Effect of Job Satisfaction on Employee Performance-Free-Samples

Question: Discuss about the Effect of Job satisfaction and motivation on employee performance. Answer: Introduction Motivation is a topic that has been researched extensively. From the beginning various researchers have been concentrating on various motivational theories like the Herzbergs two-factor theory, Maslow hierarchy of needs orthe Vrooms expectancy theory. These theorieshave focusedon the motivation in a general manner and employee motivation more distinctively. In the past few years, several definitionsof motivations have been developed. For example, Lazaroiu(2015) has explained employee motivation as a performance that is in relation to the work actions as desired. Job satisfaction can be simply explained as the psychological condition of how a person feels towards work. A bit more complex, it summarizes the attitude and the feelings of an individual about the numerous internal and external components towards the firm and the jobs he or her performs in the firm. The components of job satisfaction are associated with compensation and benefits, the nature of work and relationships with colleagues. The satisfaction of the employees is regarded as an overall module of the human resource strategies of a firm. According to,Ristic, Selakovic and Qureshi (2017), job satisfaction means a role which is positively associated to the extent to which the personal requirements of one are satisfied in the job scenario. Graves, Sarkis and Zhu(2013) debates that employees are mostly satisfied and increasingly productive when their job provides them with security from the stress associated with the economy, identification of their effort, grievances, opportunity to give out recommendations and ideas, contribution in decision making, safety measures etc. Job satisfaction explains that pleasurable emotional condition of the feeling that leads from the work performance. Having satisfied and motivated employees starts with the recruitment of the right people and can be fostered through practising programs to keep them occupied and committed to the firm. Porter, Riesenmy and Fields(2016) contends that organizations with increased quality of human capital can perform in a much enhanced places and deliver more and higher sustainable returns to the shareholders than the firms with mediocre employees. Sustainable competitive edge needs satisfaction of the employees for the absorption of the knowledge base for a firm. This knowledge is often hard and tacit to convey among employees. The firms that are globally competitive depend on their employees to make use of advantageous, exact and original solutions to the issues the firm may have. The employees are deemed to be the section of the intangible assets of the firm. They are a priceless commodity that become a key part of the value of the firm. However, though much research has been done in this context, there are some considerable research gaps in the area. Lazaroiu (2015) is of the opinion that most studies conducted have discussed the topic on a generalized basis and does not attribute the research to specific aspects of employee motivation like job security, rewards and remuneration, and training and development which will be a major point of focus in the present study. Furthermore, the studies that have been conducted have not discussed the subject on a geographical basis and therefore, this study will be based on the Switzerland companies. Moreover, even after extensive research on the topic, there are still many firms that experience highly de-motivated employees and the present paper will find ways to mitigate such problem. Background of the Study Job satisfaction and employee motivation is known to be characterized by various factors like job security, training and development provisions, and rewards and remuneration. Job security is the concept that assures and employee that he or she will be provided with continuous and beneficial employment throughout the life. Job security is provided to an employee through measures like employment contract, agreement of collective bargaining, and labour legislations, which ensures immunity from sudden and unjustified termination, lockouts and layoffs.Lazaroiu (2015) states that such job security raises the trust of the employees on the firm, which results in positive employee motivation. Training and development programs enable employees to learn and acquire new professional skills as well as to enhance their existing skills. This helps in boosting up of the employees self-confidence. It also induces in them a perception that the organization is taking initiatives in developing their per sonal and professional skills, which increases their levels of job satisfaction. This shows a positive effect on employee performance. Rewards and remuneration is the measure taken and should be taken by organizations to appreciate and recognize the contribution of the employees towards the organization. An effective system of rewards and remuneration means providing the appropriate payment for the appropriate work to the employees. It also stands for appreciating and recognizing an employees good work and thereby rewarding him for his good performance. Such measures develops within employees a sense of self-worth and motivates them to work harder and better to keep their position in the eyes of the company. This motivates the employees and develops their performance for good. Employee job satisfaction is extremely significant in a firm as the productivity of a firm depends on it. If the employees are satisfied, they will provide enhanced quality of performance in an optimal time and thereby leading to a positive development in the profits. The employees who are satisfied are more likely to be innovative and creative and thereby coming up with the ideas that permits the firm to change and develop in a positive manner with the transitions in the market and time. The employee satisfaction has been becoming more interesting for those firms who are inclusive of the all the sectors that have been performing in the economy (Cunningham 2016). The need for the employees for the strategic effort is looked upon as keeping the existing employees satisfied and thereby improving the rate of retention and reduces the associated costs of an increased turnover. The economy of Switzerland and the German speaking room has a developed financial structure and has various industries performing on a very high level within the environment. The employee levels in the countries have a very good stance and therefore the companies have been undertaking various external and internal motivational measures to keep employees motivated and thereby the development would be good and the country would be prospering. Employee job satisfaction and talent management are related closely and brains that are happy leads to creativity of the brains. Employee happiness and job satisfaction can be a big aspiration in the development of talent management because of their impact on loyalty, productivity and creativity of the employees. The employees who are talented are very interested in a lucid vision of how the firm is going ahead , but also in the opportunity to grow personally and enhance oneself. Research Problem It has been viewed that the research papers has the motive of answering the research issues by identifying the associated variables and thereby answering the issues in a suitable manner. The issues that is present in the companies that are operating in Switzerland has been to recruit talented and experienced employees and maintaining the level of motivation within the workplace and thereby keeping them satisfied and hence the employees would be motivated to operate in an effective manner. Gaining knowledge about the factors that keep employees motivated it is essential to understand the factors that satisfies the desires of the employees. Hence, this aspect will be examined in order to understand the impact of job satisfaction and motivation for the performance of employees. Research Objectives The objectives of the research are To evaluate the effect of job security on employee satisfaction and motivation To evaluate the impact of training and development on the empowerment of the employee satisfaction and employees To evaluate the impact of rewards and remuneration on the employee satisfaction and motivation on the performance of the employees While these questions have been discussed in theories and also based on research, there is no data available that looks at the topic in Switzerland. Most research papers mention the importance of the factors and effects of employee motivation and job satisfaction as stated above in a generalized manner. The research conducted so far discuss the topic mostly on a wider version regarding the need and significance of employee motivation and job satisfaction in the organizational performance as a whole and not specifically on aspects like employee performance. Therefore, it is necessary that this topic should be further researched in specific contexts like employee performance. Addressing such areas would help businesses and other organizations to provide effective solution to the frequent problem of increasing amount of de-motivated employees due to the lack of job satisfaction, which demonstrates a crucial effect on the organizational performance of the employees. Research Aim The goal of the paper has been to investigate the factors that have an impact on the motivation and satisfaction of the employees in the companies functioning in Switzerland. Research Questions The research questions are the challenges that I willtry to recognise thereby concluding the paper in an effective manner. The questions are as follows: Q1. What effect does job security have on employee motivation? Q2. What effect does training and development have on employee satisfaction and motivation? Q3. What role does rewards and remuneration play in employee motivation? Q4. How is employee satisfaction and motivation related to employee performance? Q5. What effect does job security have on the employees in Switzerland? Q6. What effect does training and development programs have on the employees in Switzerland companies? Q7. What effect do rewards and remuneration have on the employees of Switzerland? Q8. How does employee motivation relate with employee performance in the Switzerland organizations? Literature Review Introduction This part of the thesis looks to examine reports and the journals that have been published by other authors who have concluded similar research. These reports and the journals play a key role in helping the authors in creating the existing thesis. The previous researches function as a recommendation with the help of which the researcher can conclude the paper in a suitable manner and thereby can conclude how employee motivation has been able to have an impact on the performance of the employees (Lau and Roopnarain 2014). The variables that are related to the topic under consideration will be investigated in the review of literature in association to what the authors have recommended in order to move forward with the research paper. Theories of job satisfaction A series of comprehensive theories are available that are related to job satisfaction. The aim has been to provide a model for gaining knowledge not only about the factors that have an influence on the attributes but even why it leads to such impacts. Hertzbergs Two Factor Theory The research undertaken by Hertzberg has ascertained what individuals actually require from their jobs. The employees had to explain the work scenario in which they feel comfortable or dissatisfied in their job. The answers that have been received were then diversified into dissatisfaction and satisfaction. The features associated to the job satisfaction are inclusive of the recognition, advancement and the work itself, development and responsibilities. It has been referred to these features as the motivators. The features associated to dissatisfaction include the supervision. According to Dobre(2013), Hertzbergs two factor theory is a significant reference for managers who like to gain knowledge about job satisfaction and associated performance of the job satisfaction issues of employees. Yusofet al. (2017) cites that this theory is an effective reminder that there are two significant aspects of all the jobs with respect to what employees perform with respect to the job tasks and the setting of the work which they perform. Mikkelsen, Jacobsen and Andersen(2017) explain that managers should look to terminate poor sources of hygiene of the job satisfaction in the working environment in order to construct factors that are satisfying for the job content to increase the job satisfaction opportunities. This theory is authentic and important for such kind of assessment as it identifies that the employees have two classes of needs that function within them and both of them should be highlighted. This theory is therefore acting as a guide for the researcher in con structing determinant of the employee satisfaction in the companies functioning in various countries. Motivation Ina complex and dynamic environment the leader establishes the atmosphere within which the employees obtain trust and have been given the power to take decisions in the company that can lead to the generation of an extent of motivation for the employees and thereby the performance of the company can be enhanced. Gopal and Chowdhury(2014) have cited that performance act as a function of individual motivation, structure and resistance to bring in transformations in the organizational strategy, which acts as a pragmatic role that is related to motivation in the organization. Conversely, Kim and Scullion(2013) have addressed that the development of the human resource management with the assistance of the financial remunerations, the changes in the behaviour of the firm and the rewards that has established a huge extent of argument in the arena of sales performance with respect to the human resource management. According to Njoroge and Yazdanifard(2014), the development of relationship among the management and the employees in mentoring programs of the firm has led to employees who are motivated and thereby remain committed to the organization. Conversely, Frederiksen, Knudsen and Magnusson(2014) has undertaken an instance in one corporate establishment by exploiting the process of balanced score card and have found that the company result increases if the employees is getting provided with motivation that is positive in nature. The establishment of the targets has been done with respect to the operations based and will support in the provision of the strategic suggestions by authorising the evaluation of the actual performance against the target that have been based with respect to the goals of the organization. The feedback that is strategic in nature and the attitude that has been goal directive and are projected to enhance the organizational performance. Muogbo(2013) has addressed that there are no activity factor that needs to be scared of the impacts of the extrinsic rewards in motivation. Zammit(2015) has addressed and framed a model that is in respect to the strategic arrangement, company performance and the extent of motivation in the aspect of the balanced score card and found that effective strategic arrangement influences and empowers the executives. The managers motivate the employees to function in a work design that is in nature participative in which they permissible and gains it together which makes them responsible for their performance. Gupta and Shaw(2014) has addressed the fact that the rewards that are financial in nature can be discovered as a tough determinant for the motivation and satisfaction of the employees and achievement that can lead to the essential outcome in accordance to the level of the organization. Antoniet al.(2015) has identified those significant issues of the research with respect to the work design of the job and the practic es in order to motivate the employee performance in order to desire the global problems. Victor(2014) has highlighted that motivation assists motivation supports in the sharing of the knowledge with the help of social media process that can be intra-organizational and thereby can assist in the accomplishment of the objectives and the goals. Sanyal and Biswas(2014) highlighted that the impact of quality performing working mechanism are even known as the human resource management on the measures that are everlasting with respect to the performance of the organization. Zameeret al.(2014) recognises that the employees have the mind set and the spirit to discover the intention and the explanation of their role and motivation to be a segment of the community and hence undertaking the roles that are inspiring and essential for them to partake a high extent with an outlook to the individual and social development. Employee Motivation Muslim, Dean and Cohen(2016) have proposed a huge mind-set with deference to which the management cannot influence the employees and the administration can just influence what the employees have been inspired to undertake. As per Olafsenet al. 2015(), providing enhancement and training programs that effectively adds to the professional and self-awareness development of the employees is a productive process for the purpose of employee motivation. Korzynski(2015) has cautioned that motivational segments of improvement and training activities to be increased and appropriately they require be proposing and consolidating by a third party with knowledge about experience and competency. The alternate working patterns like job-sharing, work rotation and adaptable working hours have been marked as a proficient motivational method. Besides, Irfan and Lodhi(2015) argues about that motivational parts of the substitute working patterns alongside their different advantages have been supplemented by raising the quantity of organizations and on the other hand at the same time several firms have been deserted from accepting advantages of such open doors. An intrigue perspective concerning the issue has been advanced by () as for which the individuals from the management particularly ought to have the capacity to sustain the level of their own inspiration at larger levels soas to take part in proficient motivationto their subordinates. In this manner,Sukoco(2017) recommends that the administration should fuse the methodologies that are pro-active in nature as for taking part in motivational rehearses. Furthermore, McGregor and Doshi(2015) proposes focusing on particular varieties of the intangible motivational systems like birthday festivities and other key dates with the dynamic participation of the entire group. As indicated by Ncube, C.M. and Samuel(2014) the key test of motivation in the working environments is identifying what kind of motivation each employees need as for their individual contrasts. In different aspects, the individual contrasts have been featured by Kniesetal.(2015) as the key confinement for the management in engaging in employee motivation in an exact manner. Cherian and Jacob(2013) has attracted attention regarding the rising accuracy of the work-life balance issues for the existingemployees and concentrates their negative effect in the degree of employee motivation. Distinctively, Zme?nk(2014) refers to that unless the employees achieve an adequate level of work life balance in the individual level, the interest in the management on the degree of employee motivation can be wasted. Kaur(2013) states that the above-stated viewpoint has been dependent on the Hierarchy of Needs theoretical frameworkwhich says that there is a particular chain of importance for the individual prerequisites and the more simple human necessities that should be fulfilled in order for the following level needs to perform as motivators. Among the major motivators is also stated the importance of job security as a motivator. Some of the ways in which organizations can bring about job security among the employees are through employee contracts and implementation of measures like labour legislations. There are different components that are related to employee motivation that affects the new businesses that are runnignin Switzerland and different parts of the world. The elements can be distinctedinto extrinsic and intrinsic components on how they have an effect on employee motivation. The level of employee motivation is imperative for a new business as the viability of the employees would enhance the organizational performance. Research Gap It is evident from the above discussion that there has been some investigation performed on the factors and effects of employee motivation driving employee performance. Much of the research focuses on the factors like incentives and other monetary factors that can possibly effect positively on employee motivation thereby increasing the employees performance and productivity. However, it is important to acquire an understanding of how the non-monetary factors of employee motivation like job security, training and development, and rewards and recognition can affect employee performance. Moreover, most of the research conducted in this area focuses on the problem in a generalized manner. Not much of the studies focuses on the extent of employee motivation affecting the employees organizational performance in the context of the business organizations present in Switzerland. Furthermore, in spite of the researches conducted on this area, much of the employees still stand de-motivated in t he face of the business organizations present today. Therefore, this research paper will focus on bridging this existing gap in the previously conducted research by focussing on how the internal and external factors of employee motivation especially job security, rewards and remuneration, training and development help in motivating the employees of Switzerland organizations towards better organizational performance. Conceptual Framework The conceptual model discusses about the variables that are related to this paper and especially employee motivation and hence helpthe author to gain knowledge about the factors that have an effect on the degree of the operations of the firms that operate in Switzerland. The conceptual framework looks as follows:(DAS SOLLTE AUCH MIT WORTEN BESCHRIEBEN WERDEN) Table 1: Conceptual Framework (sources: Josipa Kern, 2018) Research Methodology Introduction The procedure of the research has the goal of explaining the method that would be embraced so as to collect the information in a successful manner and accordingly conclude the paper regarding the research goals and aims. The procedure of accumulating the dataplays a key part as this guides the researcher to gather the data that would be successful for the paper and consequently mitigating with any odds of false data that is accessible to the researcher(Asim 2013). The methodology comprises the design of the research, research approach, procedure of data gathering, analysis of the data, data validity and reliability and the ethicswith the help of whichthe author can have an idea regarding the components that have an effect on employee motivation. Research Design Research design summarizes the methodology briefly. The paper will be designed as such that will be the most convenient keeping in mind the end goal. The research will be conducted by collecting quantitative and qualitative data through a mixed method. In order to pursue the desired results, the research will also provide for the collection of primary data through interviews and circulation of questionnaires. The research sample would include employees as well as employers from a few known organizations of Switzerland. A qualitative and quantitative analysis will be performed on the data for the achieving the results. Research Approach The research approach clarifies the procedure that would be taken with the assistance of which the data would be inspected and the presumptions would be approved. There are two sorts of approaches that are accessible to the researchers and they are inductive and deductive process. With respect to this paper, there has been perception that the analyst has hoped to make utilization of the deductive technique as this paper would analyze the elements that have been explained by the past researches. This paper would cross inspect and after that accumulate the data keeping in mind the end goal to survey the data received from the respondents and consequently complete the paper effectively(Nieet al. 2015). Data Collection Strategy and Distribution There are various sorts of systems that are accessible to the analysts which they can use keeping in mind the end goal to gather the data. It is reliant to pick the process that is best for this paper. This theory depends on surveying the variables that have an impact on employee motivation and consequently, the most exact data would be accumulated from the responses of the participants who are working in the companies in Switzerland. There has been a perception that reactions of the respondents would be the best data as new and perspective of the employees of the organizations with respect to motivation can be known effectively(Ahamed and Sunderasan 2016). Thus, the paper has gathered information with the assistance of questionnaire. The survey would involve close ended questions that are identified with the point and consequently would help the respondents to answer the issues that are related with the theme. The questionnaires would be forwarded among the chosen members through el ectronic mail and eye to eye meeting and they would be given a time limit inside which they need to present the questionnaire to the researcher. The data that would be assembled from the surveys would be arranged with a specific end goal to remove the questionnaires that have not been finished. The information that is accessible from the finished surveys is put away in an appropriate place and accordingly can be utilized with the end goal of the research. Data Collection Techniques The information that would be gathered would be experienced different statistical tools with the assistance of which the information can be utilized to evaluate the issues that are germane to the point. The information would be evaluated with the assistance of SPSS software with the assistance of which answers could be featured. The paper has picked a sample size of 50 respondents from a huge pool of representatives keeping in mind the end goal to assemble the appropriate response that is required for this research. Research Sample The research sample would containemployees as well as employers from various business organizations of Switzerland. The sampling method would be of a non-probability one as the organizations from where the employees are to be interviewed and surveyed will be decided beforehand. The chosen sample would be the most beneficial as it would bring about most effective response to the specific questions pertaining to their experience in the industry sector. The employees will be able to answer and thereby demonstrate their level of satisfaction within the communities and the employers would be able to present their ideas on the extent of the effectiveness of their employee motivation policies. Data Analysis Method The quantitative data collected, that is the data collected from the surveys conducted among employees, will be analyzed with the help of statistical tool like frequency distribution. This method would help in realizing the number of people responding similarly or differently in the context of one question. The qualitative data, that is the data collected from the interview sessions, will be analyzed by the help of the constant comparative method. In this method, the data collected from the interviewing the employers on the extent to which they think their employee motivation policies are successful, will be compared with the data and the satisfaction level of the employees as determined from the survey conducted. Reliability and Validity of Research A mixed method of research will be undertaken for the purpose of conducting this research. Since the research will involve the use of primary data, it can be stated that the data collected will be reliable, as it would not involve use of any secondary source. The data collected would be measured using the SPSS tool, which would ensure the authenticity and validity of the data. Such a process of measurement would provide valid results as the data would be present and accessed from an authentic database. Research Advantages The research methodology has certain advantages. First, the methodology requires a survey to be conducted among the employees of the Switzerland companies which will assure the point of views of the employees. Second, since the data collected will be primary in nature, it can be said that the data will be authentic nature. Third, since a huge number of participants from various companies will be interviewed and surveyed the data can be compared on a larger scale making the results more reliable. Fourth, the large sample size would allow the inflow diverse data helping the analyst to gain diverse perspectives on the problem. Research Limitations The research process might have certain limitations. First, the answers of the employers might be biased and might lack objectivity. Second, there might be technical failures when circulating the survey questionnaires electronically. Third, the employers might not be cooperative. Fourth and finally, the survey responses might be manipulated by imposition of the views of other employees. Ethics The research ethics of the paper hopes to answer the data that would be assembled for finishing up the paper with the assistance of ethical codes that are accessible to the researcher so the information that has been utilized can be observed to be genuine and true. This mitigates the odds of the availability of any false data in the paper and hence genuine outcomes can be gained.The ethical codes that will be followed will also include the maintenance of privacy of the participants. It will be ensured that no sensitive data is disclosed. It will also be ensured that no participant will have to participate in research under any coercion and that no data will be manipulated. 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