Innovative problem-solving, staff motivation, and ensuring that the organization achieves its objectives and goals are all essential components of effective management and leadership. Management and leadership comprise five tasks: planning, organizing, staffing, coordinating, and controlling.
These activities set the management process apart from other corporate activities like marketing, accounting, and finance. Employee satisfaction refers to whether or not workers are comfortable and happy, and whether or not their needs and wants are being met at work. According to many measurements, employee happiness is a component of motivating employees, helping them achieve their goals, and fostering a positive work environment.
The effectiveness of the businesses depends on how well the personnel are utilized. This helps to gain a competitive advantage, and human resource management (HRM) in organizations primarily deals with this issue. The “employee notion” is at the core of HRM.
These workers might already be employed by the company or have the potential to do so. The management of choices and actions relating to people within a company to put plans in place for gaining a competitive edge is known as human resource management (HRM).
According to Armstrong (2000), another definition of HRM is the strategic management of the individuals within an organization who help that organization achieve its goals. When employees are happy, they are more dependable and effective, and this affects both customer satisfaction and organizational productivity. Managers’ leadership style has a significant impact on how committed and satisfied people are with their jobs.
- The majority of managerial duties have to do with people management and interpersonal relations. It involves persuading a group of people to work toward organizational objectives. Leadership is the capacity of a manager to persuade, inspire, and enable staff to contribute to the business’s success. Autocratic, bureaucratic, laissez-faire, charismatic, democratic, participatory, transactional, and transformational leadership styles are just a few that managers can use to lead and steer their staff. There is no prevailing fashion. For different circumstances, different styles are required. A good leader understands.
- A good human resources manager promotes employee loyalty and happiness. The level of customer satisfaction can be significantly impacted by effective human resource management. Employees that are happy and committed provide better care, which improves outcomes and boosts patient satisfaction. Regarding which components of the job are crucial to employees’ job happiness, there was a perceived gap between employees and managers. The most significant motivators for employees, according to the employees, were their managers’ loyalty to them, job security, good pay, and favorable working circumstances. Managers believed that adequate pay, recognition, and job stability were the things that employees valued most. Another factor contributing to employees’ discontent was a lack of respect and appreciation.
- When managers commend employees for their efforts, it improves their satisfaction and promotes their morale. Employee job satisfaction is increased by a supportive management style that demonstrates open communication, respect, and acknowledgment.
- The manager or team leader has a crucial part to play in fostering positive working relationships. His managerial duties should be performed in a way that ensures complete employee satisfaction with their output.
Strategies for Enhancing Employee Satisfaction
Thinking through and organizing the steps necessary to accomplish a goal is the process of planning. It involves the development and upkeep of a plan, as well as psychological elements that call for conceptual knowledge.
The manager must make sure that all crucial discussions and planning occur in a public setting so that everyone has access to the same information. When communication is done one-on-one, issues develop. Bring everyone together so that everyone is aware of what is expected of them and what their coworkers are doing. An effective employee relationship requires open communication. No worker should ever feel unappreciated or excluded.
A business is organized when it has all the resources it needs to operate, including employees, raw supplies, equipment, capital, etc. One of the manager’s most important responsibilities is delegating work among the staff.
A manager has a responsibility to fully and accurately comprehend what a person wants and whether he is receiving it at work or not. The team leader must have a thorough understanding of each team member. Try to learn about their preferences and whatever they anticipate from the company.
According to this definition, directing is a process in which managers give instructions, provide guidance, and monitor employee performance to meet predetermined objectives. The team leader must give each member of his team demanding tasks that match his areas of expertise and interests. The person must be interested in the task; else, he would view it as a burden and complain needlessly.
Controlling is a crucial managerial task since it aids in error detection and remedial action, minimizing departure from standards and ensuring that the organization’s stated goals are met in the desired way. A manager must exercise some control over the workforce, but not too much.
The workers shouldn’t feel like the manager is dictating their every move or that they must perform in a certain way. Every employee’s personal autonomy and decision should be respected. Ensuring that each person works without restriction will improve an organization’s efficiency.
The synchronization and integration of tasks, roles, and command and control systems ensure that an organization’s resources are employed as effectively as possible to achieve the given goals.
A manager must ensure that there is flawless communication among the staff members as well as between them and their superiors. Employees that lack coordination get uninterested in their tasks and are thus under-satisfied with their work. Thus, maintaining coordination has a direct impact on an organization’s employee satisfaction level.
Managers frequently cite staff morale as one of the most important success elements. Napoleon agreed, saying that “the efficacy of the army rested on its strength, training, experience, and morale,” adding that “morale is worth more than all the other components together.”
With a recent focus, it may be said generally that managers prefer to deal with people who have a positive attitude toward their jobs; they want to have contented employees who feel good about their workplaces.
High-level job-satisfaction employees typically adore their work; they sense justice in the workplace environment and believe their position offers them benefits like variety, challenge, decent income and security, autonomy, kind coworkers, etc.
Employees who are satisfied with their occupations will devote even their free time to work-related activities, show creativity and commitment, look for ways to get around any barriers that might stand in the way of completing their tasks, and support their coworkers and superiors. These employees will perform very well, and the businesses that employ them will prosper.