Employee Satisfaction
And Productivity
employee satisfaction and productivity
ASTRACT
Employee satisfaction directly links to organizational excellence and/or productivity. Maybe… Maybe not… Researchers regularly debate exactly what components contributing to employee satisfaction and the company's and/or organization's productivity. Similarly, employers and employees do not typically agree on the reason/s an employee stays committed to a company or what factors contribute to an employee's satisfaction with the company. During the mixed-method case study, the researcher focuses on employee satisfaction and productivity as well as investigates whether a correlation exists between employee satisfaction and productivity/output. The study also examines factors that contribute to employee satisfaction, both on and off the job, and considers if "satisfaction" can be measured. If "yes," the researcher discusses how one can measure employee satisfaction; if "no," the researcher explains the reason/s for the incapability.
The hypothesis for the study asserts: A positive correlation exists between employee satisfaction and productivity/output. To further investigate the validity of the study's hypothesis confirming that a correlation exists between employee satisfaction and productivity/output, the researcher created a survey which a number of participants completed anonymously. The researcher also recounts interviews with a several colleagues of ASDA.
TABLE OF CONTENTS
CHAPTER I
INTRODUCTION
1
Links to Question
1
Area of Study
2
Rationale for Study
3
Significance of Study
3
Organization of Study
3
Hypothesis & Research Questions
4
Study Aim and Objectives
5
Conclusion
6
CHAPTER II
LITERATURE REVIEW
7
For Success or Satisfaction
7
Employee satisfaction
9
Employer/Employee Perceptions of Employee Satisfaction
12
Factors Contributing To Employee Satisfaction
14
ASDA Reports
18
Measuring Employee Satisfaction and Productivity
21
ASDA Interviews
24
Conclusion
30
CHAPTER III
METHODOLOGY
36
Findings from Measuring Data 36
36
Likert Type Format Scales
32
CHAPTER IV
ANALYSIS
36
Findings from Measuring Data
36
Factors Contributing to Employee Satisfaction
38
ASDA Reports
38
Measuring Employee Satisfaction and Productivity
39
CHAPTER V
CONCLUSION
42
Hypothesis Validity Confirmed
42 Recount of Study Aim/Objectives
43
Study Review
44 Employer/Employee Perceptions of Employee Satisfaction
44
Factors Contributing to Employee Satisfaction
45
ASDA Reports
45
Measuring Employee Satisfaction and Productivity
45
ASDA Interviews
46
Conclusion
46
BIBLIOGRAPHY
48
APPENDIX A
52
ASDA Employee Satisfaction Questionnaire
53
LIST OF FIGURES
Figure 1: ASDA's Central Office in Canberra
20
Figure 2: Factors Driving Employee Satisfaction
37
Figure 3: Eight Key Components for Satisfied Employees
38
Figure 4: ASDA Staff Survey Satisfaction Ratings
39
Figure 5: Three Simple Questions to Address Employee Satisfaction
39
Figure 6: Metrics Confirming Organization's Performance
40
Table 1: Types of Evidence
8
8
Table 2: Considerations for Creating Survey
35
Table 3: Employee Satisfaction Perceptions
37
Table 4: Employee Satisfaction Survey Considerations
40
ABBREVIATIONS
ASDA: initially Associated Dairies & Farm Stores Limited (ASDA 2005).
CSR: Corporate Social Responsibility (ASDA 2008).
ESI: Employee Satisfaction Index (Howell 2006, p. xiii).
OWL: Quality of Work Life (Howell 2006, p. 8).
RBT: Resource-Based Theory (Yang 2009, ¶ 1).
SHRM: Society for Human Resource Management (Clark 2005, ¶ 1).
TL: Transformational Leaders (Yang, 2009, Theoretical Background… Section ¶ 2).
CHAPTER I
INTRODUCTION
"Employee satisfaction doesn't mean that work is easy or that employees are always happy.
Instead, satisfaction means committed employees who are willing to give their 'discretionary energy' to their work"
(Lavigna, 2010, What Drives… Section, ¶ 2).
Links to Question
Employee satisfaction directly links to organizational excellence and/or productivity. Perhaps, satisfied employees do in fact "create value in the services provided to customers, which in turn, has the potential to lead to customer satisfaction and subsequent loyalty," as well as productivity, as some researchers, like Andrew Robson, David Yarrow, and Jane Owen (2005) all with Newcastle Business School, Northumbria University Tyne, UK, argue. Or perhaps, employee satisfaction does not directly link to the organization's productivity. Perhaps, the employee's productivity and/or quality of the organization's products/services influence his satisfaction. In the study, "Does quality drive the employee satisfaction in the UK learning sector?," as Robson, Yarrow, and Owen examine the link between organizational performance and employee satisfaction, they, as various other researchers, find a number of contentions contribute to employee satisfaction.
Just as researchers do not all agree regarding components contributing to employee satisfaction and the organization's productivity, employers and employees do not typically agree on the reason/s an employee stays committed to a company or what factors contribute to an employee's satisfaction with the company. Perceptions of both the company and the employee may be subject to change as circumstances for both vary at times. During the mixed-method, qualitative case study, the researcher focuses on employee satisfaction and productivity as well as investigates whether a correlation...
The study also considers if "satisfaction" can be measured. If "yes," the researcher discusses how one can measure employee satisfaction; if "no," the researcher explains the reason/s for the incapability.
Area of Study
The location for the present study encompasses areas throughout the world as employees and productivity comprise global contemporary concerns and interests. The researcher, albeit, particularly focuses on ASDA, located in the UK. On July 26, 1999, Wal-Mart, a company founded in the United States (U.S.), purchased ASDA, initially founded in 1965 as Associated Dairies & Farm Stores Limited. During 2003, ASDA reportedly claimed the title of being the best company to work for in the UK. At one point during ASDA's history, however, colleagues described the company as the worst of all UK employers (ASDA, 2005).
No matter the location of the company or the organization, Bob Lavigna (2010), vice president of research for the Partnership for Public Service, asserts that when an organization has high levels of engagement, customer satisfaction as well as performance and productivity naturally follows. In the journal article, "Driving performance by building employee satisfaction and engagement: Good government requires good people, which is why the key to meeting our current challenges is talent-committed and engaged talent," Lavigna stresses that for a company or organization to obtain the maximum results from their investments, they should focus on employee engagement, which universally leads to employee satisfaction and links to the organization's productivity.
Rationale for Study
The primary reason/s for choosing to focus on employee satisfaction and productivity evolves from the interest in employee satisfaction as it links to the researcher's professional pursuit of a future in managing an organization and perhaps ultimately owning and operating a business. The researcher asserts that a better understanding of employee satisfaction and whether or not it directly links to organizational excellence and/or productivity will not only help the researcher professionally, but will also help readers as it relates contemporary considerations to ultimately contribute to the organization's success. As most individuals work as an employee or hold a position of leadership supervising employees at one point in their lives, employee, employee satisfaction affects the majority of individuals.
Significance of the Study
Increasing global competition mandates that contemporary companies and organizations maximize their productivity and quality to succeed. In the journal article, "Work attitude, loyalty, and employee turnover," Joel Tan, a research assistant, Vicky Tan, Professor, with the faculty of arts and social sciences, National University of Singapore and Tan Ngoh Tiong (2007), Professor of social work at Augsburg College, Minnesota, explain that employees with higher job satisfaction contribute to higher productivity. This study proves significant as it challenges readers to consider employee satisfaction and productivity as well as whether a correlation exists between employee satisfaction and productivity/output and what factors contribute to employee satisfaction, both on and off the job.
Organization of Study
The organization of the thesis includes the following sections:
1. Introduction
2. Review of Literature
3. Methodology
4. Analysis
5. Discussion, Conclusion and Recommendations
Hypothesis and Research Questions
During the study's quest to determine whether a correlation exists between employee satisfaction and productivity/output as well as examining factors that contribute to employee satisfaction, both on and off the job, the researcher seeks to determine the validity of the dissertation's hypothesis. The hypothesis for the study asserts: A positive correlation exists between employee satisfaction and productivity/output. To help determine the validity of the hypothesis, he researcher addresses the following three sub-questions?
1. What factors contribute to employee satisfaction, both on and off the job?
2. Can employee "satisfaction" be measured?
3. If employee "satisfaction" can be measured, how can this be done? If employee
"satisfaction" cannot be measured, what reasons may contribute to the incapability? The researcher also asserts that a correlation does exist between employee satisfaction and productivity/output and that "yes," satisfaction can be "measured."
To further investigate the validity of the study's hypothesis confirming that a correlation exists between employee satisfaction and productivity/output, the researcher created a survey (Appendix A) which ***number of participants completed anonymously. The researcher also assesses a number of interviews with several colleagues of ASDA.
Study Aim and Objectives
Study Aim
During the study, the researcher's primary aim constitutes analyzing relevant literature as well as results of the researcher's survey and interviews to determine whether a correlation exists between employee satisfaction and productivity/output. During the survey of participants, the researcher investigates:
Employee satisfaction;
Employer/Employee perceptions of employee satisfaction;
Factors contributing to employee satisfaction;
ASDA reports;
Measuring employee satisfaction and productivity;
ASDA Interviews.
Study Objectives
Objective 1
Conduct a thorough review of literature relating to employee satisfaction and productivity/output; seeking specific information related to ASDA; including information applicable to employee satisfaction and productivity throughout the world.
Objective 2
Develop, implement and assess results evolving from a survey of ASDA employees and managers.
Objective 3
Analyze information retrieved through the literature review.
Analyze data retrieved through the implementation of the survey.
Analyze data/information the interviews reveal.
Present compilation of findings from the literature review as well as from the survey and the interviews during the analysis chapter of the dissertation.
Objective 4
Discuss study, offer conclusions and recommendations regarding the study and information the study reveals.
Conclusion
During the next section of the thesis, the review of literature, the researcher examines and presents information from the "family" of literature…
Organization Behavior ASDA Stores Business ASDA ASDA Stores is a large scale retailer in the United Kingdom. It has grown over the decades by regularly expanding its business operations all over the country. Currently, ASDA Stores is present in more than 564 locations and offers a wide array of grocery items, general merchandise, and financial services. The business operations of ASDA Stores are affected by a large number of environmental factors. These factors
Fortress Culture: Employees don't know if they'll be laid off or not. These organisations often undergo massive reorganisation. There are many opportunities for those with timely, specialized skills. Examples are savings and loans, large car companies, etc." According to research, Sainsbury's appears to be a fortress company, as it is struggling to find the right strategy and culture for its business. Edgar Schein, a cultural analysis, has contributed a great deal of
Tesco, the largest UK company, employs 260,000 people. This corporation has global aspirations and has come a long way in a relatively short period of time" (2003, p. 3). According to the company's promotional literature, the employment figure for 2003 has almost doubled today, as shown in Table 1 below. Table 1 Current Key Figures for Tesco Category Statistic Staff worldwide 472,000 Staff in the UK 287,669 Stores worldwide 5,008 Total stores in the UK 2,545 Extra 13 Homeplus Superstore Metro Express OneStop Number of markets 14 Which markets China, Czech Republic, Hungary,