The issue of satisfaction is of high concern for managers as lack or diminished magnitude of it is detrimental for both organizations and employees. High grades of satisfaction in employees correspond positively to improved turnover, increased attendance, reduction in accident rates, less job stress, lower industrial conflicts or early resolution of conflicts, and enhanced productivity.
1. Employee satisfaction and turnover: An increased attrition rate is very expensive for the organization. Immediate talent replacement becomes difficult. Also, huge costs are incurred during training fresh appointees, and during their proper acclimatization. It also decreases the morale of remaining employees. Research has undoubtedly demonstrated that the retention rate is higher with satisfied workers. Dissatisfied personnel tends to quit at the slightest instance.
2. Employee satisfaction and absenteeism: Dissatisfied people feel alienated at their workplaces and are more frequently absent. Absenteeism is quite vigorously linked to the notions which the employees possess regarding their jobs, or put differently, how important they discern their employment to be. People with a high conviction about the relevance and significance of their jobs have lesser absenteeism. It is noteworthy that high satisfaction may not guarantee low absenteeism, but low satisfaction will always make way for an expanded stretch of absenteeism.
3. Employee satisfaction and safety: That the accidents rate increase when staff satisfaction level decrease has been ascertained time and again in various organizations. Many times accidents happen if employees are disinterested and discouraged about their jobs, supervisors, or organizations, or all three. The basic supposition here is that wherever there are dissatisfied employees, their attention is diverted from jobs and activities and then accidents happen.
4. Employee satisfaction and job stress: Occupational stress is the body’s reaction to work-related factors that disturb or attempt to destabilize the person’s psychological or emotional tranquility. Prolonged dissatisfaction works as a fundamental attribute contributing to job stress. When people are left with no solution to alleviate such stressful situations, they feel trapped. This may make way to elevate rates of absenteeism or high turnover.
5. Unionization: Violent trade union practices often drain out the organizational people emotionally and give rise to job dissatisfaction. Dissatisfaction may be due to economic causes (wages, salary, bonus, fringe benefits, incentives), biased decisions and prejudices of supervisors, and unfair human resource policies, All these make the employees prone to unionization.
6. Employee satisfaction and productivity: An individual’s productivity during employment is moderated by the happiness quotient. However, the connection between productivity and satisfaction is quite weak. Though the linkage between empowerment and employee satisfaction is not established, yet there exists an assumption that productivity may be improved indirectly. This is because employee satisfaction reduces turnover and also brings diminished employee absenteeism. Both of these increases productivity.
For Citing this article use:
- Ghosh, A. (2020). Employee Empowerment and Employee Satisfaction An Empirical Study on Banking Sector in West Bengal.