Hypothetical Business Research Project Essay

Introduction

This paper focuses on the employee satisfaction levels and training effectiveness challenges of a client-supplier organization. The organization is involved in the manufacture and supply of steel products. The products are mainly used in the road and railway construction industries, automobiles companies, major appliances, and other smaller appliances such as bolts and nails. The organization has employed 2,000 employees and has a major manufacturing plant and three subsidiary branches in other smaller towns engaged in supply. The main challenges facing the organization are training ineffectiveness and low levels of employee satisfaction.

Problem Analysis

The dependent variables are employee satisfaction levels and training effectiveness. The level of employee satisfaction has been affected by the environmental factor of heat involved in the work environment, payment levels, and training opportunities offered to the employees. The manufacturing process of steel involves high-temperature conditions in the smelting furnace (Degarmo, Black & Kohser, 2003). According to Guagao et al. (1983), working in extremely hot environments has been known to cause heatstroke and other psychological strains on workers which lower their satisfaction with their job. The level of satisfaction is further influenced by the pay levels which are not motivating the employees about the work they do (Degarmo et al., 2003). The level of training offered to the workers is limited and is not very consistent in the course of the job. This training thus does not give them confidence and satisfaction since it does not help them improve their abilities to do the work (Oz, 2001).

The training effectiveness is the second dependent variable. This is a problem that is influenced by the training procedures, performance appraisal procedures, and payment levels. The procedures of training in the organization are limited and not consistent. This influences the training effectiveness because even on-the-job training is minimal. The performance appraisal procedures in place in the organization are not commensurate to the training offered. The workers are not promoted based on their performance. Additionally, the feedback checks used to identify the influence of training on the performance of workers are not adequate or reliable. This has put a strain on the training since it is not adequately supported (Oz, 2001). The motivation for training is also adversely affected. On the other hand, the payment levels of employees are not upgraded despite having undergone many training opportunities. The incentives for benefiting from the training opportunities are so minimal that they lower the effectiveness of the training. This is because workers are less willing to learn and hence do not take it seriously.

Recommendations

The organization can benefit greatly once it identifies the relationship between the dependent and independent variables. To increase employee satisfaction, the organization needs to invest in air conditioning systems, provide heat-resistant clothing, and offer drinks to reduce the effects of heat (Guagao et al., 1983). Additionally, the organization needs to provide better training opportunities and offer payment and bonus incentives. To improve the process of training and make it more effective, the organization needs to set up better performance appraisal procedures, improve the consistency and manner in which the training procedures are carried out as well as offer better payment after training (Oz, 2001).

Conclusion

This paper has addressed the problems of employee satisfaction and training ineffectiveness. The ways of increasing employee satisfaction and training procedures while making them more effective have also been reviewed.

Reference List

1. Degarmo, P., Black, T., & Kohser, R. (2003). Materials and processes in manufacturing. New York: John Wiley Publications.
2. Guagao, Z., Wei, Z., Chengkun, L., Zhien, W., Rongtai, C., & Hanzhen, H. (1983). Health and safety measures for working in extremely hot environments. Journal of Medical Sciences, 3(2), pp 104-109.
3. Oz, E. (2001). Organizational commitment and ethical behavior: An empirical study of information system professionals. Journal of Business Ethics, 34, 137-142.