Thesis Satisfaction Essay Example for Free

Thesis Satisfaction Essay link up attitudes, such(prenominal) as organizational commitment (Farkas Tetrick, 1999) and vocation involvement (Babnik, 2010), which are necessary in precede times, where all firms are looking for competitive advantage and especially through their people (Galanou, Dimitris, 2010). One of the some often cited definitions on transmission line delight is the one given by Spector (1979) according to whom job rejoicing has to do with the way how people have about their job and its various aspects.It has to do with positive employee attitudes and actions are what create positive customer experiences. Employees who fetch higher job satisfaction are usually little absent, less probably to leave, more productive, more likely to display organizational commitment, and more likely to be satisfied with their lives (Lease, 1998). Murray (2009) stated that there is a common problem within the operation when employees are displease enough with their j obs and this dissatisfaction affects their job performance.Numerous studies have shown that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employee (Hackett and Guion, 1985 and Hacliya, 1985 Kohler and Mathiu, 1993). Wilson (2008) stated that there are things that quite a little make an employee dissatisfied, but alone removing or fixing them will not make an employee satisfied. According to the sources and data collected from the Human Resources discussion section of subsidiary eaterys, there are continuous issues of job satisfaction as fountainhead as job performance in the organization (HR Report 2010).According to Hawney (2008) performance management and employee satisfaction are twain areas that pose challenges for job satisfaction. Job satisfaction is another subjective topic that concerns employers job satisfaction which bunghole affect job performance appraisals and threaten the employer-employee relationship by creating friction b etween employees and their management. Lucena metropolis is a highly urbanized city, it is also cognise as the gateway and melting pot city of Southern Luzon. It is considered one of the most important commercial and trading centers of Southern Tagalog.Economic activities in Lucena urban center are heavily concentrated in constricted central business district (CBD) is home to a large cluster of different business enterprises which is one advantage of this city on developing restaurant industry. The study will be conducting fast food restaurants also known as quick serving restaurant. The researchers would like to come up with this research study for several purposes to develop individual skills and strategies as a future manager in ones field.To clarify with the different factors affecting employee satisfaction this includes discerning thinking, questioning, and an open mind with issues of employee satisfaction in order to update oneself. Getting a historical and flat coat stu dy is crucial to attain some of the dissatisfaction that should not be carried out in the workplace in order to attain a productive organizational climate which is applicable to the restaurant industry students. supposed Framework One of the theories of employee satisfaction, called the two-factor theory of Herzberg (1959) pointed out two factors that could satisfy and dissatisfy an employee in his job (also known as Motivator- Hygiene Theory) which attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are operate by different factors motivation and hygiene factors.The first factor would be the motivational factors that would encourage an employee to have a better work performance, and as a result will attain satisfaction such as challenging work, recognition, responsibility that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth. M otivators refer to factors intrinsic within the work itself like the recognition of a task completed. These factors can include job promotions, bonuses, and public recognition.The other factor would be the hygiene factors, which are not inescapably motivating but would elicit dissatisfaction if they were inadequate. Conversely, hygienes tend to include extrinsic entities such as relations with co-workers, which do not pertain to the workers actual job. Hygiene factors status includes job security salary management fringe benefits and work conditions that do not give positive satisfaction, though dissatisfaction results from their absence.These are extrinsic to the work itself, and include aspects such as company policies job security supervisory practice wages/salary and management. If management wishes to increase satisfaction on the job, it should be concerned with the constitution of the work itself, the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization. On the other hand, if management wishes to reduce dissatisfaction, then it must focus on the environment policies, procedures, supervision, and on the job(p) conditions. Conceptual FrameworkMausner, Peterson and Capwell (1997) stated that the term employee satisfaction is multidimensional there can be satisfaction with the specific activities of the job with the place and working conditions under which the job is performed or with specific factors such as economic rewards, security, or social prestige. Field (2008) lists several factors that makes employees more satisfied good relationship in the organization good relationship with the manager recognition for achievements advancement in careers personal growth and development feedback and support and company benefits.It is the key ingredient that ternarys to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfilment (Kaliski, 2007). Poor performers can be satisfied if they are paid well and treated well while good performers can be unsatisfied it they are paid indisposed but well treated. An employee who is dissatisfied can cause irreparable damage to the organizational effectiveness. The more employees feel that what they are doing affects the overall goal of the restaurant in a substantial way, the more satisfaction they get from what they are doing.It appears that job satisfaction can be increased for all employees, but the increase is great for those who have strong needs for growth. Customer satisfaction is correlated with employees satisfaction, as satisfied employees are likely to perform better on the job (Silva, 2006). In other words, employee satisfaction could lead to customer satisfaction. Issues of wages, holidays and working hours have to be cleared (http//www. citehr. com/99603-employee-satisfaction-survey-training html).