Trip Employ reorganization

Discount the Room Program
Rent Categorize Performance
Lucky Draw Promotion Plan

Extra Facility to
Corporate Client
 Solution (A) Solution (B)

Short term solution. Permanent solution.

No focus on customer Inclusive of customer

service enhancement. services enhancement
methodology.
It could incur huge
expenses Not an expensive approach.

No motivational approach Included rewarding concept

for employees. 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 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.