Shaheena Hafeez

MSMS011

Given your understanding of job satisfaction and employee engagement,

discuss/describe why each is important in organisational settings?

The term job satisfaction portrays a positive feeling around an occupation, resulting from an
assessment of its attributes.

Some factors that have effect on job satisfaction are:

1. Rewards and incentives

2. Relationship with superiors

3. Opportunities to use skills and abilities

4. Job security

Employee engagement is something that is dependent on job satisfaction. It can be said to be

directly proportional to job satisfaction as well. Employee engagement is a workplace
approach intended to guarantee that all are focused on their association's objectives and
qualities, propelled to contribute towards achievement and in the meantime can improve their
own feeling of prosperity.

The first aspect that comes to mind when we think about causes for job satisfaction is the
rewards a person gets while doing their job. Rewards can take a monetary form (money) or
be a more intangible reward, like the feeling a person might get when doing a job that helps
others (a nurse, for example). We can even think of a reward as the prestige you get for
actually doing a job (as with a judge or other politicians).

Both job satisfaction and employee engagement are necessary for any organization because

 It will motivate the employees to work more, always known to act as a motivating
tool for employees

 They will have a sense of belongingness towards the organisation and in turn be more
loyal to the company
  It will ensure that people don’t absent themselves from the organization for
unnecessary reasons.

 It would ensure goal congruency between employees

 It will improve efficiency and productivity.

 Maintaining good organizational environment.

 The organization would have a better and enhanced image before the public

QUESTION 2

Discuss/offer your insights regarding the results of the employee survey. As you study
the results, what stands out? What conclusions can you draw?

Managers as well as common employees are not satisfied from the management tactics of the
owner:

To interfere in the work of the employees unnecessarily and to engage the managers in
matters out of their scope shows that she is incompetent in her position. She does things
without considering the impact of her actions and its consequences

Employees are satisfied with their coworkers:

It is clear that the employees never had any issues with their coworkers. The main reason
why the employees were dissatisfied was Illa’s management style and her approach to the
employees, which led to their turnover and absenteeism. The employees preferred working in
a team and their unity was not affected by Illa’s.

Illa is not competent enough to make managerial decisions:

It is clear that Illa is not fit to remain in her position due to her incapability in managing the
tasks at hand effectively and efficiently, at the same time satisfying the employees. She must
move out by herself and bring in someone who is more efficient, has more expertise and can
engage employees very well, thereby satisfying the employees to a great extent.

Level of decision-making:

The decision-making process at the firm has to be pretty more decentralized. Managers at all
levels must be involved in decision-making processes. Here, what is happening is that
decision-making is very much centralized and only the general manager and the owner of the
organization are involved in the decision-making process, leaving out the managers. That is
not the way how it should happen.

QUESTION 3
Offer general suggestions/recommendations to Kris Jenkins regarding how to improve the job
satisfaction and employee engagement of Bella’s workforce. Be sure to distinguish among
jobs when making these suggestions and recommendations.

When you are a manager, one of your occupations is to rouse and develop your workers to
enhance work fulfilment.

1. Set performance goals/objectives:

Employees are inspired by performance objectives/goals, and they discover pride in

accomplishing or surpassing their objectives. Supervisors ought to additionally make
objectives intended to bring individual and expert fulfilment. For instance, if as a business
chief you get a quarterly reward taking into account income numbers, then set an objective to
surpass those numbers and claim a bigger reward.

2. Involve sub-ordinates for all jobs

Managers who feel the need to perform the majority of the administrative assignments for
their areas of expertise all alone are adding to their own anxiety and distancing their staff.
Figure out how to get your representatives included in empowering so as to settle on every
day choices representatives to build up their own work techniques. Have a week after week
workforce conference where the representatives give info on fathoming departmental issues.
This will also inculcate a sense of belongingness in the workers, which will in turn drive the
workers to work more.

3. Take breaks in between

The anxiety of being a supervisor can deplete a percentage of the feeling of fulfilment you get
from departmental and individual achievements. Taking breaks during the day is a basic
however compelling approach to abstain from workaholic behaviour and permit yourself an
opportunity to gather your considerations. Your employment fulfilment enhances in light of
the fact that you are allowing yourself to alleviate stress instead of always feeling the need to
work.

4. Training

To get more out of yourself as a manager, you have to continue with your instructive and
expert improvement. Industry preparations and propelling your instructive foundation can
help you to contribute more to your group. You can likewise enhance your own profession
way by keeping up your very own improvement.

QUESTION 4

Evaluate Kris Jenkins’ decision to accept the general manager’s position. Given the
information available, did she make the right decision? Why or why not?

Yes, Kris’ decision to accept the role of the GM is very much acceptable because:

 She can be very good with the employees and help maintain and foster the unity that
exists between them. She’ll act in such a way that the needs of the employees are
fulfilled and will not make them feel left out at any stage of decision making

 Every employee in this world would love to make some decision on his/her own at
any point of life. This would make him/her more involved in the job and also increase
job satisfaction. In this case, Kris is getting the GM position at Bella's with total
authority on the operational tasks and decisions. She can decide on what jobs to be
assigned to whom and who would be accountable to her or not.

 Kris can take the learning and experiences of running this organisation when she runs
her saloon. It will make her an effective manager by then.

 She can get a real-time experience in bringing up the company by herself from its
current deteriorating position and can also have a lot of learning on-the-go.

 Employee satisfaction level would also be on the higher side once Illa is out. The
employees are more comfortable working with Kris because she knows the pulse of
the employees, can interact with them effectively and help foster a sense of
belongingness within the mind sets of the employees. Employees would love to work
under her leadership since she understands their problems. This would lead to greater
job satisfaction and in turn, prove to be a boon for the organisation.