Sources of Employee Satisfaction - Research Paper Example

Running Head: critique Job satisfaction of the of the of the Introduction The US economic crisis had set the entire global activity on a standstill. Not only financial world but also strategic environment and corporate scenario were also affected by the turmoil. However, one area which felt the heat of the crisis for the longest period is the human resource management. The spillover effects of the downturn were realized in the form of reduced employee productivity, low motivation level and high employee turnover. The article in question (Anonymous 2010) discusses the prominent loopholes visible after the 2007 downturn, especially in the human resource category within the employee satisfaction and retention topic. Now when the dark clouds are over and world is looking forward to growth, the article suggests ways to minimize the hindrances to employee satisfaction and recover the success rate prior to the turmoil. Format of the article The article proceeds in a very logical and well scripted format. In any article, it is very important that it follows a logical and analytical sequence which starts with basic information and moves forward with grasping comments and much in-depth knowledge (Uelma n.d). Likewise, this article too, starts up with solid figures on how employee satisfaction has been lowered down the line. These figures actually lay the foundation for excitement and curiosity in the reader and he or she remains intact with the article to read on as to what is required and what should be done to reduce the figures. Next the article moves on to cover up some theoretical aspects on the probable reasons of piling up employee dissatisfaction levels amidst global meltdown. This further strengthens the proposition and the theme of the article that why employee satisfaction is necessary in today’s time, keeping in mind the losses incurred due to financial crisis. After gripping the readers with facts and figures, the article moves on to suggest ways and solution in order to rectify the shortcomings that were unveiled during the decline season and new ways and techniques to be adopted to come again on the success path. Research base Any article that seeks to suggest modifications, solutions or new ways of doing things should cite multiple sources and should conduct a well planned research that is timely and relevant to the theme of the article. Taking the case of the present article, its research base is apt to the theme and basic idea that is tried to be communicated. In order to suggest changes in the human resource management policy in the light of recessionary trend, it was but obvious that first and foremost, the implications and losses incurred by organizations, employers, employees and corporate world on a whole are presented to the readers. Timeliness of research base Talking of the timeliness of the research base used in the article, most of the citations and figures are taken from period between 2007 to date because as the recession triggered and gained momentum, various surveys and researches were conducted to judge the satisfaction levels of employees and determine the categories and domains which were being inflicted by the repercussions of the deadly crisis. Not only recent surveys and figures, but also a comparison of the employee satisfaction levels between 1980s and present scenario has been done to provide a clear picture and broader view of the changing situations. This has also helped in ascertaining whether recession alone or other environmental factors have been instrumental in changing the pace and scene of employee motivation and satisfaction. Relevance of research base Coming on to the relevance of the research base, most of the researched data and figures have been sourced from survey agencies and boards that are especially formulated to conduct authenticated research and come out with validated results. These surveys take into account many organizations and that too, relevant ones that are the most affected by the research question. For instance, Development Dimensions International, ComPsych Corporation and similar bodies are a few to name that have been cited in the article to provide supportive evidences to the reasons and suggestions. Drawback of the research base One minor drawback that was felt in the article was the absence of any financial data that could throw light on how economies of scale and productivity levels have been hampered by the employee satisfaction level. This was required in the article as the article is written with an aim to provide new dimensions to the thinking and psychology of employers that always correlate human resource management policies with tangible benefits or losses. Inclusion of solid figures depicting how satisfaction level could enhance or reduce the profits of organizations could have strengthened the premise of the article and made more impact on result-driven managers that look for more money and profits through any policy or business practice. Timeliness of the article Talking of the timeliness of the article, not only from research perspective, but also from need of the hour is apt. This is so because nations are witnessing growth and greener pastures after recession has broken the backbone of almost all businesses. Timeliness of the article can be deciphered from the research base and the suitability of the topic in today’s time where every business and manager is striving hard to look for new and innovative options to come out from the clutches of the recessionary standstill and find out new means to achieve ends. Feasibility and practicality of the article Feasibility and practicality of the article can be judged from the fact that there was a dire need to bring forth something that could attract the attention of policy makers and Corporates towards the importance and significance of human asset. After the global meltdown, every one has shifted its focus on how to recover from monetary losses and account for the loopholes that were unveiled in the business policies and practices. Even after the dark clouds are over, every one is still focusing on improving the output, production and profits at last. However, only a few are concerned and carry the insight to analyze that all these factors emanate directly or indirectly from employee and the workforce. If the workforce and human labor is satisfied, motivated and committed towards its work, there will be high output, production, quality and finally profits. This article is an eye-opener for many of the employers and businesses that consider employer-employee a give and take relation. However, the article makes sure that it is considered as a symbiotic relationship where both the entities are benefitted. Today when companies are seeking new ways and techniques to conduct business and devise innovative policies, the present article is of much help to them in looking at the employee function with a different and enhanced perspective. Strengths of the article Counting on the many strengths of the article that the author has written, the major is the flow and the sequence that maintains a grip on the reader. The article starts with some basic information of the employee satisfaction and goes on to relate the same with the 2007 economic crisis. The article does not talk only of the figures and survey based evidences and also not only about economic or political factors that attribute to low employee satisfaction level. The author has been successful in analyzing the stark situation and major prevalent problem from many and diverse perspectives, commendable of which is the psychological and mental depiction of employees’ mindset. Employer-employee relation was of an arm’s length relation years back, but now it has started taking the form of strategic relationship where both take interest in each other. Employee satisfaction level is not a function of employee social, educational, technical and mental level alone, rather externalities like working environment, leadership, team work, peers and colleagues, employee welfare policies and a lot more work in tandem to bring out the maximum output from an employee (Koys 2001). The author has to be applauded to take all these factors into consideration when trying to seek out solutions to this long haunting problem. In providing new insights to the readers, the author has tried hard and succeeded to much extent in covering up numerous facets of corporate environment that actually shape an employee’s motivation and satisfaction level. Though the recession has brought into picture some of the major fallacies in the strategic management and human resource management of organizations, yet the article reveals some of the major shortcomings in the way leadership, communication and transparency in business practices and policies are performed. These might seem trivial matters initially but have a long lasting and major psychological impact on the employees if not practiced strategically or in a balanced way. Some extra briefings and evidences like the one titled “Get the best feedback from employees by watching their language” foster curiosity and interest in the article as it directly relates to the main theme of the article. Even if a reader is losing hold of the article, a new look from a new perspective retains that interest level in the article. Weaknesses of the article Though not much explicit, the article does suffer from some minor shortcomings. First and foremost as stated above in the discussion is the lack of a sound and solid back up of some kind of monetary figures that could further encourage the policy makers and managers in becoming firm about the decision to make employee satisfaction levels and motivation programs more flexible and effective. Moreover, the article could have incorporated some snippets or short instances where some renowned companies have suffered losses due to ignoring the value and importance of employee satisfaction in their business practice. Recession had blocked the thinking of many of the managers where they were forced to take non-prudent steps and that cost on their profitability. Such instances could have treasured the main idea of the article. Recommendations on improving the article If we talk in broad perspectives, the article is an applaudable effort by the author is gaining the attention of students, readers, managers and researchers on a very prominent topic. However, various and diverse points have been just touched and left to give the article a wide coverage. The article could have been made more relevant and interesting if supportive examples from real life and corporate instances had been included. This could have bettered the understanding of the reader that how different situations frame the circumstances for decision making and how it gets corrected or faulty based on external forces. It could also have provided for some sort of brain storming for readers as to how the respective company is faring presently when it had taken some step in the past and what solutions are available to it now to recover from miseries or better its position. Nonetheless, the article is worth reading for strategists, management students and even scholars that have been conducting research on the implications of the 2007 economic crisis. Even human resource managers and students need to have a look at the article to gain new ideas and strengthen the old ones. References 1. Anonymous (2010). Employee satisfaction: Key to recovery success? HR Focus, vol. 87, no. 4, pp.1. Retrieved May 25, 2010 from www.ioma.com/HR 2. Koys, D.J (2001). The effects of employee satisfaction, organizational citizenship behavior and turnover on organizational effectiveness: A unit level longitudinal study. Personnel Psychology, vol. 51, no. 1, pp. 101-114. Retrieved May 25, 2010 from http://psycnet.apa.org/?&fa=main.doiLanding&uid=2001-14875-005 3. Uelma n.d. Article Critiques. Retrieved May 25, 2010 from http://www.uelma.org/miscpdf/best%20article%20critque.pdf Read More