Research Methods for Satisfying Employees - myassignmenthelp.com

Question: Discuss about theResearch Methodsfor Satisfying Employees and Encouraging. Answer: Introduction: Business organization and its work environment is constantly changing and evolving with time. In the era of intense competition, satisfying employees and encouraging them to cope with a changing environment is a challenging task. Organizations who want to promote efficiency and productivity pays lot of attention to providing good working environment and fulfilling the needs of employees. However, employee express dissatisfaction in their job because of work pressure, poor support in workplace, poor salaries and promotion option and little flexibility in their role (Raziq and Maulabakhsh 2015). Apart from work environment factors, there are many other reasons for employees dissatisfaction with the job. This many include monotonous work, low motivation, poor team management and leadership style (Mowday et al. 2013). The main aim of this research proposal is to identify the association between work environment and employees dissatisfaction with their job. The main focus is on reviewing current literature related to job dissatisfaction due to work environment and find the gap to proceed with further research on the topic. Only work environment factors and not other factors is considered for this research proposal because many workplace pay less importance to work environment for enhancing employees performance. However, conducting research to identify the association between work environment and job dissatisfaction in employees is necessary to understand the work environment factors to enhance employees satisfaction with their job. The outcome of the research would help to identify the needs of employees in workplace and provide them good working environment to increase productivity of the organization. Findings from Literature Review: Before proceeding with the research topic, reviewing the current literature is necessary to identify what has been covered about employees job dissatisfaction and find any gap or any unanswered question in the research study. The research by Raziq and Maulabakhsh (2015) investigated about the impact of work environment on job satisfaction by means collecting data from a self-administered questionnaire with employees. The quantitative study revealed positive association between work environment and job satisfaction. Employees working in all sectors expressed that work environment played an important role for them in achieving satisfaction with their job. The major concern among employees related to work environment included working hours, job security, esteem needs, relationship with coworkers and top management of the company. On other hand, extrinsic rewards were found to enhance motivation of employees and their satisfaction level with the job. Hence, the study gave the idea that p ositive relationship in workplace along with providing opportunities to employee helps to fulfill both their esteem needs and increasing the satisfaction with their jobs. However, the gap in the study is that it did not studied about the work environment factors that is needed to enhance job satisfaction level, hence in future research it would be necessary to investigate about the employees perception regarding the environmental factors they perceive as important for continuing with their job. Another study was useful in presenting the conceptual model of working environment and the job satisfaction. According to this model, good working environment is dependent on the parameter of working hours, job safety, esteem needs of employees and top management. In addition, job satisfaction was reflected from the element of employee loyalty, commitment level, performance and efficiency, productivity and sense of ownership in workplace (Sell and Cleal 2011). The research by (Bakotic and Babic 2013) also investigated about the relationship between working condition and job satisfaction. The study explained that employees mostly prefer safe and pleasant working conditions in their workplace. The researcher categorized workers into two groups- those who worked in pleasant working conditions and those worked in difficult working conditions. The main purpose of research was to evaluate the difference in overall job satisfaction between the above two group of employees and why such diffe rence exist. The results of the empirical research revealed that no difference is found between the overall job satisfaction level of two group of workers. However, employees were found to be have more satisfaction level while working in administration work compared to working in difficult conditions. Hence, the conclusion from this study was that improving working condition of employees particularly those who work in hazardous conditions is critical for job satisfaction. Therefore, in future more action will be required in improving safety provisions at workplace, training workers and providing adequate protective equipment to fulfill their needs of safety and security in the job. Many other empirical studies confirmed about the positive association between work environment and job satisfaction. The research by (Jain and Kaur 2014) evaluated the work environment of Dominos pizza to determine the impact of its environment on job satisfaction. The main focus of the study was to evaluated the current satisfaction level of employees, identify factors affecting work environment and the impact of work environment on job satisfaction. The review of employees perception related to job satisfaction revealed that workload and overtime was a major cause of dissatisfaction for employees. Secondly, the behavior of supervisor was the cause of discontentment among employees. Fatigue and boredom was a cause of low motivation in job. Hence, the study presented that certain environmental factors are the cause of changing attrition rate and job satisfaction level in employees. However, the study lacks information regarding the steps that organizations can take to reduce boredom and fatigue in employee and so more research work would be required in this area. The above literature mainly focused on evaluating the impact of work environment on job satisfaction, however there was literature to assess employees motivation at work place. The work by Dartey-Baah and Amoako, (2011) is important in this regard as it applied the Herzbergs two factor theory to identify the factors that satisfy or dissatisfy employees in their job. According to Herzberg, satisfaction is dependent on hygiene factor of company policy, interpersonal relationship with supervisors and peers, personal life, working condition and job security. In addition, motivator factors include contentment with the job and possibility of personal growth and responsibility. The research done on Ghananian workers revealed that neither motivator nor hygiene factor is needed to address dissatisfaction with the job. Instead it is dependent on effectively blending both the factors to make it suitable to the needs of employees. Hence, striking balance between both this factors is necessary to improve performance and commitment of employees and enhance their motivation level in job. Research Question and Research Objective: By reviewing the literature related to the association between the work performance and job satisfaction, several gaps in past studies has been identified. For instance, there was a lot of focus on impact of work environment on job satisfaction, however the research did not considered the type of work environment or factors present currently in organizations. Secondly, biasness in result were also found because the other motivational factors of employees that could have led to poor job satisfaction level was considered in studies. Therefore, this research proposal focuses on the following question: What are the current level of environment factors (such as salaries, perks, opportunities and interpersonal relationship with peers and managers) present in workplace to retain employees and enhance their satisfaction with the job? What are the perception of employees regarding the cause of dissatisfaction in their work place? Is the job satisfaction level linked to personal motivator factors too? What are the future plans of organization or recommendation to improve job satisfaction level and improve their performance in the job? The main objective of the research proposal is to evaluate the work environment factors present in organization to retain employees and identify the causes of dissatisfaction with job by considering the personal motivator factors of employees too. Motivation for CurrentResearch: This research is motivated by the high turn over rate or attrition rate currently witnessed in workplace. Such high turnover rate mainly occurs due to the poor working condition and dissatisfaction with the job. Having a dissatisfied worker is a risk to the organization because such employees lack commitment and motivation to give their best in their job and absenteeism and poor performance becomes common. The ultimate effect is seen on the organizational performance too as productivity is hampered and efficiency of work is significantly disturbed (Bakotic and Babic 2013). Therefore, this issue was a motivation for me to conduct this study. This study will help to evaluate the attitude of employees towards their job and their perception about work place. This will help rationalize their behavior and performance in work place. The finding of this research will also help to find out the provisions that is necessary to improve organization performance and adds rewards or other strategie s to improve the experience of employees while working. Data Collection Method and Feasibility of the Research: The main purpose of the research proposal is to evaluate the current work environment factors present to retain employees in their job and evaluate the perceptions of employees towards satisfaction or dissatisfaction with their job. To get answer to the research question, qualitative research study will be used by means of self-administered survey questionnaires. The interview will be done with managers and employees of private business organization. The data will be collected by sending online questionnaires to the employees and managers and recording their response on the basis of different theme as mentioned in the conceptual model of work environment and job satisfaction. The use of open ended and close ended questionnaire will help to determine the percentage of employees who are dissatisfied with their job and the work environment factors that caused dissatisfaction. Secondly, the response regarding future action to improve employee satisfaction level will promote positive chan ges in organization and improve organizational performance. The feasibility of the survey based research is high because all ethical requirement will be met and the online mode of survey will not cause any convenience and the participants can easily provided their response. Reference Bakotic, D. and Babic, T., 2013. Relationship between working conditions and job satisfaction: The case of croatian shipbuilding company.International Journal of Business and Social Science,4(2). Dartey-Baah, K. and Amoako, G.K., 2011. Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective.European Journal of Business and Management,3(9), pp.1-8. Jain, R. and Kaur, S., 2014. Impact of work environment on job satisfaction.International Journal of Scientific and Research Publications,4(1), pp.1-8. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Raziq, A. and Maulabakhsh, R., 2015. Impact of working environment on job satisfaction.Procedia Economics and Finance,23, pp.717-725. Sell, L. and Cleal, B., 2011. Job satisfaction, work environment, and rewards: Motivational theory revisited.Labour,25(1), pp.1-23.