Recently, the problem of staff turnover has become increasingly relevant for organizations. The market is overflowing with job offers with various conditions and career prospects. Job petitioners have a vast choice and usually pick their future employer with the same care as an employer looking for a worker. The workplace and vacancy should be designed to achieve maximum comfort and satisfaction for workers. Otherwise, the potential employees may get frustrated and find a more promising place.
Managers can use four job satisfaction theories for a deeper analysis of the situation. Maslow’s Hierarchy of Needs shows the ratio of human needs and urges, including those in the workplace. The model helps understand the importance of physical comfort for the worker and its direct impact on intense job involvement. Process Theory evaluates the workplace according to the employees’ needs, values, and expectations. Using this theory, one can comprehend the focus and effectiveness of a company’s internal policies based on employee perceptions. Herzberg’s Theory of Motivation and Hygiene suggests that job satisfaction and job dissatisfaction are two separate and sometimes even unrelated concepts. It may allow management to separate these concepts and not confuse the causes and effects of employee turnover. The Job Characteristics Model explains that employment fulfillment happens when the work environment boosts intrinsically motivating factors. Work occupies an exceptional part of a person’s life, and it is essential to have internal and external stimulation. Intrinsic factors may include a comfortable team, career growth, fulfillment of professional ambitions, and so on (Ali & Anwar, 2021). External factors may comprise the prestige of the enterprise and the acquisition of exceptional experience.
The motivation and satisfaction of employees can be increased by accurately setting goals and propositions for the enterprise. People usually come to work with particular plans and objectives, and earnings are not always the central need. Any vacancy should guarantee professional growth and progress; testify to the sincere interest of the employer in cooperation. In a highly competitive labor market, a new advantage may be to view the working relationship as a mutually beneficial collaboration rather than labor exploitation.
Reference
Ali, B. J., & Anwar, G. (2021). An empirical study of employees’ motivation and its influence on job satisfaction.International Journal of Engineering, Business and Management, 5(2), pp. 21–30. Web.